Rebirth 2004: I can make money by writing

March 12, morning.

The mist and rain were like silk, and the whole city seemed to be gently covered by a layer of gauze, like a dream.

In the general manager’s office of Yuecheng Renjian Fireworks Catering Company, located on the east side of the 10th floor of Tiansheng Building, Hao Qiang sat leisurely on a rattan chair next to the large French window, his eyes passing through the rain curtain, staring at the busy city scene outside the window, and the citizens riding in the wind and rain.

After several days of careful decoration, the office space has been completely renewed, and office staff have moved in one after another and started their work.

His general manager’s office covers an area of ​​30 to 40 square meters. The boss’s desk is spacious and grand, the tea table exudes a faint wood fragrance, the leather sofa is soft and comfortable, and the bookshelf is filled with all kinds of books and decorations.

Recalling the past, Hao Qiang once stood on the bustling city streets, looking up at these towering Grade A office buildings, his heart was full of envy and yearning.

He longed to be among them one day, to become a white-collar worker, to work in a bright office, from nine to five, and to receive a generous salary.

Such a vision is the common wish of many workers.

Of course, reality is often not so idealistic. Even for white-collar workers, most people work from 8 am to 9 pm.

However, even so, it is better than being in a noisy and polluted factory environment, working endlessly, without weekends, and just for that meager salary like an animal.

They suffer a lot, but they are unable to make ends meet. They are worried about their salary and live in fear of salary increase every day.

After working for a few years, Hao Qiang realized that as long as you are willing to endure hardships, you will have endless hardships.

Life is too tiring, and sometimes you find that it is better to be a licking dog, at least you can lie flat.

“If you can do it, do it. If you can’t do it, get out!” He was scolded by the workshop supervisor.

The workers who are constantly changing have seen a lot of grassroots management, and they are also very indifferent and ruthless.

Hao Qiang sipped his wolfberry tea, looking through the misty window, his thoughts drifting back to his past life, he couldn’t help but sigh:

“The world is not a pure land, everyone has their own suffering;

We are all sad travelers in the world, don’t laugh at who is pitiful.”

A self-deprecating smile flashed by, and he took a few sips of tea again.

At this time, the HR specialist knocked on the door and came in, handing him and reporting the candidate resume pushed by the headhunting company.

In the past, Renjian Fireworks Catering Company had difficulty recruiting outstanding talents because of its little reputation.

But now, with the gradual improvement of the company’s reputation and the rapid development of its business, Hao Qiang’s personal influence is also expanding.

After hearing the introduction of the headhunting company, many talents expressed their interest in this potential team.

Of course, the most important thing is good salary and benefits, and good future development prospects.

Otherwise, even the company of the richest man will not work.

Hao Qiang recruited management talents through the headhunting company, and the target positions included regional managers, financial directors, human resources directors and marketing directors.

Given the company’s current moderate size, manager and supervisor positions are temporarily set up.

When the company expands, it is planned to add director or vice president positions.

The position of regional manager will assume the company’s core responsibilities such as strategic planning, decision-making, human resources management, financial management and operational management.

Hao Qiang’s recruitment strategy is to first find these four key managers through a headhunting company, and then let them each be responsible for the specific work in their respective fields.

In this way, he can get rid of the constraints of daily trivialities and focus on developing the second business.

When working with the headhunting company, Hao Qiang clearly asked to recommend three candidates for each position to ensure that there is enough room for selection.

Some headhunting companies may recommend candidates with average qualifications in order to facilitate cooperation. Hao Qiang has a little understanding of this industry, so when he signed an agreement with the headhunting company, he clearly stipulated that if the recommended candidates are not accurate, he will choose to cooperate with other headhunting companies and terminate the cooperation relationship with the current headhunting company.

“Boss, the headhunting company recommended a candidate named Wang Xiaofeng to us. The target position is regional manager. After communication, he said he is quite good. Please ask for our opinion.” Zhang Yi, a 26-year-old HR specialist, said respectfully.

