Recruitment and training of cross-border e-commerce talents: How many ping-pong balls can be placed in the office? How should you answer?

August 17, 2017 20:10 (China Time)

Topic: Recruitment and training of human resources for cross-border e-commerce

Host: NEO

Location: WeChat group of "Knowing Everything" Wendao Study Group

Mode: Voice/text live broadcast

「Activity content record」

What I want to share with you today is "Experiences and insights in recruitment and training". Recruitment is very similar to the traffic funnel of our e-commerce operations. After layers of screening, the transaction is finally completed (employment).

This is the funnel diagram of e-commerce traffic:

This is my own recruitment/training funnel diagram;

1. Formulate monthly recruitment needs and determine recruitment channels.

Our company recruits according to monthly plans. For important and urgent positions, they will be used as HR assessment items for the month. For different positions and requirements (with or without work experience), the recruitment platforms/methods used are also different.

1. The first type: For positions that do not require work experience (such as operations assistant/development assistant), recruitment channels: 51job (better than Shenzhen Talent and Zhaopin) and Boss Direct Hire (free) are more effective;

2. The second type: For positions that require work experience (such as operations specialists/development specialists/finance), recruitment channels include: 51job (actively searching for resumes is more effective than posting positions), and poaching people in various communication groups and exchange meetings (such as the Zhiwubuyan group).

3. The third type: logistics warehousing or part-time jobs, 58.com (free) is the best.

4. Fourth: If the company's management process is relatively standardized, campus recruitment can also be conducted. The best results are achieved in November and December. If the company's management process is not standardized enough, campus recruitment is not recommended, as the turnover of fresh graduates during the internship period is too high.

Due to limited time, I will mainly share my experiences and insights on recruiting the first type of talents.

2. Post a job.

Posting a job on a recruitment website is a bit like writing about Li Siting. Focus on choosing the category (industry), title (position), keywords (keywords), short description (company salary/benefits/environment introduction, etc.), and long description (job responsibilities and requirements). Personal experience: post repeatedly and spread Li Siting more.

For example, if you want to recruit an operations assistant, you can post multiple recruitment information, such as foreign trade salesperson, foreign trade sales, product translation, foreign trade customer service, etc. In addition, the recruitment copywriting can be more humane and down-to-earth, after all, those who are looking for jobs now are all born after 1995.

The following is an introduction to our company’s benefits:

3. Interview, taking the operation position as an example.

We have one round of written test and two rounds of interviews. The written test mainly consists of translation questions and civil service examination questions. Yes, the civil service examination questions. You must score more than 70 points on both translation questions and civil service examination questions to enter the HR interview. Only after passing the HR interview will you come to my side for an interview.

Why are there civil servants' exam questions? Because I think that doing well in operations positions mainly depends on data analysis and logic.

Regarding interviews, everyone has different interview skills and standards. I personally will ask the following questions:

• Why come to Shenzhen?

• Self-evaluation: Ask in detail why they evaluate themselves and what examples can be used to illustrate this.

• How many ping pong balls can be placed in an office?

• What are your work plans for the next three years?

• If I say that you performed poorly in the interview today and now give you three minutes, how would you present yourself?

I will use the above questions to check whether the interviewee has ambition, expression ability, logic, goal planning, and ability to withstand pressure.

4. On-the-job training, taking operations positions as an example.

Our company's onboarding training mainly involves supervisors taking new employees on-the-job training and practical training according to the job training plan (normally two months). The training plan is roughly as shown below. There will be learning content every week, as well as the supervisor's rating of each skill mastery:

  ps: The posts of the great masters who know everything are also the focus of learning for new colleagues every week.

5. One-month probation assessment, participants: supervisor, HR, new colleagues.

New colleagues will make a work report (in the form of ppt or word document) on their work performance in the past month. The supervisor will give suggestions and improve the work that needs to be improved in the second month. HR will keep minutes of the meeting.

Personal experience: Monthly assessment is very important for new colleagues. New colleagues should be informed that they are still in the probation period and will not be hired if their work performance is not good, so that they can remain vigilant. This is also a formal communication between the supervisor and the new colleague about their work performance, and for new colleagues with poor performance, directions for improvement are given.

6. Regularization assessment: Participants: me, supervisor, HR, and new colleagues.

In the second month, new colleagues will make a regularization work report (in the form of ppt or word document). We will assess whether they can be regularized based on their learning ability (mastery of training content), work attitude (whether they are proactive), and initiative. Those who cannot be regularized will be dismissed or their probation period will be extended by one month.

Summarize:

1. Recruitment and training are both hard work. In order to improve efficiency, we must recruit smart and motivated people. If they are not suitable, their probation period will be cut short.

2. In order to prevent "interview bullies", pre-employment assessment is very important. Colleagues who fail to meet the company's standards must be informed in a timely manner and asked to improve.

3. Strictly implement the assessment of regularization to avoid more trouble. Dismiss unsuitable new colleagues to avoid dismissal after regularization and more labor disputes.