It can be said that you took chances to recruit excellent talents in your enterprise. You also took chances to recruit unsuitable personnel with destructive power in your unit. There is no technical content and lack of scientific and effective recruitment standards. About 12 people, one can satisfy you, three can produce destructive effects, two need to be cultivated and observed, and five are chicken ribs, which are tasteless and regrettable to abandon. The whole recruitment is in a state of personal feeling, but it is often unreliable without technical support.

在当今社会，大部分会找工作的人往往工作表现不尽人意，他们只具备了取悦考官，展现自己形象获得好感的能力。他们是找工作的高手，而非真正的实际工作高手。而大部分真正的工作高手，寻找工作遇到了巨大的障碍，他们难以表现出你所需要的外向、热情、自信、团队精神等要素，但他们的内在是具备这些的。这就是双方信息的不对称。

In today's society, most people who will find a job often do not perform well. They only have the ability to please the examiner, show their image and get a good impression. They are experts in job hunting, not real experts in practical work. Most real work experts encounter great obstacles in finding a job. They are difficult to show the elements such as extroversion, enthusiasm, self-confidence and team spirit you need, but they have these inside. This is the asymmetry of information between the two sides.

这中间产生了一个奇怪的现象，企业苦苦寻求人才，却找不到真正的人才。人才在寻求良好的平台，却找不到真正适合的平台。根本原因在于双方的信息不对称。一个真正的人才，可能往往不具备你单位所罗列的若干胜任资格条件。一个真正的人才，有可能他的相貌气质并不让你看得上，有可能他的表达不具备你所需要的激情和流利。他们更多的特征是内敛、稳重、踏实。这就对我们招聘考官的识别技术提出了更高的要求，这也就是我们经常说的“外行看热闹，内行看门道”！

There is a strange phenomenon. Enterprises are looking for talents, but they can't find real talents. Talents are looking for a good platform, but they can't find a really suitable platform. The fundamental reason lies in the information asymmetry between the two sides. A real talent may not have several qualifications listed by your company. A real talent may not be appreciated by you for his appearance and temperament, and his expression may not have the passion and fluency you need. They are more characterized by being introverted, steady and down-to-earth. This puts forward higher requirements for the identification technology of our recruitment examiners, which is what we often say "laymen watch the excitement, experts watch the doorway"!

你可能会经常看到这样一个尴尬的现象：企业发布广告招聘外贸业务员，你面试了10个人，录用了一个你更看好的人选。他充满激情，气质形象不错，有经验，善于表达。能招到这样的人，你很兴奋，也充满着期待。另外一个人，是你被迫勉强招进来的，因为候选人数量不够。此人从自信心、表达能力、外在气质形象，都难以让你满意。

You may often see such an embarrassing phenomenon: enterprises advertise for foreign trade salesmen. You interviewed 10 people and hired one of your favorite candidates first. He is full of passion, good temperament and image, experienced and good at expression. You are very excited and full of expectation to recruit such a person. Another person, you were forced to recruit because there were not enough candidates. This person is difficult to satisfy you in terms of self-confidence, expression ability, external temperament and image.

但由于岗位严重缺人，你不得不做出勉强录用的决定，你打心里也从来不看好此人，你在等待更的人来替换他。半年之后，实际情况和你想象的完全相反，你所看中的高人，除了表面的激情，缺乏实实在在的执行力和责任心，很快因为业绩不达标，被你劝退。你更不看好并且勉强录用的那个人，他成为了公司业务的一颗新星，让你眼前一亮，他帮你实现了业绩的真正突破。

However, due to the serious shortage of people in the post, you have to make the decision of reluctantly hiring. You never look forward to this person in your heart. You are waiting for a better person to replace him. Half a year later, the actual situation is completely opposite to what you think. In addition to the superficial passion, the expert you like lacks real execution and sense of responsibility. Soon, you persuaded him out because his performance was not up to standard. The person you are least optimistic about and reluctantly hired has become a new star in the company's business, which brightens your eyes. He has helped you achieve a real breakthrough in performance.