Tang Huimeng, Manager Of HR: Recruitment, We Need To Know More About Candidates From Multiple Channels And Perspectives.

< p > CFW reporter: sharing and sharing the industry elite management wisdom, welcome to pay attention to the CFW reception room! Today we are invited to the plough man creative (Guangzhou) Dress Design Co., Ltd. HR manager Tang Huimeng, Tang manager, Hello, welcome! < /p >

< p > Tang Manager: Hello! < /p >

< p > CFW: Tang, manager, we are a href= "http://sjfzxm.com/news/index_s.asp" and "plough man Fang" /a, founded in 1999, renamed the plough creation (Guangzhou) Fashion Design Co., Ltd. from Guangzhou ploughman Fang Garments Co., Ltd., can you tell us about the development and development status of the company?

< p > Tang Manager: all right.

Our company was founded in 1999. In the course of more than 10 years of development, we have made good market feedback. In 2006, we were awarded the "ten biggest dress brands in South China". In 2009, our general manager, Mei Dan, was elected vice chairman of the Guangzhou Fashion Designers Association. In 2010, the company officially renamed the plough man creation (Guangzhou) < a href= "http://sjfzxm.com/news/index_s.asp" > dress > /a > Design Co., Ltd., in order to highlight our core is creativity, in addition to plough workshop, we also have many independent brands such as denim, Blackout, Cozmode and so on. It is a professional, multi brand and collectivize enterprise.

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< p > Lei Fang Fang is our main brand. Now there are nearly four hundred stores and 5 franchisees in the country.

Although there are many styles of women's clothing in the market, all the time, they have insisted on taking the pastoral style and insisting on making a distinctive dress brand.

Our core consumer group is a 28-35 year old woman who launches more than 2000 new clothes every year to meet the consumer's clothing demand and form a good market reputation.

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< p > CFW: the development of enterprises is inseparable from the support of talents. Can you give us a brief introduction of the talent structure and the concept of employment?

< p > Tang Manager: all right.

Our company's talent view can be summed up in eight words: "talent is only used, only virtue is used". That is to say, skill level is the first condition to measure personnel. On the basis of skill conforming, we should consider from the angle of morality and create conditions for employees to develop their abilities.

Based on this principle, many of our employees follow the company step by step, and have also got better development opportunities in the company. They are very positive about brand and corporate culture and have high loyalty.

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< p > organizational structure, we take the general manager as the leadership, take the center as the unit, set up the business management center, the marketing center, the financial information center, the production research and development center, the promotion center 5 centers.

Business management center is mainly administrative personnel, logistics and other management departments, functional departments; marketing centers are mainly sales and sales related departments, such as marketing department; promotion center is mainly responsible for brand promotion and channel promotion, but also will be responsible for a part of brand planning; production R & D center is our core, and also the Creative Department of the whole brand. All our original costumes are from this department, and at the same time, responsible for product quality protection.

Overall, our company is relatively flat structure, from the general manager to the grass-roots staff almost three levels, communication is relatively smooth.

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< p > CFW: we have many independent brands under the banner of Lei Fang Fang. We only need to introduce more than 2000 new products every year. What are our design strengths? < /p >

< p > Tang Manager: our designer team can be divided into two parts, one is internal training, the other two is external recruitment.

Generally speaking, the designers of the interior are dominant, and our current and former design directors, senior a href= "http://sjfzxm.com/news/index_s.asp" designer "/a" are all trained by themselves.

Like this senior designer, he has been working in the company for almost more than 10 years. It is from the grass-roots step by step and through his own efforts to slowly improve his position.

Our design director graduated from Guangzhou Acmdemy of Fine Arts. He has been in the company for seven or eight years and has a very good grasp of our brand style.

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< p > in the aspect of external recruitment, the company supplements the design talents through some channels every year, and also hopes to continuously absorb new design elements and integrate into its own brand style through external force, and continuously strengthen and deepen our design culture.

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< p > at present, we have more than a dozen people in the design team of our brand, including two senior designers, a design director, a design director, and other designers, design assistants and design assistants.

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< p > CFW: what kind of recruitment do you think is more difficult in recruitment? < /p >

< p > Tang Manager: from my own work experience, marketing and design talents are relatively hard to recruit, mainly because these kinds of talents are relatively scarce in the whole industry, so relative market competition will be more intense.

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< p > in fact, shortage of talents is not to say that we lack talents in this field, but we lack talents with certain qualifications.

Taking designers as examples, designers' basic ability, art skills, hand-painted skills and grasp of fashion acumen are all very basic things. The most important thing is his grasp of the style of our brand.

If it is a designer who has just left the school, it is generally not able to meet this requirement; if it has been in other companies for a period of time, it will form a kind of thinking inertia, so it is difficult to integrate into other distinctive design styles.

This is also a headache for us in recruitment. Some designers have not been able to integrate into our culture after three months or even six months.

Because there are not many brands that are similar to our brand in the whole market, and at the same time, from the whole market situation, designers of quality brands are also scarce, so this part of the talents is relatively difficult to recruit.

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< p > second are marketing talents, mainly because the market changes fast and the mobility is relatively large. Professional marketing managers, including terminal sales management personnel, are needed by every enterprise, so the competition is fierce.

