< p > < strong > 1, define your "a href=" //m.pmae.cn/news/index_c.asp < > employee < /a > < /strong > /p >

< p > study the best employees, define their temperament different from ordinary employees.

Find out what drives the best employees to be the best.

Discover what talents and skills are key to success in your completely different business environment.

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< p > strong > 2, a href= < //m.pmae.cn/news/index_c.asp > interview > /a > /strong > /p >

< p > expect an extraordinary person to walk into your door, just as you have a job vacancy for him. This is a bit of a myth.

Instead of waiting for your greatest need, interview from time to time, even if you don't have the right job.

Use email and social interaction to keep you in touch with the best candidates.

This way, once you have the right place, you have a special candidate to prepare.

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< p > < strong > 3, ask those questions that can reveal the disposition: < /strong > /p >

< p > you can't judge a special person by asking ordinary interview questions.

Do not ask such questions as "what is your greatest achievement?"

Candidates are required to write two achievements in primary schools, two achievements in secondary schools, two achievements in universities, two achievements after graduation, and at least one business related achievement after graduation.

Then ask what achievements make him proud, which allows you to explore his core motivation.

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< p > < strong > 4. Look for those who have overcome disappointment. < /strong > /p >

< p > extraordinary employees have plasticity, and this character is caused by life experience.

When you interview, look for the time to define those candidates who are disappointed and still try to move forward.

These special employees have such personal experiences, which explain their plasticity, which in turn helps them to shrug their shoulders and not mind when facing frustration as a part of high performance work.

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< p > < strong > 5, do not confuse success with driving force < /strong > /p >

< p > extraordinary employees are self actuated.

But many people succeed only because someone gave impetus at that time.

For example, many top athletes will relax when they see their coaches absent.

Unless you are willing to spend a lot of time pushing forward, find employees who do not need continuous attention and can succeed.

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< p > < strong > 6, employing a href= < //m.pmae.cn/news/index_c.asp > attitude < /a > rather than < /strong > /p >

< p > experience can be misleading, especially in a changing business environment.

As many hiring managers know, some experienced employees are just having the same bad experience over and over again.

Instead of focusing on what employees have done in the past, they need to focus on whether they have the attitude that they can become excellent employees in the future.

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< p > < strong > < span > id= "1396711133792S" style= "display: none" > /span > < /strong > < strong > 7, get the true letter of introduction < < > >

< p > < /p >.

< p > unusual employees are usually alike, but most of the similar employees are especially good at making their boss believe (intentional or unintentional). They have talents that they actually do not possess.

Unless you talk to someone who says you don't hire him or someone who is crazy, don't hire this candidate.

Ideally, you should investigate and find letters of introduction in person, rather than simply calling a candidate on your resume.

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"P" to find extraordinary employees need patience, and also need insight.

This is a test for the boss, and also for the hiring manager.

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