Heroes don't ask - Ten famous enterprises
Pepsi: Potential and Quality
Compared with simple qualifications, hundreds of things pay more attention to employees' potential and quality, teamwork and development. Pepsi is in the interview, recruitment workers, special attention pays special attention to 3 high aspects - professional capabilities, management capabilities (potential) and personal quality. They emphasized: an excellent Pepsi employee should have plasticity (potential) that has developed development on both possible basis.
Practical reminder of the graduates: 100 things have established a set of their own goals or selection systems, and entering Pepsi usually takes 3 to 4 interviews. Before the interview, the company is required to set a unified standard according to the capacity of the position. During the interview, use behavioral science methods to examine the ability and potential of the employee. Finally, an agreement is formed.
Galanz: "Talent Reservoir" calls for graduates
If you walk into the Galanz Group, seeing the most conspicuous advertisements in your face is: "People are the first capital of Galanz". Galan's door always opens high quality talents, has always used newcomers to form a "F1 Equation", "Enhances, Mediable under".
Practical reminder for graduates: For the employment of the graduates, they will put them on the grassroots exercise, then screen out of excellent talents and use it. Galanz called this initiator as "talent water storage". In recent years, Galanz has already had a number of college students stand out, serving regional managers, marketing center managers, etc. In September 2003, the Guangdong Galanz Group announced that it will recruit more than a thousand high-quality talents for the society.
Siemens: Knowledge is only 5 minutes
In Siemens, recruiting talents is often a capacity assessment accounted for 40 minutes, and it takes half an hour to invest in experience, and the knowledge is only 5 minutes. Because knowledge is not the most important, the ability is the most important. A person's knowledge, two or three years can change, and experience will change.
Practical reminder of the graduates: for attracting, selection and integration into talents, Siemens have a unique operating model. For example, the new staff will go to work on the first day, and will find that their own office is well, the computer has been placed, and a box will also put a box of justified business cards and a reminder of the first day of work schedule. Siemens also pays special attention to the management of learning and training. It has made a training center in Germany, bought a villa of the princess, specializing in talent training.
Sony: The score is just a reference
In Sony, it will not deliberately emphasize the difference between college students and experienced people, and will not deliberately ask for college students. Sony believes that new employees do not understand and not understand, as long as they are serious. They pay more attention to five standards when choosing employees. The first is a curiosity, whether there is a strong hunting ability for new things, and have a strong desire to create desires. Second, it is persevere, since it is curious, you should try it, you can't waste halfway. The third is flexibility, because one product includes many links, there are multiple functions, so you must have flexibility, with everyone, this is important. The fourth point requires employees to have a good psychological quality, which can accept failure and bear the blow. The fifth point is optimistic, giving up all of the biggest failure for a session, and the employee should accept the lesson and do the next thing.
Practical reminder of the graduates: When examining the candidates for the evaluation, Sony will not pay too much attention to the test results, it is only a reference role. However, they will examine whether the qualities of Sony have demanded in different ways, such as the various internships and activities participating in the school, and the way to send their resumes, the dressing, the instrumentation when talking, and the instrumentation Wait.
Toyota: Increases in "Matter"
Toyota has accumulated its own model for a long time, so pay more attention to basic overall quality, attaches great importance to language communication skills, because the company is engaged in many jobs, such as training, management, etc., with the sales shop, users communicate very important. This is the first time that Toyota is the first. Practical reminder of the graduates: Toyota company recruits graduates, mainly based on job requirements, such as 2003's new graduates, almost half of the more than 90 people are receiving graduates. Since the business contents of each department are not quite the same, they will do some auxiliary work when they have just come, but this does not mean that you are struggling, or just doing a secret work. In this job, you need to have ideas, you need your own ideas. For example, ask you to make a file, just tell you the initial idea, then you think about how to make it a complete job, this is the ability to improve the process. It is also an improved process while doing these aids.
In the interview process, you should pay attention to details, such as sitting in the interview, in Japanese company, you don't want to sit in the Erlang legs, or the cross arm is placed on the chest, give people a very arrogant, need a very modest attitude, rule The moment is sitting there. When others talk, you should pay attention to the talks of others, you should pay attention to listen, not a laughter who doesn't think about it.
