Employment Philosophy


Virtue as the first

The first criterion for selecting talents is "moral character". Talents without good professional ethics, outlook on life and values, often lack of dedication, it is difficult to "do their jobs as their first requirement", and in serious cases, personal bad tendencies will spread and affect the whole team, thus bringing greater management difficulties and management risks to the team.

We know that the more capable an employee is, the more harmful he is to the team if his work ethic is poor. In addition, we need to pay attention to the fact that job skills can be cultivated, but once a person's morality is formed, it is very difficult to improve.

Therefore, in the selection of talents, we need to first of all put the candidate's "professional ethics" off.

Pragmatism as the basis

Pragmatism is the second criterion for selecting talents.

Any success is the result of the accumulation of little by little, pragmatic talent "know this well they are often happy to start from the basics, one step at a time, so that talent can become a team of "pillars".

Good team spirit

Good team spirit is the third criterion for selecting talents.

Modern enterprises almost no "individual heroism" to show off the soil. Success can not be separated from the team all the members of the sincere concerted efforts. A lack of team spirit of people, manifested in selfishness, self-interest, it is difficult to cooperate with others, it is difficult to recognize the contribution of others. Such a person will be out of place with the team, unable to integrate into the team, and even if he has a "skill", it is difficult to have the opportunity to show it, and ultimately unable to create the proper performance for the team.

Solid basic knowledge

The fourth criterion for talent selection is "solid basic knowledge".

A solid basic knowledge is a prerequisite for effective training to become a "competent person". If the candidate's basic knowledge is very poor, it will greatly increase the difficulty and risk of talent training (because the basic knowledge is through the people for many years of learning and accumulation of "solidified" in the minds of people, it is difficult to produce the effect of a short period of time through the cultivation of the effect, or even simply can not do). In these basic knowledge of professional knowledge is certainly very important, but I think the most important is the language knowledge and math knowledge. Because a person with a good basic knowledge of language, understanding and expression is usually good, which will be conducive to communication with others (to know the modern society, human communication is quite important); with a good basic knowledge of mathematics, logical thinking ability will be relatively strong, dealing with affairs will generally be more rigorous and meticulous; in addition, good knowledge of language and math to master new knowledge, new skills are also Very favorable.

Identify with corporate culture

Identify with the corporate culture is the fifth criterion for selecting talents.

Identifying with the corporate culture is related to the stability of the talent after being hired. Unstable talent is not only detrimental to the development of teamwork, but also increases the cost of recruiting talent, which brings an unnecessary burden to the enterprise.

Better development potential

The last criterion mentioned here is "good development potential". Good development potential is a prerequisite for rapid growth.

What an organization needs is a person with good growth potential, because the cost of such a person may not be very high, but the value created by the person is constantly growing.