Rebirth of Love: Jiang Ciyou's Counterattack Legend

As the company's business territory expands rapidly like a prairie fire, Jiang Ciyou has become increasingly aware that talent has become the core driving force and solid foundation for the company to move to a higher level. At present, the company is involved in more and more fields, from cutting-edge R&D innovation, to sophisticated internal management, to diversified marketing, each link urgently needs elite talents of different professions and levels to inject fresh energy, so that it can move forward steadily in the ever-changing business world.

In order to build this talent tower that gathers global wisdom, Jiang Ciyou personally took charge and formed a professional and insightful headhunting team. She gave the headhunting team clear and forward-looking instructions: do not limit your vision to the local area, but look to the world and tap into top talents in various fields. Whether it is a scientific research expert with outstanding achievements in the forefront of scientific and technological research and development, a marketing wizard who can accurately grasp the market context and expand the business territory, or a management master who is good at overall coordination and optimization of internal operations, as long as they have unique skills and are in line with the company's development concept, they are all the objects of the company's thirst for talent.

For a while, the headhunting team's invitations floated around the world like snowflakes. They shuttled between campus recruitment fairs of top universities around the world, and talked heart-to-heart with those ambitious and talented fresh graduates, considering everything from academic performance to scientific research project experience, from innovative thinking to teamwork ability, just to screen out the most promising rough gems. At the same time, they frequently appeared in various high-end industry summits and academic seminars, which brought together the mainstays of various fields around the world. With the sincerity given by Jiang Ciyou and the company's grand blueprint, the headhunters had in-depth exchanges with those senior experts who had already achieved success in the workplace, threw out olive branches, explained the company's development vision, innovation platform and generous treatment, and attracted them to join this business journey full of challenges and opportunities.

With a wide global network, resumes of talents are pouring into the company's human resources department like a tide. Faced with a mountain of resumes, Jiang Ciyou knows that screening is only the first step. The real key lies in how to integrate these talents from different cultural backgrounds and with different professional skills into the company and let them take root and grow. So, she personally participated in the interview process and communicated face-to-face with every candidate who was expected to join. During the interview process, she not only paid attention to the depth and breadth of professional skills, but also valued the candidate's innovative thinking, teamwork spirit and tenacity in the face of difficulties. She often throws out some difficult problems encountered in the actual operation of the company, observes the candidate's adaptability and solution ideas, and strives to select comprehensive talents who can both stand on their own and work together with the team.

After rigorous screening, batches of elite talents entered the company with dreams and expectations. But Jiang Ciyou understood that recruitment was only the beginning of the talent strategy, and the subsequent training and development were the top priority, which determined whether these talents could shine in the company for a long time and continue to create value for the company. To this end, she invested heavily and created a comprehensive and multi-level talent training system.

The company has tailored induction training courses for new employees, whether they are fresh graduates or experienced industry veterans. These courses cover the company's history, corporate culture, organizational structure, business scope, and future development strategy, so that new employees can understand the company's overall picture from a macro perspective and understand their position and responsibilities. At the same time, a series of professional skills training modules have been set up, with senior experts from within the company serving as lecturers. Combined with actual cases, they explain the cutting-edge industry knowledge and professional operating skills in an easy-to-understand manner, helping new employees quickly get started and shorten the adaptation period.

After the new employees gradually adapted to the work rhythm, the company further launched the "mentor-apprentice" program. This program aims to match each new employee with an experienced and skilled old employee as a mentor to form a one-to-one support relationship. The mentors not only provide careful guidance at work, share their years of practical experience and tips, help new employees avoid workplace reefs and grow quickly; they also provide care and care in life, so that new employees can feel the warmth of home in an unfamiliar working environment and enhance their sense of belonging. For example, Xiao Li, a new employee in the R&D department, was confused about the project R&D process when he first joined the company. Under the patient guidance of his mentor Lao Zhang, Xiao Li not only quickly mastered the R&D process, but also proposed innovative technical improvement plans inspired by Lao Zhang, making great contributions to the advancement of the project.

In order to meet the growth needs of employees at different stages, the company has also established a rich variety of internal training courses. These courses are like a treasure trove of knowledge, covering multiple fields such as technology research and development, management science, marketing, finance and finance, and employees can freely choose according to their career plans and interests. The courses are eclectic, with special lectures by external experts and scholars, bringing the latest industry trends and cutting-edge theories; there are also practical experience exchange courses shared by internal backbone employees, teaching down-to-earth practical skills; there are also massive electronic courses provided by online learning platforms, which are convenient for employees to recharge and learn anytime, anywhere.

In addition to training courses, the company has also built a broad practice platform for employees. Employees are encouraged to participate in projects across departments, so that R&D personnel can have a deep understanding of market needs, and marketing personnel can be familiar with product development processes, breaking down departmental barriers and cultivating employees' global vision and comprehensive capabilities. At the same time, the company actively selects outstanding employees to participate in domestic and international industry exhibitions and academic exchange activities, allowing them to stand at the forefront of the industry, exchange ideas with the world's top peers, broaden their horizons, and inspire inspiration.

In terms of talent promotion, the company has abandoned the traditional model of seniority and established a fair and just promotion mechanism centered on ability and performance. As long as employees show outstanding talents and achieve outstanding performance at work, they will be given promotion opportunities, whether they are promoted to project leaders, department heads, or join the company's senior management team. This mechanism is like a powerful engine, stimulating employees' work enthusiasm and creativity, allowing every employee to see the bright prospects of realizing their career ideals in the company.

Within the company, Jiang Ciyou spared no effort to create a good atmosphere of respecting and valuing talents. She set an example by often going to the grassroots level to communicate cordially with employees, listen to their voices, suggestions and difficulties, and respond and solve them in a timely manner.

The company has also established various recognition and reward systems to provide generous material rewards, honorary titles and promotion opportunities to employees who perform well at work and make outstanding contributions to the company's development, so that they can become role models for all employees to learn from.

At the same time, the company has created a comfortable and pleasant office environment equipped with complete living facilities, caring for employees from the details so that they can devote themselves to their work.

With such a complete and attractive talent introduction and training system, the company is like a huge magnet, attracting and retaining a large number of outstanding talents. They shine in their respective positions and gather together to form a powerful force to promote the company's vigorous development.

With the continuous growth and optimization of its talent team, the company has made great progress in innovation and research and development, market expansion, internal management and other aspects, striding towards the goal of becoming a global business giant, laying a more solid foundation for Jiang Ciyou's gorgeous counterattack.

Jiang Ciyou also knows that talents are the company's most valuable asset. She will continue to adhere to this talent strategy and lead the company to ride the wind and waves in the future journey and write a more glorious chapter.