How to choose the right manager

These days are our National Day holiday, we will have more personal time, for example, many people will choose to travel, some will read books, some will watch football games and so on.

Yesterday there happened to be a Premier League game that attracted a lot of attention, the Manchester City derby. I'm not usually a very enthusiastic sports fan, but I only occasionally pay attention to the more popular games. Yesterday's Manchester City derby happened to be such a game.

There is only one reason why this match has attracted so much attention from all over the world, and that is Haaland, a football genius from Norway, who not only contributed two wonderful assists, but also scored a hat-trick. It is worth mentioning that his teammate Foden also scored a hat-trick, so he had to admire the team's power. In addition, De Bruyne, another more restrained cake feeding master, is also a commander. Admired genius.

In my impression, Manchester City's limelight has always been covered by Manchester United. Yesterday, Manchester City won three goals in one breath. All I can think of is that Manchester City's talent is now much better than Manchester United's, which reminds me of the talent system of the company and how to find the best talent for the company. The following is a brief description of the recruitment experience I have summarized over the years. Here I will focus on what you need to know when recruiting executives.

1. Conceptual thinking, overall decision-making. As a manager of a company, candidates must have an overall view. When looking at a problem, you can't just see the surface, or only see one of the points. This will affect the overall judgment. So when we interview managers, this will be a Points to focus on.

2. Self-discipline, able to manage themselves and the team. We can imagine that if a person can't manage himself, how can he manage a team well. For example, if a manager cannot go to work on time or obey company rules, how can subordinate employees be convinced by such a leader. In addition, it is necessary to empower the team, not simply to achieve self-discipline, but also to constantly learn new knowledge, empower the team, and make the team vibrant.

3. Professional skills. In their own professional field, managers must be proficient in order to deal with various professional skills problems encountered in the team, to ensure the professionalism of the team, and to allow customers to receive satisfactory service. Of course, the learning of professional skills is also a necessary requirement.

4. Internal drive. Regarding internal drive, let me give a very simple example. The standard of whether an employee has internal drive depends on the performance of the employee before and after get off work. If an employee cares about the minutes of attendance every day with the company, does not have any work preparation before going to get off work, and does not ask anything about work after work, then it is obvious that this type of employee has poor internal drive, even saying that There is no drive. A truly driven employee or manager will drive himself to complete the task well at any time without too much urging.

5. Values. Suppose we recruit an employee who does not agree with the company's various rules and regulations and company culture, then it is conceivable that he will cause trouble to the company everywhere, doubt everything in the company, and lead to negativity and negligence at work. On the contrary, if we recruit an employee who agrees with the company's values, he will think about the company everywhere and treat the company as his own home. This type of employee will often be very efficient at work.

Usually, our company interview will go through such a process.

1. For the recruitment of a position, about four people will sit and interview together at the same time.

2. The interviewer will ask a question and let them decide the order and the answer.

3. Through the first two steps, you can probably know the conceptual thinking of the interviewee and others.

4. After understanding the general situation, a second round of interviews will be conducted separately to test the above five points.

After such a process, we will select talents suitable for our enterprise. As a production enterprise, especially as we are a manufacturer of silicone baby products, professional talents are especially important to us, we must attach great importance to it, otherwise the enterprise will be very tired and it will be difficult to generate benefits, so we Enterprises always put talent training in the first place. We always firmly believe that the growth of enterprises must be the growth of talents, and the growth of talents will drive the growth of enterprises.

Finally, we hope that our company can continue to have excellent Haaland, Foden and De Bruyne to join in like Manchester City, so that the company can continue to grow and improve.