Saturday, May 25, 2024

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葡萄樹傳媒

應用4C原則,雇用更有效

By Rick Boxx

當老闆應徵新員工的時候,他們常用四個標準(4C)來評估-品格(Character)、呼召(Calling)、能力(Competence)和與散發出來的氛圍(Chemistry)。很多研究指出,當應徵者的履歷和經驗都很類似的時候,老闆通常會以這四個個標準來做最後的選擇。

第一個C是「品格」。先考慮這個人的品格會比考慮這個人的能力來得重要。能力好但品行不佳,結果往往被證明是一個很大的錯誤。品行不好的人很有可能會影響整個公司甚至會摧毀整個公司。工作能力很重要,但最後仍要檢視這個人的背景、談吐以及是否正直,才能做決定。

如哥林多前書15章33節告訴我們:「你們不要自欺;濫交是敗壞善行。」

第二個C是「呼召」。有一個大型的公司為了測試一個的人「呼召」做了一個計劃叫做「辭職就給你錢」。每年,這裡的員工都有機會可以辭職,如果辭職的話就能得到5000美元。因為這個計畫,這個公司發現呼召的重要性,有呼召的人對公司會有使命感。

在約翰福音6章65-66節,耶穌告訴我們一個例子:(耶穌又說):「所以我對你們說過,若不是蒙我父的恩賜,沒有人能到我這裏來。」從此,他門徒中多有退去的,不再和他同行。耶穌很清楚地把自己的使命告訴想跟隨他的人,給他們機會離開。如果你也想要一個最好的員工,請把你的使命清清楚楚地告訴應徵的人,在這個工作上沒有負擔的人,就會離去。

第三個C是工作能力。在了解一個人的品性以及他們對公司的使命是否有熱情之後,再選最有工作能力的人。能力排在評估表的第三位,因為對積極和有熱情的人來說,很多技能是可以學習的。同時又能發現及僱用到最有能力的員工,可以讓你的公司績效更好,並且得到客戶的稱讚。

箴言22:29告訴我們:「你看見辦事殷勤的人嗎?他必站在君王面前, 必不站在下賤人面前。」一個人履歷表上所冩的技能和他過去工作經歷可以視為一個很好的開始點,但是一個更聰明的作法是給來應徵的人一個在工作方案上簡單的測試、這樣可以了解他真正技能的水平和能力。

第四個C是散發出來的氛圍,這是最近才被提出來的標準。我聴到一個關於在雇用人時的例子,假如這個人有非常好的氛圍是非常重要的。我參加一個會議,聽到演講者說了一個自己父親僱人的例子,正當他的父親在在一個非常重要的位置上,有兩個條件都很好的候選人,但他的父親卻無法做出抉擇。

他問了自己的兒子意見,兒子很有洞見地告訴他:「老爸,如果要去旅行的話,你會選誰跟你去?」同樣地,選一個你和你的團隊會樂於跟他一起工作的人是最明智的決定。如同箴言18章24節告訴我們的:「濫交朋友的,自取敗壞; 但有一朋友比弟兄更親密。」

本文版權為正直資源中心(Integrity Resource Center, Inc.)所有。本文獲得授權改編自瑞克.博克思的正直時刻Integrity Moments with Rich Boxx」。這系列的文章是以一個基督徒的觀點評論職場的正直議題。

省思/討論題目
在讀到今天的週一嗎哪之前,如果有人問你應徵員工的條件,你會如何回答? 你是否同意,文章中所提到的4C-品行、呼召、能力和散發出來的氛圍?你覺得這樣的順序是否恰當?分享一下你的看法。 你是否有過這樣的經驗:用了一個能力很好的員工,但是其他3C(品行、呼召和散發出來的氛圍)不及格,而這個人最後也不適合你的公司嗎?如果有,你是如何處理這種狀況的? 4C當中,哪一個選擇員工的條件對你來說,最具挑戰性?你是否也覺得把工作能力和經驗放在第一位,總是選到不適合的員工嗎?分享你的經驗。備註: 如果你手上有聖經,想要知道更多關於這個主題的經文,請參考:傳道書 4章12節;箴言14章15節、19章20節、25章4-5節、26章10節、27章23-27節;腓立比書4章9節

THE 4 “C”S” OF EFFECTIVE HIRING
By Rick Boxx

When employers hire someone, they often reverse the order of what I call the "4 C’s of Hiring": Character, Calling, Competence, and Chemistry. Many search for those people with a good resume and experience for the position to be filled. Once the list of candidates is narrowed, many select the one they like the best.

