Chapter 25 24. The person who wants to be a manager 6 - the angry headhunter

The consultant at the headhunting company who is in contact with Lala is called AMANDA, a beautiful and capable woman.But on the fifth day, she pushed Lala to three candidates. After Lala's interview, she refused to accept all three.As soon as she communicated with AMANDA, AMANDA immediately said: "Why?" There was displeasure in her words. Lala heard AMANDA's unhappiness with questioning meaning clearly, but she pretended not to hear it, and explained politely: "Look at the first one, she took maternity leave for five months in one go. , Let me tell you the truth, looking around, none of our DB sales managers will take five months of maternity leave with confidence. They all come back to work after four months. After four months of rest, she was worried that the salesman had to come back to work. I asked this applicant that the baby was delivered normally, and both the adults and the baby were in normal condition. I think that at least shows that she is not worried. How has the situation in the area I am in charge of for such a long time? If I am recruiting for a position with a leisurely job and low income, she will be fine; but what we need for this position now is a very dedicated, full-hearted working people."

AMANDA defended: "After all, she has excellent sales performance in the past, and since she has given birth to a child, she will not have to take maternity leave in the future. This is very safe and even an advantage." Lala said: "You're right, she won't ask for maternity leave anymore, but after she took maternity leave, we can see that for more than half a year after that, she hardly did any serious work. Her job responsibilities are She couldn’t explain anything clearly. Her explanation was that she did not agree with the sales strategy of the boss at the time, and the superior and subordinates could not cooperate, so she was in a half-rest state. We also have a lot of experience in this state, which usually happens For some employees who have problems, and often the problem is not the ability, but the work attitude. It is just because she is breastfeeding and is protected by the national law. You get paid for working for nothing, and the company will not renew the contract with this employee when the child is one year old and the breastfeeding period is over—you can do a background check on this person to see if this is the case. From the resume, it is After the child turned one year old, she left the original company and changed jobs to do marketing. That is to say, she has not done direct sales work for two years. Let’s not care about the reason why she left the original company after breastfeeding. Is there an attitude problem?"

AMANDA felt a little guilty after hearing Lala's analysis, because she knew it well. The facts were just as Lala speculated. At that time, the original company had no choice but to raise her until the end of breastfeeding because of her attitude, and ended the labor contract with her.Headhunter AMANDA is very clear that the logic of HR is that since this person had a problem with her previous employer, it is difficult to guarantee that she will make old mistakes at her current employer in the future. But AMANDA is tenacious by nature, and she is not the one to give up easily. She continued to explain: "We have learned that she did change jobs because of career development considerations and wanted to switch to the market."

Lala smiled and said: "The applicant explained to me that way. However, since she wanted to switch to the market at the beginning, why did she go back now? There is a problem with this career development plan. For a manager, it should be able to I want to understand this. The main reason is that I really can’t recommend a person who hasn’t been in sales for two years to the sales department.” AMANDA had no choice but to start haggling with Lala on the next candidate: "What about Lin Ling? He is really professional. I think he is a typical European and American manager." Lala agreed and said: "Yes, AMANDA, I can feel what you said when I talked with Lin Ling. He is very professional and a professional manager trained by a typical European and American company. The reason why I don't recommend him It is because his performance has not been completed, and the completion rate is only 80%."

AMANDA immediately interrupted Lala and said: "The completion rate of their company is 70% and they can get a bonus." Lala said: "I know, our company is like this, but as I have communicated with you before, we need to find an excellent sales manager. The most basic thing is that his performance must be excellent. This is not negotiable. .” AMANDA suppressed his displeasure and said: "Lala, there is something wrong with the product he is responsible for. This is an objective reason. All the teams in charge of this product line across the country cannot complete the task."

Lala patiently explained: "I know this. I asked about his performance ranking. In the same product group in the southern region, his performance ranks third—since everyone can't complete the task, we won't talk about absolute Value, look at the relative rankings, 'the third in the South' is not satisfactory enough, if he is the third in the country, I will recommend him. In fact, in the process of talking with him, I really feel that he is result-oriented , needs to be strengthened.” AMANDA endured Lala's nitpicking, and desperately put her treasure on the last applicant: "Lala, then Chang Rong should be good. He has two years of experience as a sales manager, leads a team of eight, and has excellent performance. Not bad, and I feel that he is very result-oriented. He only considered jumping ship in order to develop in a top-notch company like DB."

Lala said: "Yes, Chang Rong has a good performance, is very result-oriented, and the team size he leads is also comparable to that of our DB. In his past work experience, the company with the highest grade is SK, which is in the same industry as our company. The status is equal, so I first asked about his performance in SK three years ago, but he couldn't remember the situation at all, and said he was surprised that HR would ask what happened for so long. I explained that I don't Ask for exact numbers, only rough ideas. He still can't tell. His answer is full of words like 'my performance is good, very good', but there are no numbers. How is it a good way? You Is it first, second or third? How many people are in your group? Are you third out of eight, or third out of five? How do I measure how 'good' you are if you don't give me numbers ?His current company is considered a relatively large company. I asked him if he had received recruitment training. He understood what I meant, and immediately replied that he had received the recruitment training of "target selection". They also need to get STAR in the interview (referring to specific cases, there must be clear and measurable concepts such as numbers, time and places, rather than vague text descriptions), which shows that he knows how to answer the questions to meet the requirements, but he did not answer them in a conventional way."

