Chapter 4 3. Defend the classics of personal and functional dignity

Speaking of which, when Lala first learned HR, it was neither Liszt nor Li Wenhua who taught Lala the most in terms of recruitment, but Chen Feng, the regional manager of the Southern District of the Commercial Customer Department. Chen Feng and Lala joined DB around the same time.At that time, Du Lala was a small sales assistant in the public customer department, and it was not her turn to talk to Chen Feng, the southern regional manager of the commercial customer department.Even in the two years when Du Lala was promoted to the administrative director of the Guangzhou Office, the two of them just met and nodded, talking about things if they had something to do, and never talking about it for eight lifetimes.Chen Feng drives his silver-gray Passat to and fro every day, and a BOSS tie costs about 600 yuan. When meeting an important meeting, he will wear a well-tailored "Armani", and Du Lala will pay off the debt as soon as possible. The 4,000 yuan monthly mortgage mortgage is humiliating to squeeze the bus, and the year-end bonus and other income are all added. At that time, after deducting personal income tax and mortgage, the cash that Lala could control every month was only 3,000 yuan. How much do I need to save for emergencies? At the end of each year, when Lala takes out the 12,000 yuan in her housing provident fund account, she always feels happy that it is not a small sum of money, and it can be used materially and Mentally, she was relieved for two months, and Chen Feng couldn't remember to check his provident fund account for several years. His provident fund passbook was casually thrown in a corner of the drawer and was almost forgotten by the owner.Lala didn't think about Chen Feng's opinion of her, and Chen Feng didn't have time to pay attention to Du Lala.

It wasn't until Lala started to be responsible for the recruitment in the peripheral area that the two of them became intensive. This intensive, Du Lala's benefits, Chen Feng realized: smart, especially good at dealing with things, especially good logic, He is good at learning and summarizing, and often makes Chen Feng, a master of Fudan University, secretly applaud "I have won my heart". Chen Feng is a smart person, and he has heard more or less that Du Lala's promotion is hand-picked; for regional sales, regional HR is an important role.Chen Feng thought that it would be better to take care of Du Lala when she was in difficulty than to wait until her wings harden and then lean in to make friends.Chen Feng's thinking had his reasons, and Du Lala did defend Chen Feng without leaving a trace in front of the then president He Haode. This defense was voluntary and played a certain role.

Putting aside work needs, from the perspective of purely personal feelings, Lala had already practiced in Shanghai for a year at that time, and if Zhu Qidong, the organizational development manager of HR, were to rate her, Lala's communication skills could only be rated as "not effective". However, if the Guangzhou-style realism and civilian style are used as the benchmark for comparison, Lala's coquettish quotient can be regarded as "fair", and her gestures are already worthy of the word "taste". Feng as a male's private favor. When personal feelings and work needs can be well combined, it can be regarded as a blessing in the workplace, and people will live more happily because of this.

When Lala first started recruiting, her main task was to interview sales representatives with the regional manager.However, she has no idea what aspects of the applicant's abilities need to be examined. Even if she knows the content to be inspected, she can't figure out the way to judge whether these abilities meet the standards by asking what questions. Li Wenhua, the recruitment manager at the time, was full of his own thoughts and didn't bother to arrange "TARGETSELECTION" (target selection) training for Lala. There are such recruitment training courses, and Liszt has told her that 70% of knowledge will eventually come from practice, so she didn't put her mind on requiring training.

Lala has worked as a sales assistant for two years. She often deals with indicators and expenses, but only in EXCEL. As for how salesmen can achieve these indicators in reality, she is not sure that she knows systematically. A person who is not sure about the assessment standards is in charge of the assessment. Lala has no confidence at all, and she is worried that the sales managers will find out her ignorance. Standing behind and watching her worry about doing the questions.After weighing it for a long time, she had no choice but to go to Li Wenhua pretending not to care and ask, "Wenhua, do we have a JD (job description) for the position of sales representative?"

