Coincidentally, at the end of April this year, the author made a successful recruitment for the cooperative consulting unit, and the situation should be similar to what the boss said above. I believe this boss can help him solve this problem after reading this article.
The following is a brief introduction of the company I used to work for:
A trade and industrial agency company in Shenzhen was established in 2003, and Liu has been working for nearly 8 years. Since its establishment, the annual sales scale is not large, less than 20 million yuan. Liu has always accounted for 90% of the sales performance, and all five salespeople have only 65,438+00% of the sales performance. Of these five salespeople, two have worked with boss Liu for two years, the other two have worked for almost a year, and one is less than a year. But every salesperson of these salespeople is complaining about the high price of the company, the poor quality of the company's products, the long delivery time and so on. In a sense, they are not qualified salespeople. Salespeople are willing to follow boss Liu, saying that boss Liu is a more attractive boss Liu, so boss Liu does not easily lay off employees. Therefore, salespeople have not achieved much. More importantly, Mr. Liu has been complaining that he can't find the right salesperson. Every time he recruits people, he always signs up first. Even if he is interviewed, no one wants to come. Boss Liu is bored. He made several job advertisements himself and went to the scene. Why is his salary high, or is there no one to apply? Why can't you recruit the right salesperson every time? Why don't people want to come every time? ?
In those days, as soon as Boss Liu saw me, he threw me a lot of questions and asked me to find a way to help him recruit sales staff. Because I bought a service in cjol, China for about a year from 1 month, the advertisement has been put on for more than two months, and the effect is still not good, but we should be clear that it is difficult to do recruitment in mid-April this year, at least it has passed the job-hunting craze in March. Especially in Shenzhen, the candidates are very picky, and the salary level in Shenzhen is not very high. So I don't know if assisting Boss Liu in this job fair will be successful. But according to some previous experience, I immediately made a job fair plan and handed it to Boss Liu. Boss Liu will be skeptical after reading the plan.
On the first day, after helping him finish the monthly assessment plan and annual financial budget, I went to a recruitment site in Baoan with Boss Liu about 1 1, and saw many people at the recruitment site, but we didn't receive many resumes and people who were interested in consulting the company. By 12, only seven resumes had been received. Seeing this situation, I told Mr. Liu to bring everyone over, no matter who they are, as long as they are interested, whether they are mules or horses. Yes, popularity is very important when people are interviewing at the recruitment site or in the company. By about 3 pm, less than 20 resumes had been received. After the initial deletion, we selected about 15 resumes that were considered satisfactory. In order to seize the time quickly (time is speed, people are people), we returned to the company that afternoon and asked the administrative staff to immediately inform the deleted personnel to come to the company for an interview at 9: 00 the next morning. As a result, the administrative staff called and told us that only 12 people agreed to come for an interview. After listening to the administrative report, Mr. Liu still felt very good, because with the job advertisements posted online before, it is expected that about 20 people will come for an interview. It is an unprecedented scene for boss Liu to interview 20 people at the same time. Boss Liu interviews at most one person at a time and at most three people a day.
At the same time, I said to boss Liu, you should prepare the ppt of industry prospect and company introduction, and prepare to give a lecture tomorrow. When boss Liu heard that I was going to let him give a lecture, Mr. Tao, you kept me awake tonight. I said there was nothing I could do, not me, but you in the future. Besides, your boss Liu knows the company's understanding and history best. After that, I sent a recruitment process and case to Boss Liu the next morning.
This case was actually written temporarily according to the actual situation of the consulting unit when I was at the recruitment site. At that time, because it was almost noon, fewer candidates came in, so I used the 30 minutes of this time gap to write a scene case. The case needs to be discussed by the leaderless group, and the leader of the leading group is elected, and then the concluding remarks and comments are made. After reading my plan, Mr. Liu said to the manager, get things ready and do as Mr. Tao did. Everything is arranged before work in the afternoon. Before I left, I told the administrative staff again to send a short message on the bus route to each candidate and leave a consultation phone number.
At 8:30 the next day, I arrived at the office with Mr. Liu and the relevant reception staff early. In order to confirm how many people can come for the interview, I asked the administrative staff to call each applicant again to confirm the number. After about 10 minutes of telephone communication, the administrative staff told me that 15 people were expected to come for an interview. 15 interview, I really don't know how many people I can hire.
At about nine o'clock sharp, the conference room was full of about 65,438+05 interviewees, some of whom were wearing ties and well-dressed, some were sloppy casual cowboys, some looked depressed and squinted? At the official start of the interview, I first read out the time and content of the whole interview and asked each interviewer what to pay attention to during the interview.
