李祖濱

人纔領先戰略理論創立者，南京德銳管理咨詢公司（簡稱德銳咨詢）董事長，美國亞利桑那州立大學凱瑞商學院工商管理博士（DBA），上海交通大學高級金融學院全球商業領袖學者，中歐國際工商學院EMBA，南京大學MBA，偉事達私董會總裁教練，《人力資源》雜志專家委員會領銜專家，南京大學兼職研究生導師，連續14年為南京大學MBA講授人纔領先戰略課程，早期在沃爾瑪等企業從事HR管理工作，曾在某家中國民營500強企業擔任執行總裁。從事管理咨詢16年，為100多家上市企業提供薪酬績效、股權激勵、人纔選擇、人纔培養、組織變革、企業文化的管理咨詢服務。

譯著：戴維·尤裡奇的《人力資源轉型》和吉姆·柯林斯的《飛輪效應》

著有：《聚焦於人》《精準選人》《股權金字塔》《345薪酬》《重構績效》《找對首席人纔官》《人纔盤點》《人效冠軍》《人纔畫像》《3倍速培養》

陳媛

德銳咨詢合伙人、項目總監、公開課課程講師。25年人力資源管理經驗，其中12年擔任沃爾瑪區域人力資源經理。主導並參與60多個管理咨詢項目，在組織架構、人纔盤點、精準選人、管理培訓、人纔發展、薪酬績效、零售行業的人效提升等方面有豐富的項目管理經驗。

著有：《人纔畫像》《測評識人》。

目錄
第1章 選人決定利潤········································································1
真正斷裂的是人纔供應鏈·······························································1
招錯人的損失觸目驚心··································································4
先人後事，選人在先···································································10
關鍵發現··················································································13
第2章 誰為選人負責······································································14
企業家是首席面試官···································································16
直線經理是選人的第一負責人·······················································23
HR讓企業具備選人的能力···························································26
關鍵發現··················································································36
第3章 薪酬高固定，加大吸引力·······················································37
吸引人纔的關鍵賣點···································································37
薪酬固浮比決定人纔段位·····························································44
低固定低浮動招不到人纔·····························································45
高固定高浮動招到頂尖人纔··························································51
關鍵發現··················································································53
第4章 擴大喇叭口，增加簡歷量·······················································55
為什麼簡歷太少、無人可選··························································55
招聘人員增加3倍······································································58
像宣傳產品一樣宣傳招聘·····························································60
招聘渠道擴大10倍····································································66
關鍵發現··················································································75
第5章 構建精準人纔畫像································································77
招聘工作，畫像在先···································································77
放寬冰山上···············································································80
堅守冰山下···············································································84
人纔畫像的共創共識法································································90
五大行業人纔畫像卡···································································93
關鍵發現·················································································108
第6章 精準選人六道關··································································109
第一關：行為提問·····································································113
第二關：STAR追問··································································117
第三關：性格測評·····································································124
第四關：直覺驗證·····································································131
第五關：背景調查·····································································133
第六關：試用考察·····································································141
面試官認證··············································································147
關鍵發現·················································································152
第7章 請不合適的人離開·······························································153
造成企業冗員的四大因素····························································153
不合適的人留在企業的危害·························································156
精準找出不合適的人··································································159
刀要快，心要善········································································161
關鍵發現·················································································163
第8章 精準選人成功案例·······························································164
參考文獻··············································································&