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< p > CFW: what are the measures we can take to solve the problem of shortage of talents for this part of the talents who are hard to recruit? < /p >

< p > Tang Manager: first of all, we should open up new channels. In addition to the commonly used network recruitment, we will cooperate with the relevant institutions in some enterprises, such as Guangzhou Acmdemy of Fine Arts, South China Agricultural University and so on. For these schools, there are relatively good counterparts, such as fashion design, marketing and so on.

In addition, we will adopt headhunting, industry introduction, employee recommendation and so on.

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< p > second is internal training. After recruiting the recruited talents in various positions, they will be promoted to some important posts.

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< p > third is to practice internal strength. I think if the company has enough competitive advantage, it is not difficult to attract talents with potential and strength.

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< p > CFW: in your many years of recruitment experience, are there any more impressive recruitment cases? < /p >

< p > Tang Manager: many, let me tell you about a designer's recruitment story.

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< p > last year, when we recruited a designer through the Internet, in fact, he did not perform well in the previous interview. But through other channels, such as fashion design group, industry experience exchange group and so on, we realized that the designer's actual level is pretty good.

But this time it has been two weeks since the interview. According to the usual practice, we will not employ the staff, because he did not perform well at that time, but after knowing the situation, we still asked him to have a deep communication.

In the process, he also said that at that time, because of his personal affairs, he had no intention in feeling and practical exertion, and did not show the actual level.

So we communicated with the R & D team and gave him the second interview opportunity, and later he joined our company.

Facts have proved that his first season's orders, including some of his designs, have achieved very good results, compared with some of the older designers.

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< p > from this recruitment case, we also get a lot of inspiration. Whether from the perspective of enterprise or from the perspective of recruiters, our company is very willing to give talent opportunities, and is willing to give people the space to play.

But in actual recruitment, sometimes because of a large number of recruitment tasks, a large number of structured interviews, and can not fully understand a person's all level, so in the recruitment interview, but also through multi-channel, multi angle to understand talents, especially some core posts, key positions, consider more comprehensive.

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< p > CFW: Yes, you are very reasonable.

For the marketing personnel, including the production front-line staff, the overall turnover rate of the industry is relatively high. What measures do we have to maintain these talents? < /p >

< p > Tang Manager: in terms of retaining people, we mainly operate from three aspects: first, the competitive salary guarantee; two, the internal good working atmosphere, including team atmosphere, management atmosphere, colleague atmosphere, corporate culture atmosphere and so on. Three, it is a good platform and development space for talents, and it can also be said to be an open and pparent promotion channel.

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< p > in the aspect of salary guarantee, we adopt the wage system of minimum wage plus performance deductions for sales personnel, shopping guides, etc.

The performance commission is to help them make better sales performance, and the bottom salary is to avoid their worries.

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< p > in terms of team atmosphere, when we select managers, we first consider whether he is good at uniting colleagues and communicating with people.

We hope that managers can be virtuous, so that the team members will obey him and the team atmosphere will be better.

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< p > from the perspective of development space, salesmen can do the job of shopping guide, store manager, supervision, sales management and market expansion. As long as we work hard, everyone has an opportunity.

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< p > CFW reporter: Yes, team atmosphere is an important factor to retain talents. So how can we build and maintain an equal and effective communication environment to promote good employee relations? < /p >

P > Tang Manager: first of all, we choose leaders to see his quality and ability and moral character; secondly, the company advocates the environment of solving problems, and everything is not right to people. The company leaders are more tolerant from top to bottom. From the company name, we encourage employees to innovate, on this basis, allow employees to make mistakes and give employees the opportunity to correct mistakes, so employees will dare to try. This is also a kind of inclusive culture; third, we promote communication between employees and leaders through corporate culture and various activities, such as our own tourism culture or annual culture, to promote equal communication among different departments, departments and organizations, and help employees to communicate with each other. <

On the basis of mutual understanding between employees, employee relationship will be more harmonious and more conducive to work.

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< p > CFW reporter: as you mentioned just now, corporate culture is the factor that affects employee relationship. What is the corporate culture of our company? < /p >

< p > Tang Manager: the culture of our company is actually "LOVE" culture, which also has two meanings.

Externally, LOVE can be understood as: L stands for company logo, that is, ploughman's initial phonetic alphabet, O stands for creative Originality, V is village Village, E is positive energy Energy, internal L represents learning attitude, Learn represents opportunity platform, value is creation, and efficiency is evaluation.

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< p > from the point of view of connotation, learning attitude is to acquire learning motivation and maintain long-term learning mentality and habits through many channels. The opportunity platform is to provide some ways or opportunities for employees to have opinions, ideas and more effective practices; value creation is to create an atmosphere, clear a concept, and realize the maximization of the social value of enterprises, which is a yardstick for each individual to realize their own value; in the aspect of efficiency evaluation, there must be strict but humane correction mechanism and corresponding incentive mechanism on the premise of encouraging trial and error.

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< p > besides, our plough vision is to create a fashion and Creative Kingdom. Our aim is to weave the future and create unlimited ideas. Our values are people-oriented, sincere and reliable. Our talent view is the only use and virtue reuse.

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< p > CFW: you are the HR manager of our costume. What do you think is the quality of the successful HR? < /p >

< p > Tang Manager: as the HR of clothing industry, professional ability is the most important, which mainly includes two aspects, one is human resource specialty, the other is the profession of garment industry. Two.

The major of human resources can be gained through study, and the profession of industry should have experience through industry and exchange with the same industry.

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Besides, P is also necessary, such as communication, management and coordination.

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< p > CFW: Thank you very much for your sharing today. I wish you and your help to develop better and better! < /p >