A better approach would be to hire for character first. Hiring someone with great competence but without Character could prove to be the worst mistake you could make. Poor character can permeate and destroy an entire organization. Competence is important, but a final decision should be based on the level of character revealed after background checks, interviews, and integrity testing.

As 1 Corinthians 15:33 teaches, "Do not be misled: "Bad company corrupts good character."

To emphasize Calling, one large corporation created a “pay-to-quit” program. Annually its "fulfillment center" employees get the opportunity to quit and get paid up to $5,000. The company has discovered the importance of calling, hiring those who are called, or feel passionate, about the organization”s mission.

In John 6:65-66 Jesus provided an example: "(He) went on to say, ‘This is why I told you that no one can come to me unless the Father has enabled them.’ From this time many of his disciples turned back and no longer followed him." Jesus disqualified many followers by clearly communicating His mission and giving them opportunity to leave. If you desire to hire the best, make your mission clear to them and eliminate those who do not have a sense of calling to the work.

After investigating someone’s character and determining whether they feel called and passionate about your mission, then selecting the most competent becomes a primary focus. Competence is third on my list because many skills can be taught if the right people have the desired character and passion. At the same time, finding and hiring the person with the best skills for the job will increase your company’s performance and ultimately, customer appreciation.

Proverbs 22:29 teaches, "Do you see someone skilled in their work? They will serve before kings; they will not serve before officials of low rank." A resume of someone’s skills and work history can serve as a good starting point, but it would be wise to develop tests or brief work projects to determine someone’s true level of skill and competence.

Lastly comes the fourth important hiring quality: Chemistry. At a conference I attended, I heard a story about the importance of hiring people with whom you have a good chemistry. The speaker”s father had narrowed down a hiring decision between two strong candidates for a key position within his organization. But he was having trouble deciding between them.

This owner asked for his son”s opinion. The son”s insight was profound: “Dad, which one of the two will you enjoy being with the most as you journey together?" When selecting someone for a key position, it is wise to look for someone like-minded and with whom your team will likely enjoy working. As Proverbs 18:24 observes, "A man of many companions may come to ruin, but there is a friend who sticks closer than a brother."

Copyright 2016, Integrity Resource Center, Inc. Adapted with permission from "Integrity Moments with Rick Boxx," a commentary on issues of integrity in the workplace from a Christian perspective. To learn more about Integrity Resource Center or to sign up for Rick”s daily Integrity Moments, visit www.integrityresource.org. His new book, Unconventional Business, provides “Five Keys to Growing a Business God”s Way.”

Reflection/Discussion Questions
Before reading this “Monday Manna,” if someone had asked what qualities or characteristics you look for in a prospective employee, what would you have said? Do you agree with the qualities cited – Character, Calling, Competence, and Chemistry? Do you think they are listed in the proper order of consideration? Why or why not? Can you think of a time when you or someone you know hired a person who seemed very competent, but because of deficiencies in one of the other qualities, proved not to be the right person for your company or department? If so, how did you deal with that situation? Which of the four suggested hiring characteristics seems most challenging to you? Do you think putting primary emphasis on Competence – skill and experience – is always a mistake? Explain your answer.NOTE: If you have a Bible and would like to read more about this subject, consider the following passages: Ecclesiastes 4:12; Proverbs 14:15, 19:20, 25:4-5, 26:10, 27:23-27; Philippians 4:9

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