How does Alibaba recruit and retain people?

How does Alibaba recruit and retain people?

How does Alibaba recruit and retain people? I believe that many enterprises have this problem, and there are always the following questions in team management. I am very kind to employees, why can't I keep talents? Next, I will share with you how Alibaba recruits people and how to keep them.

How does Alibaba recruit and retain people? Alibaba's recruitment process is like this: during the interview, new employees are screened by multiple departments, such as qualified business departments, human resources departments, vice presidents, etc., and they can formally join the job after multiple "thresholds".

This threshold is to carry out the same inspection goal, that is, "meeting people."

Zhu Ling, director of b2b recruitment of Alibaba, pointed out that the recruitment method of Alibaba is: "When recruiting new employees, we should see whether they are honest, whether they can integrate into the company and whether they can accept the company's mission and values. Business ability is not the most important consideration. Alibaba advocates sharing and sharing team spirit, and does not want employees to have the spirit of personal heroism. This is why the turnover rate of Alibaba employees has been lower than the industry average.

Let's take a look at Alibaba's campus recruitment method. Alibaba campus recruitment can be divided into the following four steps:

The first step is online audition.

Like other companies, we collect a lot of resumes online, but the only difference is that Alibaba requires candidates to take a quick test after completing their resumes. After passing the test, they can effectively submit resumes, which is directly in this ring.

The festival will be eliminated.

The second step is campus publicity.

There are special lectures on enterprise recruitment announcements on campus, and resumes are collected on the spot. However, due to the open resume collection, it is impossible to conduct the quick test in the previous step, so the admission rate is much lower than that in the previous step.

The third step is the written test.

You must pass the written test before the interview. If you pass the written test, you will also get a reward. For example, for the top ten successful written tests, the company will give a total of about 654.38+10,000 yuan, and the first place is 20,000 yuan.

The fourth step is the interview.

The interview is the last and most crucial step. Those who pass the interview and written examination shall be interviewed by the company's enterprise manager, human resources department and general manager of sales department. After passing the examinations at all levels, candidates are eligible to enter Alibaba. But don't be too happy. The candidate is a quasi-hound at best. To be promoted to a real hound, a series of rigorous training is still waiting for you. Only after training can your ability add value.

Internal recruitment is also an important recruitment method for Alibaba. Alibaba has many business departments and is an excellent platform for employee development, such as sales, customer service and back-end research and development. As long as employees have worked in their current positions for one year and passed the examination, they are eligible to participate in internal recruitment. There are also many internal recruitment departments. For example, Taobao, Alipay, Alibaba and other subsidiaries are all departments in urgent need of talents.

Alibaba's recruitment methods are different. In addition to the traditional recruitment forms such as job fairs, internet, newspapers and headhunters, Alibaba also has recruitment methods different from other enterprises, such as external recruitment and external recommendation. Candidates can recommend some suitable talents as new candidates. Alibaba will also issue bonuses of up to 4,000 yuan to external candidates.

In the entire Alibaba recruitment channel, 40% of new employees still come from online recruitment.

How does Alibaba recruit and retain people? 2. How to recruit talents

Team management is nothing more than three points: the first is to recruit people; The second is to keep people; The third is to open people.

Before we talk about recruiting people, let's take a look at what determines a talent to join.

Unfortunately, according to our past research, one factor that many entrepreneurs don't want to see is salary. Many people often like to talk about feelings when talking about starting a business, and are unwilling to give each other enough money. But talents also need some rewards that can truly reflect their value. We shouldn't miss some talents because of money.

Secondly, what affects a person's entry is career development. Therefore, if you want to impress an employee, you may want to talk to him from the perspective of future career development, which is more likely to resonate.

For the CEO of a startup company, it is very important to determine the general direction and raise funds, but finding talents is the most important. Many people say that he can't recruit the right person, but here we have to ask you first, have you invested enough time and resources to find someone?

What kind of people are suitable for startups? When judging whether a person is suitable, you will look at these four points:

The first point: look at energy. Starting a business is a very hard thing, and it takes a lot of energy for a person. Of course, the word "positive" should be added before this "energy".

The second point: look at values. In fact, every company has its own values, and we use these values to select candidates with similar ideas. Values also have great advantages. It is like the common language of a team. When you put forward something, everyone can understand it at once, which can save a lot of communication costs.

The third point: see if you are smart. What is cleverness? This has nothing to do with not being able to catch up with Tsinghua of Peking University in the world, but directly relates to whether you can learn something quickly.

The fourth point: look at relevant experience. If a person has enough energy, very correct values and is very smart at the same time, he will learn very quickly even if he has less relevant experience.

Second, how to persuade talents to join

Every startup wants to introduce talents, so how to persuade talents to join?

The first method is to describe the vision. This can be learned from Ma Yun. If you don't even know how big you have to do, you can't expect the other person to join your team.

The second method is patience. When you persuade a talent to join, you should think the other way around. If this person is really talented, you give him a vision, and he will immediately decide to join you. It's not that you are too good, but that this person may not be good enough to be easily persuaded by you.

When we recruit people, we spend a lot of time communicating with them and drawing our vision. For example, if you want to add the other party's WeChat after communication, then I will praise whatever he posts on WeChat for the first time, so that he can feel your attitude bit by bit. The most important skill related to persuasion is empathy, that is, thinking from the other side's position. In addition, the reward can't be bypassed. You should also give cash or options that can reflect the value of the other party.

The third way is to ask for help.

Third, how to retain talents.

When we are recruiting talents, how can we retain them?

According to our workplace report, there are two main reasons for employees to quit: development space and work content. When a person leaves a company, he often feels that there is not much room for development in this company.

On the other hand, job intensity ranks last among the reasons for leaving, which is good news for startups. You provide employees with enough interesting work and growth space, even if the work intensity is higher, they will not leave easily.

In fact, the most important thing to retain people is to create a good culture and values within the enterprise. In fact, corporate culture and values are different. Values are the standard to measure the code of conduct of a company's employees, that is, what the company advocates or opposes and what everyone must abide by.

What is culture? Culture is an atmosphere based on values, which is realized through everyone's efforts in daily work. Any country, region or even a small team will have its own unique culture.

Fourth, how to open people

It is human nature that many managers in China are unwilling to face it. In fact, when we talk about people, there is no fixed standard, when to go, when not to go, and how to invite others to go. In fact, there is no conclusion. This still depends on the actual development of the company.

But Ren Kai has a very important formula, which may help you grasp the scale of Ren Kai. Managing a company is nothing more than managing people. According to these two dimensions, it can be divided into four quadrants on the plane. The best company is in the upper right corner, even people manage things well. Is there such a company? Yes, but very few.

The worst company is one that doesn't manage good people and things. I believe this kind of company will go bankrupt soon. For an early entrepreneurial team, there is often a phenomenon that people are well managed, or feel that they are well managed, but things are not done well. This company is called CountryClub in English, and it is also a country club. Everyone is happy, group building and eating like a family. But such companies often do not perform particularly well.

In the early days of starting a business, it is really difficult to manage people and things at the same time. If you want to live, I suggest you focus on things as much as possible, make people's feelings less important, and emphasize the results as much as possible when there is no way to manage good people and things.

If some startups pay too much attention to people's feelings, ask your employees. I believe everyone will say that they don't want to work overtime on weekends. But your competitors work six days a week, so the pressure is even greater. Therefore, we should pay attention to the results as much as possible in the early stage of starting a business. Of course, it's not that we don't value people, let alone treat employees badly, but we can be stricter in the management of people.