Employing the premise that the selection, identification of a person who not only see part of the iceberg above to see a person's qualifications, degrees, qualifications, also depends on the quality of a person's potential, that is, the following part of the iceberg. The quality of people determines the performance of his work, like a man's character often determine a person's fate. We share an entrepreneur and when he lamented: the important posts in the wrong one, and the wrong spouse like Jiaoren regret not cope. Chinese have a saying called "As long as Kung Fu deep strokes fell great oaks," said the man must have the spirit of perseverance, but words for the selection and appointment is great fallacy: that even when more appropriate to use the material as a needle , Why is you spend so much effort to do a strokes fell great oaks? needle with needle use, Tiechu have Tiechu their original value, the grinding process is a time, a huge waste of resources , but also to pay a huge opportunity cost, in any case are not rational choice.
Both professionalism and competency
In the selection of personnel, especially in the recruitment, managers too often focus on a person's qualifications, background, and the use of human qualities are seriously neglected, which is caused by mistakes in personnel selection as a major reason. Some managers recognize only the results that have even been known in the world people are counted as people, there is such a talent, no wonder it was "arrogant", and also no wonder that "respect for talent, of course, but I also did not see "the words like a.
A person's knowledge and skills are important, but this is only the tip of the explicit part of the larger, more important part of the use of quality, but it is implicit, hidden in the. Only do both professionalism and competency in order to truly identify the right people. Competency applications originated in the early 21st century, the United States 50 Foreign Affairs of the State Council regarding the selection of diplomats. U.S. State Department to intellectual factors are based on the selection of diplomats are not effective, many of the surface is very good people in actual work performance was very disappointing, the reason is low efficiency of conventional ability tests predict injustice. At that time, Harvard University, Dr. McClellan was invited to help the U.S. Bureau of Foreign Affairs to design a effective way to predict actual job performance of personnel selection methods. In the course of the project, Dr. McClellan method applied to lay the basis of competency of some key theories and techniques, through the good work of diplomats and the general characteristics of the specific conduct comparative analysis, identification can really distinguish between job performance personal conditions.
Through behavioral event interviews, McClellan discovered that the three core competency competence: cross-cultural interpersonal sensitivity; on positive expectations of others; quick access to local political networks.
Dr. McClellan in an article published in 1973, marked the beginning of competency movement, then, the concept of competency is widely used in business.
Both IQ and EQ
Relative to the EQ, the conduct of a person's intelligence is relatively easy decision. One entrepreneur told us with emotion, said: "I have seen many high IQ but low EQ, I've never seen a high EQ but low IQ people."
Emotional intelligence (EQ), also known as emotional intelligence, is proposed in recent years psychologists and intelligence and IQ corresponding concept. It mainly refers to people in the mood, emotion, will, tolerance of frustration and so on quality. In the past that a person can achieve success in life, intelligence is the first important, and that the higher the IQ, the greater the likelihood of success. But now psychologists generally believe that the level of emotional intelligence on the success of a person also has a major influence, and sometimes even more than its role in intelligence.
Emotional intelligence include the following aspects: First, recognize their own emotions. Only by understanding ourselves and to become masters of their own lives. The second is to properly manage their emotions, to control themselves. Third, self-motivation, it can out of the bad people, a new start. Fourth, cognitive feelings of others. This is the normal exchanges with others, the basis for a smooth communication. Fifth, the management of interpersonal relationships.
Ability to work both with the dedication
Said here is a classic case. One year, Southwest Airlines, for business needs, to recruit a large number of employees, including pilots, repair division, ground crew, flight attendants and so on. Candidates around the world who gather together after hearing the news, after several rounds of screening, there are large numbers of people. Finally, Southwest Airlines has taken a unique recruitment strategy, interview all the people into different groups, each of about 20 different posts all mixed candidates, then, the company's interview the interviewer asked them only came to power for a few minutes to speak on three things: first, to introduce what you used to be, the second is what you come here to apply for jobs, third is why you can apply for the job.
Southwest Airlines is to investigate the candidate's eloquence is not, nor is to examine their image expression. For example, on the mechanics, from the competence, said he does not need a very good eloquence, it may not require special superior image. Southwest Airlines officials did not visit the main trial lecture them on the stage, but also with him in the study group of 19 individuals were doing. Among these people, some in very intently listening, some dismissive, some busy in their own what, and some on the phone, quietly doing some preparatory work on the front of the stage.
Southwest Airlines is the world's strongest sense of service companies, service awareness is based on caring for people, if a staff of people do not care about, how would there be sense of service, where to professionalism? Therefore, the company through this trick, those that do not meet their "service", "caring for others," the idea of people lost out. Not considered to be out of the candidates qualifications, degree.
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