Li Wenhua blinked his eyes and said, "Oh, only managers and above can have a detailed JD. There is no ready-made JD for such an ordinary level as a sales representative." Li Wenhua guessed that Lala probably didn't understand the company's requirements for sales representatives in terms of KEY COMPETENCY (core competence), but he himself was full of troubles and didn't have time to pay attention to her situation. If Du Lala is thick-skinned enough to say that she doesn't understand the assessment indicators, then Li Wenhua has something ready to say: "Lala, you are fine, haven't you been a sales assistant for two years? Just follow your expectations for this position." Understand and recruit sales representatives, it will definitely work." This is an easy Tai Chi move, just a few words of paste can make the rookie Du La go back and make her unable to find the north.

What questions can be asked and what questions cannot be asked, Lala still has judgment. If you are going to recruit, how dare you say that you don’t understand the most basic job requirements of the company.She had no choice but to study the company’s previous recruitment notices on 51JOB and “Zhilian”—which listed the basic responsibilities of the position, as well as the most basic level of job competency requirements—in this way, she initially achieved self-literacy. Bite the bullet and go into battle. Once, both Lala and Chen Feng had their eyes on an applicant, but Shi Nansheng, Chen Feng's subordinate and the manager of the employing community, was pushy and obviously not willing to accept it.

Lala negotiated with Shi Nansheng: "Hey, Nansheng, isn't the one I recruited for you pretty good? He's hardworking, smart, and has enough sales experience. Why don't you take it?" Shi Nansheng explained: "She is a bit old." Lala didn't think so: "He's under 35 years old, so what's the big deal! I checked, and the sales representatives in the age group of 30 to 35 years old are the group with the best average performance. I have the data to back it up." Shi Nansheng spread his hands and said, "My customers have that characteristic, they like pretty girls. So I want to recruit a pretty girl. As long as the client likes it, I can communicate with you about everything."

Lala didn't take it seriously: "What kind of customers do you have? You still have to ask our salesperson to be a pretty girl! We are a multinational company, you want your sales to be tricked by someone else! How nice is this 35-year-old? I have a child, so I won't apply for maternity leave with you. If I really recruit you a little girl, she might be pregnant in two days, and you still take the risk." Seeing that he couldn't communicate with the HR staff, Shi Nansheng took a step closer to Lala, and said coquettishly: "Oh, sister, you said yes, I dare not say no! But you also know that my team is full of big Young man, recruit a beautiful girl, match men and women, work is not tiring."

Lala rolled her eyes and said, "I told you earlier, I've already found you a good man, and you're playing so many tricks." Shi Nansheng, a girl from Tianjin, carried forward the usual style of coaxing the dead to pay for their lives: "Blame me, blame me, you will do me a favor later, and give me a chance to treat you to a simple meal, and call Heilun and the others to join me." Lala found Chen Feng afterwards, told about Shi Nansheng's desire to attract a beautiful girl, and then asked Chen Feng: "Is what she said true?" Chen Feng smiled: "Oh, this has something to do with the products she is in charge of. Some customers have that characteristic. It is right to recruit two female salesmen with better appearance. It doesn't mean how beautiful they are, just those who are pleasing to the eye. Just beautiful Not enough, you must be good at building a good relationship with customers, preferably with a good drinker."