Hao Qiang took the four-page resume and read it carefully.

Wang Xiaofeng, 35 years old, majored in business administration at Jiangnan University. He has accumulated more than 6 years of food industry and management experience and has worked in three companies.

According to the experience of headhunting companies, they usually do not recommend candidates who change jobs frequently because such candidates may lack stability and loyalty. Generally speaking, if each work experience of a person lasts for more than two years, it is not considered frequent job changes.

However, some job seekers who often participate in interviews may conceal the actual working hours, or even make one of the work periodsThe time is deliberately prolonged.

Headhunting companies generally do not conduct in-depth background checks on middle-level managers. Even if they do ask questions, they only simply investigate the candidate’s performance during his time in the company and whether he has been fired, without digging into too many details.

Even if it is later known that the candidate has cheated, if the employer is satisfied with the candidate, the headhunter has to conceal the candidate’s actual situation.

At this time, Hao Qiang did not understand the unspoken rules in these industries. After carefully checking Wang Xiaofeng’s resume, he thought for a while and said, “Okay, I’ll call him first to communicate.”

He called Wang Xiaofeng directly. After the phone beeped a few times, the other party answered the phone very politely: “Hello, who is this?”

Wang Xiaofeng is currently actively looking for a job. When receiving an unfamiliar call, the other party is likely to be a headhunter or human resources department. You must pay attention to the response, and you can’t say: “Hello, who are you?”

If you answer impolitely, it may leave a bad first impression on the recruiter.

“Hello, Manager Wang, I am Hao Qiang, General Manager of Renjian Fireworks.

This is the resume recommended by the headhunting company. I am interested in your work experience and professional skills. I would like to communicate with you further and learn about your specific situation. Would it be convenient to answer the phone?” Hao Qiang respects every candidate. He understands that in the process of talent recruitment, both parties should maintain an equal attitude.

An unfriendly first impression may make candidates lose interest in joining the company.

Wang Xiaofeng was surprised that it was the general manager of the company who called, and replied respectfully:

“Hello, Mr. Hao, you are too polite. Please wait a minute. I will find a quieter place to answer the phone.”

After a while, the two sides began to communicate formally.

Hao Qiang communicated with Wang Xiaofeng in many aspects and asked many questions.

Similarly, Wang Xiaofeng also asked about the job responsibilities and requirements of Renjian Fireworks.

In the end, he couldn’t help wanting to know the real salary situation.

He is also an experienced job seeker. If he asks about salary at the beginning, it will definitely leave the employer with an impression of being unprofessional or too eager for quick success.

Of course, the employer will also ask: “What are your salary requirements?”

For this pitfall, you can’t answer directly.

If you answer directly with specific numbers, it will probably be a failure.

It’s best to answer modestly: “I want to have a deeper understanding of the company’s expectations and requirements for this position so that I can more accurately evaluate whether I am suitable for this position and how much value I can create for the company.

I believe that discussing salary is meaningful only when my abilities and contributions match the company’s needs.

If both sides don’t match, there is no point in raising the salary. I can’t create that much value, and it’s not appropriate to stay.

Of course, if it meets the requirements, just follow the salary system formulated by the company’s position.”

This answer is very slick, reflecting high emotional intelligence, and there is no actual data at all, but employers like it.

Because the interview is for a management position, not an ordinary position.

If the interviewee has low emotional intelligence, how can he do a good job of coordinating various parts?

Generally speaking, employers are very happy with this answer, and then they will continue to communicate and really talk about work.

As long as the interviewee performs well, there is no need for the interviewee to mention the salary. The employer will take the initiative to propose a salary plan to express their sincerity and recognition.

Of course, if the employer insists on asking this salary question, don’t continue to perfunctory. Just answer the salary of the previous position and how much higher you expect the salary to be.

With historical salary, the employer will not think it is outrageous to ask for a higher salary.