L'Oreal: Collection poetry and farmers in one
The ideal L'Oreal talent should summarize the "famous sayings" in Owen, the President of the company - "Collection poets and farmers in one", like poets are as passionate and creative, but also like farmers, and the earth. When L'Oreal is recruiting, it is more inclined to have active, creative, can accept the rules, and do not tend to have some people who don't like to do some specific work.
Practical reminder of the graduates: nearly 3,000 employees in China, 95% localization. L'Oreal employees are very young, and people are even more obvious in China. Many people are extremely responsible for their performance due to excellent performance. Today, nearly 80% of our employees are newcomers for graduates or work experience in two years. This is a recruitment strategy that is obviously inclined to newcomers.
L'Oreal has a variety of ways to select talents: Guangzhao internship students, actively cooperate with universities in all universities, using network recruitment methods, successfully attract high-quality young people to compete each year. In response to the graduates of the current university, mainly through campus recruitment, campus planning competitions, online commercial strategy games, etc., see if the candidates are suitable for companies, suitable for which positions are suitable.
TCL Group: You are the talents we want
The TCL Group's basic requirements for college graduates: 1, excellent performance, excellent behaving, good teamwork; 2, graduation, graduation certificate, degree certificate, reporting certificate three certificates; 3, non-English major undergraduate students National English level 4 and computer secondary exams, English majors pass national professional eight; graduate students pass national English six; 4, good health, no hepatitis, no mental illness, no other infectious diseases.
Practical reminder of the graduates: TCL Group will be recruiting graduates with graduates in more than 20 colleges and universities in the country in April 2003, in April 2003, undergraduate, college students, nearly 1,000, professional involve electronic Class, communication, mechanical, marketing, management, etc.
Canon: Get it, let go
Canon's talent standards first can get up at work. For example, the company gives you a job, you have to complete your job duties in your working time, of course, is better, you can complete the basic requirements or satisfaction, that is talent. Because an organization consists of different positions and different people, there is no general manager is talent, and the general staff is not talent.
Practical reminder of the graduates: in Canon, college and big book, or master, doctoral, this is not important. Because there are different posts in the company, different jobs have different employees to do different things. As long as the professional knowledge reaches a certain degree, it will be hired after the interview condition is appropriate. Moreover, Canon does not limit the professional, there is marketing, IT class, and financial classes, and there are also logistics classes, and some personnel management classes, there are also educational and development classes, there are different work, so there is not much restriction. Amway: Choosing is overhaving
Amway's requirements for talents are very basic, and it is also very strict, five major requirements cooperate with Amway's unique enterprise culture and business development needs.
The practical reminder of the graduates: excellent character: Marketing staff should be letting the words, must be a basic creed, once found a false education, the fake voucher, even if it is already a manager character, make it for the company Over contributions, it also takes place to open the anland.
Good communication skills: Since Amway is operated in a "shop sales and employment sales salesman", marketers must communicate with customers, explain the use of product purposes, and achieve mutual benefit through mutual benefit through the use of customer needs.
Cooperative team spirit: Amway encourages employees to do our best to work hard for the long-term interests of groups, enhance mutual trust.
Excellent professionalism: except for good professional knowledge and communication cooperation, we must understand legal knowledge.
Good service awareness: Amway requires salesperson not only let customers feel kind, but also to pass the concept of health and beauty to customers, providing a full range of services.
Nortel Network: "Soft" "hard" part
During the recruitment process, Nortel pays more attention to the quality of the candidates: on the one hand is a hard indicator, the so-called hard indicator is his professional skills; the second is the soft indicator, the soft indicator is more and more attention to some indicators, For example, dedication and diligence, such as team spirit, such as communication skills, learning ability, such as innovation and solving problems.
Practical reminder of the graduates: When recruiting, the academic qualifications and experiences of job seekers are seen, but different departments, different areas are different. In the hiring position, the following positions are generally facing graduates: the first software development engineer, the second software test engineer, the third software environment development engineer. These three positions are about 150 to 200 people. There are also some wireless network market staff, and it is also facing the graduates.