Lala said worriedly: "But the Ai Ai that Nansheng wants to recruit is beautiful, but she has a very selfish personality. Look at what she said to us during the interview, 'The salary can't meet the figure I asked for. I won’t come!”——It’s normal to ask for salary, but how can ordinary people speak so impolitely when asking for salary, as if we begged her to come.With her temper, can she have a good relationship with customers? " Chen Feng understands that Lala's evaluation of Ai Ai has some truth. In fact, he once communicated with Shi Nansheng alone about the same concern after the interview, but Shi Nansheng also has Shi Nansheng's consideration: Ai Ai is the salesman of DB's competitor. Her firepower is so fierce that even the two sales representatives of DB in the same area as her can't compete with her, so Shi Nansheng's eyes are red-eyed, and this time he is determined to poach the talent directly. Chen Feng introduced the situation to Lala, and then explained: "Lala, Nansheng has done a background check, and customers have good comments on Ai Ai. Some people just have a bad temper when they get along with colleagues in the company. One point, there is no problem getting along with customers. Ai Ai has a good drinking capacity and a good sense of responsibility. He is a killer salesman. Such a person can also be considered. Now that the industry is expanding rapidly, it is not easy to find a good sales representative .” Lala stopped talking, and secretly recorded the matter, which is a requirement not seen in the recruitment notice.This incident inspired Lala, thinking that Li Wenhua said that special attention should be paid to the matching between superiors and subordinates in recruitment. She had an idea and immediately sent an email to all the community managers, agreeing that before each recruitment, they should first Please communicate any special requirements for this recruitment. As soon as the email was sent, Wang Haitao, the manager of another community under Chen Feng, passed by. Lala hurriedly grabbed him and asked, "Haitao, aren't you just about to recruit a sales representative? Why don't you tell me what's special about you?" Ask, what kind of people do you like to recruit?" Wang Haitao touched his huge head and said: "Lala, look at the varieties I am responsible for. The advantages of the products themselves are not obvious, and they are relatively replaceable. Therefore, there are so many competitors. If the sales representative runs away If we don’t work hard, our products can easily be kicked out by others—so other requirements need to be discussed, and hard work is a necessary condition.” Lala asked: "What kind of people do you need for the products of Tian Ye's group?" Wang Haitao said cautiously: "In her group, I think it's best to have highly professional people to do sales, otherwise you won't be able to talk to customers. This is my personal opinion, for reference only. Or you should ask Field himself." It took two weeks for Lala to obtain sufficient information through frequent communication with community managers, such as: ——According to the different characteristics of the products in charge, there are different requirements for sales representatives.Some products have complex usage principles and require strong professional knowledge of sales representatives to exert influence on customers; while some products have little difference in use effect and price compared with competitors' products. Obvious advantages and strong substitutability require sales representatives to be particularly diligent and good at building relationships with customers. ——According to the different characteristics of the area in charge, the requirements for sales representatives are also different.Key areas are the battlegrounds for merchants. The external competition is fierce and the company’s growth requirements are extremely high. The district manager puts great emphasis on the comprehensive ability of sales representatives, the ability to accurately judge target customers, and the ability to establish long-term and stable relationships with key customers. As well as the ability to demand business, I dare not relax the requirements; if the responsible area is small, the output potential is low, and the customer's requirements are simple, the requirements for sales representatives can be relatively relaxed. ——For example, if the completion of some regional indicators is obviously behind, the district manager will emphasize that newly recruited sales representatives should have the awareness and ability to quickly increase sales. ——For another example, due to the problem of commercial repayment in some areas, the supply cannot be guaranteed. As a result, sales representatives may not get bonuses within the year, so they cannot recruit experienced and experienced sales staff, and they cannot be retained, so they would rather have no A newcomer with a lot of sales experience but good potential. Communications like this seemed very reasonable and decent, and Lala really collected all kinds of requirements and summed up some common things from them. Chen Feng sees Lala's efforts. Lala collects feedback from community managers to collect the requirements for the sales representative's qualifications. He thinks it is very clever and effective. It not only saves Du Lala herself and HR The dignity of the function, and got the information she wanted again. Chen Feng believes that this classic