Can pigs really climb trees?

A boss gave four plans, as follows:

Scheme 1: give the pig a beautiful vision and tell him that you are a monkey, which is called drawing cakes for short;

Option 2: Cut down the tree and let the pigs lie on the tree for a group photo, referred to as the cottage;

Option 3: Tell him that if he can't get up, he will have a whole pig feast in the evening, which is called performance for short.

Option 4: Let pigs wear Li Ning, everything is possible; Let the pig take a special step instead of taking the usual path.

This is a bit of a spoof or even irony. Many bosses think this is unprofessional!

So another boss gave another plan, as follows:

1, to help pigs lose weight and make them reach the basic standard;

2, put spikes on the pig's trotters, which is its tool;

3. First find a tree that grows obliquely and let it climb, from easy to difficult step by step;

4. To understand what pigs like to eat is to understand personal goals;

5, put a small amount of food along the trunk, which is the decomposition goal and process incentive;

6. If the pig can't climb up, it is necessary to analyze and improve, which is a perfect evaluation;

7. get up and reward.

Haha, this major! Stop. Stop. Stop.

There are two problems:

1. Can pigs really climb trees?

2. If you want to find an animal to climb a tree, why do you need a pig? Why not a monkey?

How alarming!

Back to the original point, in fact, no matter what we do, pigs can't climb trees! Some of our ideas are in vain!

What do you think of when you see this joke?

Conclusion: No matter how to recruit the wrong person, retraining is futile!

This is a common mistake made by many HR and bosses in the recruitment process: because it is difficult to recruit, many enterprises "have to" lower their requirements, thinking that employees can meet the standards through training!

Why is it wrong?

1. If the job seeker lacks only skills, it's better to say that this is relatively easy to improve through training. But as an enterprise, you will bear the training cost, and because of the initial failure, the enterprise will also bear the opportunity cost, time cost and so on. And the training costs are often scary!

2, personal characteristics, basically can not be solved through training. For example, if you want to recruit someone who is insensitive to numbers and careless, it is completely impossible!

The principle on this issue is: I would rather miss a thousand than recruit one by mistake!

The reason is:

1, which delayed employees' own career development;

2. Team strength is weakened;

3. Unreliable factors in work;

4. Bring unhappiness to both parties;

5. Increase the sunk cost of the enterprise.

Therefore, if a person is difficult to be competent for the post, or can be competent at present, there is no great development potential in the future, which is not good for people and themselves.

Regarding the cost of choosing the wrong person, the calculation model should be like this:

1. Direct expenses: newspaper and Internet advertising, recruitment or headhunting expenses, time for selecting resumes, testing, interview time, induction training and training;

2. Indirect costs: the cost of losing productivity, the cost of dismissing employees to make wrong decisions, the loss of functional credibility, the low morale and productivity of subordinates, and the lawsuits that may be triggered by dismissed employees.

We have calculated before, and the conclusion is: if you recruit the wrong person, the enterprise will pay 15 times the salary! It means: if this person's annual salary is 6.5438+10,000, the price paid by the enterprise is 6.5438+0.5 million!

Back to the joke just now, I want to find an animal to climb a tree. Actually, isn't it ok to recruit a monkey? Why spend so much effort to cultivate a pig? Impossible and uneconomical!