The story of entrepreneurs recruiting people better, giving 10-day probation, deliberately criticizing them for revealing themselves

Dr. Luu Hai Minh, founder of Nhat Hai technology company.

"Technology changes very fast and talent is quite rare, so we have to be very lucky to be able to meet better people. When we feel they are real talent, we have to drag them back to the company by all means. price, "he said.
Priority to humble people
Dam Van Long, director of Thanh Huu Food Company, agrees that business owners should recruit people better than them, but he adds a criterion: Humility.
"Maybe they don't really want to be humble, but need to know how to show it. Humility is not only reflected in their not showing off or being better than their colleagues, but also in their willingness to accept. The tasks are much simpler than the current professional capacity, "Long said.

Every business needs highly qualified staff but is willing to take on simple tasks in some situations.

For example, Long said that every business owner appreciates those who apply for the position of technology specialist, marketing or communication staff but are still willing to do simple things like typing documents, assembling tables and chairs. , guest reception.
"Humble people always receive the respect of colleagues, and they are the key factor to build a healthy, sincere corporate culture," Long argued.
Let the candidate test 7-10 days
Ha Tu Nam, co-founder and executive director of Dai Loi Real Estate Investment Company, said that in most commercial and manufacturing businesses, managers need only 7-10 days to evaluate the application. Can members meet the requirements of the job or not.
"Probation for a month or a few months is an unnecessary solution, wasting time for both candidates and companies if the candidate is not suitable for the job," he said.
Nam's point is that when the candidate tries a job, the manager can find out if they have the right qualities.

Ha Tu Nam said that the owner only needs 7-10 to know if the candidate is suitable for the job.

"Of course, they probably won't be able to do a good job in 10 days, but at least the manager can see if the candidate is the person the company can train," Mr. Nam commented.
Deliberately criticizing candidates, pushing them into a difficult situation
Phung Thu Huong, director of Kingchain Media, said pushing candidates into a difficult situation is a way for managers to test their flexible coping capacity, while forcing them to express themselves more clearly. .
"Managers can ask close clients to make it difficult for candidates to try to see how they handle the situation. The most essential factor of a candidate is to keep calm before any situation and ability to give a prize wise method to handle, "explained the businesswoman.

Phung Thu Huong, co-founder of Kingchain Media Media Company. Photo: NVCC

In addition, according to Huong, the manager can also criticize the job resolution of the candidate, criticize their products, ask them how to resolve conflicts with colleagues.
"Seeing how candidates respond and handle difficult situations, managers can understand their thinking and personality somewhat. In a startup environment, the flexible response of personnel is an extremely important factor. , because all employees have to deal with many kinds of jobs, "Ms. Huong argued.
Repeatedly asking "Why?"
Le Anh Xuan, director of 680 Cloud security company, frequently asked the question "Why?" for job seekers. "Why did you choose IT?", "Why are you willing to receive lower wages than expected?" "Why do you leave the old company?" interview.
"Getting straight to the cause is the fastest way to understand the personality and motivation of a candidate in a short time," Xuan said.
Besides, Mr. Xuan said the question "Why?" is an effective way to see how truthful the candidate is.
"My experience shows that if the candidate does not tell the truth, they will be confused when hearing the question, and their body language will not be in sync with the words.