China Hydraulic Solenoid Valve Manufacturer Talent Selection

Yesterday when I arrived at the workshop, a colleague said that engineer Mr. Li
had undergone significant changes, which surprised and comforted me. 2 years
ago, China hydraulic solenoid valve manufacturer AAK wanted to hire a full-time
hydraulic solenoid valve engineer. During the interview, Mr. Li answered the
questions about the knowledge of hydraulic solenoid valves professionally, but
showed a dull performance in other aspects. After hesitating for a day, I still
hired him because his expertise in hydraulic solenoid valves conquered me.

After a three-month probationary period, the chief engineer of AAK, the China
hydraulic solenoid valve manufacturer, did not recommend hiring Mr.Li because
it is difficult to get along and communicate with Mr.Li, but I still signed a
work contract with Mr.Li. My philosophy: When choosing people, you should
choose people with shortcomings, and never choose perfect people. What kind of
person is perfect? Communicating with him seems impeccable, and then we can't
see any shortcomings. At the same time, his strengths are not particularly
obvious. Perhaps most China hydraulic solenoid valve manufacturers, when
looking for experienced people in their daily lives, would choose such a
person. But what I want to say is that after selecting such a talent, basically
he cannot achieve performance that exceeds your expectations.

Generally speaking, a particularly outstanding talent is often particularly
strong in one aspect, while also being particularly weak in another direction.
Our engineer Mr.Li has a particularly strong technical ability in hydraulic
solenoid valves. But his interpersonal skills are really weak and he is not
very talkative. In those projects that need technical teams to assist each
other, there are often some other colleagues offended by him, and he just has a
thick skull in interpersonal relationship management. The chief engineer of
AAK, a China hydraulic solenoid valve manufacturer, has complained to me
multiple times. In the first time, I said, 'Let's treat Mr. Li as a child. We
don't need to argue with children.'. In the last time, I patiently said to the
chief engineer, “do you think the ability to handle interpersonal
relationships is more important for Mr. Li's position, or is his professional
and technical skills more important?” The chief engineer of AAK, the China
hydraulic solenoid valve manufacturer, said that of course, it is the
professional technical ability. I said to the chief engineer of AAK, a Chinese
hydraulic solenoid valve manufacturer, “why don't you use his professional
technical skills as an engineer but want him to be a person who is particularly
skilled in handling interpersonal relationships? As the technical leader of
AAK, a China hydraulic solenoid valve manufacturer, aren't you the one who
makes up for his shortcomings?”

The chief engineer of China hydraulic solenoid valve manufacturer AAK seems to
have awakened, starting to create opportunities for Mr. Li, how can he improve
Mr.Li’s relationship with other members? In the hydraulic solenoid valve
project meeting, let Mr. Li talk about his past experience first, so that
others can better understand his way of thinking. Then, talk the specific views
of the chief engineer about the project, so that everyone can understand
Mr.Li’s logic. Mr.Li’s changes have been significant. I was surprised by his
growth and pleased with the progress of the team. There is no perfect
individual, only a perfect team.

China hydraulic solenoid valve manufacturer AAK, selects talents with
shortcomings.

AAK HYDRAULIC VALVES (597) 2023-06-03

https://www.aakindustry.com/info , -detail/hydraulic-solenoid-valve-manufacturers-
aak597

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