Gui Gu Zi uses the principle of fishing, bait first then catch, to apply to the hiring and retention of talents. This chapter covers more than just knowing a person, it is about determining whether he is good enough for the complex and big task, such as running a country. After hiring, you need to get their engagement to be fully committed to the task.
Catching the Talents - Analysis of Needs and Strengths:
Firstly, you need to spread the net wide. You need to look for talents far and near. You also need to build the momentum, so that people can know about your needs and come to apply for a job.
Secondly, follow the criteria below:
- Find out the similarity and differences - Is Synergy possible?
- Discern his words, the true and false, and his moral values.
- Check the integrity of his words. Does he say what he means and means what he says? Does he walk the talk?
- Check his abilities and resources. How much does he really have?
- Check his prudence. His plan for security and risks management any good?
- Check his relationships. Who are close to and who are a distance from him?
- Overall Analysis and Evaluation. Is there any other information needed to form a decision?
Accomplish large projects need talents and creating and maintaining momentum in execution.
The Conversation - Praise and Trap
Begin with questions to get information and praise to bring bonding. He must feel secure and appreciated to tell you more.
For those that are not disclosing, can you threats of different degrees or rewards of various kinds, to get the information. The rewards can be wealth or power. Or use the previous chapter method of fixing cracks (he needs, his problems, his aspirations not fulfilled)- finding the cracks and discuss and offer the right way to fix it.
You want to establish whether the talent has the following:
- Measure his Intelligence (IQ), Emotional Intelligence (EQ), Audacity Quotient (AQ).
- His wealth and resources. Not just physical, his network of people and influence.
- Measure his stateliness, character strength, and energy level.
- Measure his observant and agility.
- Follow, harmonize, praise, affirm his sayings to know in greater depth and create the bonding even at this stage.
The Large Task and Situational Analysis:
The analysis of a situation is similar to Sun Zi's Art of War. We have to find out the relative powers of the following factors and players within. The factors are
- The seasonal trends (rising or falling?),
- The terrains characteristics and hence the advantage or obstacles for the players,
- The wealth, and related resources that the people possess in the theatre of operation,
- The friendships and alliances network of the players.
It is best to have your own analysis and then invite the interviewee for his opinions.
This kind of analysis turns out to be key interview questions to ask the candidate. See I'm A Hiring Manager—Here Are Five Questions I ... - Fast Company.
Retaining the Talents:
Daniel Pink in his best seller, "Drive", talks about motivation 2.0 of incentives and punishments and motivation 3.0 of intrinsic motivations, consisting of autonomy, mastery, and meaning. Gui Gu Zi tells us to engage the talents by following his aspirations and likes to gain his commitment. Giving assignments with flexibility and versatility. Getting the talents fully committed(motivation 3.0) rather than forcing him (motivation 2.0) such that no matter what you assign him, he will accomplish it with excellence. It is not the rewards but the opportunities that engage the talented.
Lim Liat (c) 20 Sep 2017