When I finished reading it, the interview officially began, and more than a dozen interviewers still kept a straight face. First of all, let Mr. Liu begin to preach the present situation and future trend of the whole industry. Because Liu has worked in this industry for nearly 13 years, he is very familiar with national policies, industry development trends, industry data and enterprise distribution. Although the whole ppt is badly done, it is still very smooth. After talking about the industry, I will ask Liu's closest competitor to briefly introduce it for the time being, and at the same time ask Liu to introduce the entrepreneurial process, corporate culture and future development plan of the whole enterprise in detail. At this time, the two interviewers began to ask questions, but due to the arrangement of the questioning session in the plan, all the questions were put at the end.
After Mr. Liu preached some contents of the enterprise, I immediately announced the next step, which is to let each applicant introduce himself for 3 minutes. It should be said that in all interviews, the interviewer asked the interviewer to introduce himself for three minutes. For the interviewer, if you don't fully prepare in advance and don't know yourself, this kind of self-introduction will ruin your interview that day. In self-introduction, in order to reduce the influence of enterprises on interviewers, I ask each interviewer to comment from three aspects (1, expression ability; 2. Instruments; 3. self-confidence; Comprehensive score:) Score each item of other interviewers, and then give the comprehensive score. At the same time, each speaker is required to time the next speaker, and all employees of the enterprise are not allowed to participate in the scoring process. After this link was completed, Boss Liu came up to me, gave me a thumbs-up and said yes. I said, the fun is yet to come.
After introducing myself, I asked the administrative staff to hand out a blank sheet of paper and a pen, and at the same time handed out the prepared cases.
Requirements for case discussion: 25-30 minutes; Leaderless group discussion; 3-5 people in each group; Voluntary union; After the discussion, the group sent representatives to preach the group's solution for 3 minutes; Each group reviews the achievements of other groups. When I announced the start of case discussion, all the interviewers began to choose the combination according to the first impression in the first round of self-introduction and began a tense discussion.
Teacher Liu and I walked out of the meeting room together and began to pour tea and chat. After 30 minutes, we returned to the conference room. I asked the administrative staff to make a digital note and let the group draw lots to arrange the order of sharing according to the size of the lottery. The group sharing of the whole case lasted about 30 minutes. After sharing, the interview will be suspended for 10 minutes. During the break, the interviewer began to whisper. Boss Liu couldn't help but feel happy, and came over to me from time to time and said, who can use it and who can't?
10 minutes later, enter the live simulation sales demonstration session. Simulation requirements: in the venue, randomly select a product that you think is familiar with and sell it to anyone present; Time: 3 minutes for preparation, 3 minutes for demonstration and 30 seconds for prompt. This session is even more challenging. I remember that an interviewer came to consult the unit twice at that time, and everyone's statements were completed. He is still sitting on the stool, motionless and afraid to go on stage, which makes people feel very helpless. I can see that he is afraid of losing face and wants to get the job. Finally, with everyone's encouragement, he found an article he was familiar with, chose an interview he was familiar with to cooperate, and bravely stood on the stage and made a live simulated sales demonstration. It should be said that this interviewer is a great breakthrough for himself. Whether we hire him or not, I think he will be deeply impressed by this interview.
In this link, in order to give full play to the role of the interviewer, we made appropriate adjustments to the product requirements of the second sales simulation demonstration, that is, randomly selected products that we are familiar with, which also gave the interviewer a good play. On the one hand, the purpose of restoration can help the interviewer to eliminate some tension, on the other hand, it can also save the whole interview time.
After completing the two important links of the whole interview, I asked Mr. Liu to comment on the case discussion and on-site sales simulation demonstration of the whole interview, and put forward opinions and suggestions for improvement to the three key interviewers. Finally, let the interviewer ask the boss Liu a question he cares about, ask for five places, and communicate with him if he can't answer it on the spot.
After the interview on the same day, after on-the-spot observation and collection of the score table statistics. In fact, in the later interview, Boss Liu didn't even get a statistical score, so this step was saved by Boss Liu. After the first interview, I discussed it with Boss Liu and decided to hire five people for the interview. After several months' probation, the five hired people all performed well. Both the sales ability and customer management, as well as the senior managers recruited from them, have reassured Liu Boss a lot, and also reassured Liu Boss of the realization of this year's sales target.
Because the design of the whole interview link is interlocking, climax after climax and tension, the interviewer has a unique understanding of the enterprise and himself, which naturally greatly improves the effect of the whole recruitment.
The simple operation process and plan of the whole recruitment are as follows:
1, introducing the development prospect of the industry;
2. Introduce the company's development history, corporate culture, company vision and organizational structure;
3. Job introduction;
4. The applicant should introduce himself and rate the other party within three minutes;
5. Case discussion without leading group: the case focuses on the practical problems of the enterprise;
7. The case group spoke;
8, scoring comments between groups;
9. On-site sales demonstration;
10, the opinion of the business owner or relevant senior management;
1 1, live question and answer.
When this operation is completed, you will almost know who is suitable and who is not. Who is suitable for what position? If you don't believe me, try it and make sure it works.