黃經理的助理負責遴選與進行第一輪的面試，最後看中了三個求職者，覺得都可能合適。便請黃經理作第二輪揀選，才作最後決定。

 

　　黃經理知道自己看人總是看到別人好的一面，傾向憑感情、直覺作決定，所以很容易選錯人。過去就發生把人請了回來，結果短則幾個月，長則一年，就辭職不幹。也有一兩個是後來發現不合適，最後需要請對方離開的。

 

　　正在苦惱的時候，銷售部經理Mary正好經過他的辦公室，於是招手請她過來，向她取經。

 

　　「你要請的這個項目統籌，你知道他希望從我們公司得到甚麼嗎？」

 

　　「不是吧？不是看我們希望從他身上得到甚麼嗎？」

 

　　「嗯，那當然也很重要。但是，如果我們不管他的想法，就不可能找到適合的，而同時願意留下來跟我們一起打拼的人。需要雙方面的嘛。你選他，他也選你。況且我們也在跟市場競爭人才。 」

 

　　「那可以怎麽做？」

 

　　「要多瞭解他的期望，可以問他：

　　我很好奇，你為甚麼選我們公司？

　　你為甚麼想成為一個項目統籌？

　　你希望從這份工作中，得到甚麼？

 

　　你在決定在哪家公司去發展自己的事業時，有哪些條件 / 因素對你是重要的？」

 

　　「我們一向會從他的履歷表出發，問他的過去。我們以前請的人，也有相關的經驗與學歷。不過，最後出色的留下來的沒幾個。我在想這會不會是人才錯配的問題。你現在給了我一個新方向去嘗試不同的做法。謝謝你。」

 

　　「哦，剛才只是讓我們更深入地發掘與瞭解那個人的價值觀與願景，是否與我們公司的價值觀與願景匹配。還有第二部分呢。」

 

　　「嚇！還有第二部分？快告訴我！」

 

　　Boris is the manager of a project team.  His assistant screened and interviewed a few candidates.  Now she has short-listed 3 candidates for Boris to do the second interview before making the final decision.

 

　　Boris knows that he always looks on the good side of people.  He decides based on gut feeling and therefore is less objective.  In the past, many of the people he hired would stay for a few months or a year before resigning.  And there were a couple of people were found to be totally unsuitable and that they had to ask them to leave.

 

　　Just when he was scratching his head trying to figure this out, he saw Mary their Sales Manager passing by his office, so he waved at her wanting to pick her brains.

 

　　“Hmm, this Project Coordinator that you want to hire… do you know what he wants from our company?”

 

　　“You can’t be serious!  Shouldn’t we be looking at what he can do for our company?”

 

　　“Oh certainly, that’s very important too.  But if we do not know what he wants, we won’t be able to find the people that suit us and want to stay with us long term.  Hiring is a two-way process.  You choose him, he chooses you.  Remember: we are competing with the market for the best talents.”

 

　　“How can I go about doing this then?”

 

　　“To understand more about his expectations, you can ask him:

 

　　I’m just curious, why did you pick our company?

 

　　Why do you want to become a Project Coordinator?

 

　　What do you hope to get from this job?

 

　　What are the key factors for you to decide which company to build your career?”

 

　　“We usually looked at his resume and then asked questions about what he did.  So the people we hired had the relevant experience and knowledge.  But very few good ones stayed with us.  I am beginning to think that there is a mismatch here.  Now you have given me a new direction.  Thank you.”

 

　　“My pleasure.  Just now was about how we could probe deeper to discover and understand the candidate’s values (meaning what are important to him) and his vision, to help us assess if that match our company’s values and vision.  There is more to it.”

 

　　“There is more!  Quick, tell me all about it!”

 

 

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