AMANDA insisted: "But his current performance is really good, I gave you the specific figures in the information." Lala analyzed: "He couldn't tell the figures three years ago. There is a possibility that he lacks the ability to calculate figures, and it is also possible that the resume is fraudulent, because I not only asked for figures, but also asked him to name the area he was in charge of at that time. Wait, can't I forget this? But when he answered the question, he seemed stressed and angry, which was weird. So I wondered where he was working at that time three years ago, and that experience It's a little unrealistic."

AMANDA interrupted Lala again and said, "You can do a background check." Lara explained: "The reason why I didn't ask for a background check and overthrew him immediately was because his communication skills were quite problematic. Most people know to be polite in front of HR during interviews, and I asked him about the order of magnitude in his resume. The experience of the highest company is very normal. Taking a step back, even if he thinks my question is strange and has a higher EQ, he will not say to HR, "it's strange that HR will ask what happened for so long." Impolite. I don't care how he talks to me, but he can talk to me like this, which means that he can communicate with other people like this in normal times, and his EQ is not satisfactory to me."

In fact, AMANDA also found that Chang Rong's communication skills were blunt during the interview, but this was the last card in her hand, and she could only stick to it: "Could it be that Chang Rong was under pressure during the interview and behaved abnormally?" Lala doesn’t believe that Chang Rong’s communication skills can’t be judged by AMANDA’s level. The lice on the bald man’s head—the obvious things have to be sophistry, it’s too much PUSH (here refers to AMANDA putting pressure on Lala ), this headhunter is strong enough, who is making money from whom?Still looking like a service provider?Lala was a little unhappy. There were some things that Lala wanted to save AMANDA some face for, but since she was so aggressive, Lala said it out: "AMANDA, let me tell the truth, Chang Rong was in SK back then. The manager is my old colleague. I called him yesterday to ask about it. Chang Rong was no longer in SK three years ago, so he hesitated when he answered the performance and the area he was in charge of. I guess he may be short-lived during this period. He has been in a bad company for a year, and he is unwilling to speak out. You know very well that a big company will never accept concealing or fabricating past work experience. Also, I learned that Because of his blunt communication skills, the relationship between him and his current subordinates is relatively tense. According to my observations during the interview, his EQ must not meet the requirements. Communication skills are very important, and we cannot compromise on this point.”

AMANDA listened to Lala's words, and knew that the three applicants sent in this batch were wiped out. After receiving the task, she worked nervously and busy for a week. Tempered, I had to elongate my voice and said in a gentle manner: "Lala, I'm a little confused. In my opinion, the first two are very professional. You don’t want it, and you don’t want it if you have been out of sales for two years. The third person, who has been doing sales and has good performance, is not satisfied with his communication skills and EQ—to be honest, Lala, what you are looking for is a big Excellent managers in the company, but if they are already excellent managers in a large company, and they are flat jumps, and they have not been promoted, why would they jump? Can you teach me a CONVINCE (persuasion) excellent candidate? or jump to DB?" Lala understands that when AMANDA says that she is "confused" and wants to "ask for advice" to persuade excellent candidates to quit, she is actually pulling Lala into the army: "What qualifications do you have to ask for so much?" Headhunters have different personalities. Such a sharp personality of AMANDA is actually not suitable for service, but her business ability is still good, better than some bullshit guys. Although Lala is upset by her, she still pretends to be nothing. : "DB's position in the industry is unquestionable, and its product line is also very rich. If he wants to enter the best company, then DB is; if he wants to make the best products, then our brand is. These two points, Candidates in the industry are very clear. Another point is that DB’s expansion strategy in China is very clear. In the next two to three years, with the continuous expansion of the sales force, we will have new regional managers in various first-tier cities. The appearance of a job is unmatched by other companies in the industry - for an excellent community manager, in other companies, it may take eight or ten years to wait for a vacancy for a regional manager, and an excellent professional manager, the last A brilliant career cycle is the golden ten years from 30 to 40 years old. After this stage, no matter how good the experience is, the physical strength can't keep up, and the passion is almost gone. Unless it is a position above the director level, who Would you like to be promoted to a 40-year-old community manager? How many eight or ten years can he wait? This point, if you have a brain, once you talk to him, he will understand." The angry headhunter, AMANDA, was holding back her anger and almost burst into anger, but when Lala said this, she thought, yes, those excellent and ambitious community managers really care about this.Finally, she agreed, "Okay, give me another five days and search again."