case of defending personal and functional dignity fully reflects Du Lala's ability to use resources. In order to help Lala, Chen Feng approached Wang Haitao and told him to systematically sort out the requirements for the core competencies of sales representatives according to product lines and regions. It was only sent to Lala, and now the information in Lala's hands is much more complete. From then on, when the two of them were interviewing together, Chen Feng deliberately made his question lines clear and continuous, and tried to avoid jumping, so that Lala could easily observe his thinking in the interview. When Lala asks questions, Chen Feng also pays attention to observing her thinking. If he finds her flaws, in order to take care of Lala's face, he usually doesn't tell her directly, but in the next interview, he deliberately targets her flaws. Weaknesses, highlighted repeatedly.Clever as Lala, she can usually sense that Chen Feng is repeating the content and method of inspections. She has lived up to Chen Feng's thoughtfulness and kindness. After several months of actual combat, she has improved rapidly. Another embarrassment that Lala faced at that time was not knowing the salary market for the position she was recruiting for.Wang Hong, the salary manager, is very strict in this regard. He and the regional managers have greeted each other. Lala is only responsible for checking people. It wasn't Du Lala who came to discuss the price that should be paid, and then the regional manager would come forward to negotiate the salary with the applicants after the agreement was made—that is to say, she had nothing to do with Du Lala in the salary setting process. It is difficult for a person without power to have prestige.If you say nothing, who cares about you?Lara understands this truth.During the recruitment process, salary setting is very important to both the applicant and the employing supervisor. Being excluded from this key link, and having to let the regional sales manager know that she is in a mess of being excluded, Lala feels a little uncomfortable . Lara decides to go to Liszt to try the possibility of getting back.Wang Hong expected that the "stubborn donkey" would come to find points for him, so he set a trap for her in the middle of the road. He first greeted Liszt and said, "Boss, salary is very sensitive. The sales department has an opinion. Lala has just started recruiting, and it takes a learning process to understand the salary, so I suggest that our C&B (compensation and benefits department) should set the salary at the beginning, which is safer." What Wang Hong said was well-founded, and he raised the level of "safety". When Lala found her, she found that Liszt had no intention of opposing Wang Hong at all. In order to appease Lala, Liszt made a small mediation action. He stipulated: When making an offer (employment notice, which lists salary and other information), Wang Hong should first fax the offer to Du Lala, and then Du Lala Pull forward to the District Manager.So in this round, Du Lala was basically considered a LOST (lost), but she just maintained the dignity of a loser in form. Chen Feng, who guessed a little bit of the inside story, often played down the link of salary fixing as much as possible in a considerate manner, and, regarding this secret, he never mentioned a word in front of his community managers from beginning to end. Later, when Du Lala thought of all this, she sighed and felt very grateful for Chen Feng's benefits to her. At that time, Lala could not see the market research data on salary and benefits at all, and she no longer had any hope for Wang Hong's sharing. After much deliberation, she still had to rely on herself. In every interview, regardless of whether the applicant is suitable or not, she will carefully ask about the current salary and benefits of the applicant, especially when encountering an applicant from a large company, and then she will carefully analyze and classify the data to figure out what the applicant's salary and benefits are. How does the HR set salaries for these people. Gradually, from the sales assistant to the sales representative to the sales area manager, all the levels that Lala will be involved in the recruitment work, the salary and benefits data of DB's main competitors are collected by her in close proximity, and then to Later, she was familiar with what kind of qualifications a sales representative was worth in the market.After each interview, Lala discussed with Chen Feng how much she thought the applicant should be paid, and the two basically reached an agreement. Lala felt that she was very sure, and began to talk about her views on salary in front of Liszt from time to time. The days went by without saying anything, and after Lala was in charge of regional HR for a year, Liszt finally re-established the rules, and Lala was justifiably responsible for setting salaries for newcomers.Although the friendship between Du Lala and Chen Feng has not yet been tested, it can be said that it is growing day by day. Later, after formal training in concepts, Lala realized that this kind of "friendship", whose scientific name is "trust", is a very important thing.For example, trust can improve work efficiency. If two people have a good relationship and "trust" each other, even if they have different opinions, they can discuss whose opinion is more correct, because you first assume that the other party will not harm you.