Summary of Key Points
Recently, Li Bojie, a talented young individual from Huawei, criticized the lengthy interview process at DeepSeek and faced allegations of plagiarism without any evidence, sparking widespread discussion online. This incident highlights the significant shortcomings in the soft skills of Chinese technology companies, particularly startups, in areas such as employer brand management, corporate culture implementation, and the professionalism of interviewers. The author emphasizes that merely having cutting-edge technology is not enough to be considered a top-tier company; it is essential to effectively manage people, from interviewer training to the integration of corporate culture, to truly achieve excellence.
Detailed Analysis
1. Corporate Culture Is Not Just Slogan-Speaking
Many company founders claim to value ability over experience, but employees often fail to implement these principles. For example, DeepSeek's interviewers' baseless accusations of plagiarism demonstrate a lack of adherence to the founder's vision. The author cites four key actions taken by companies like Amazon to effectively establish corporate culture:
- Training: Employees should understand the company's values (for instance, that interviewers must respect candidates).
- Incentives: Those who embody the culture should be rewarded (for example, outstanding Amazon interviewers are promoted).
- Consistent Communication: Culture should be repeatedly communicated through internal emails and meetings to ensure it is deeply ingrained.
- Role Modeling: Set examples (such as promoting the spirit of Lei Feng) to show what is expected from employees.
Companies like DeepSeek lack these practices, leading to poor outcomes.
2. Interviewers Need Proper Training
Many business interviewers, especially those in technical roles, are untrained and treat interviews as a chore. They may be late, ignore resumes, or behave inappropriately (for example, some MeeTalk interviewers have shown discrimination or used derogatory terms). HR professionals, however, understand that the interview experience is crucial for the company's reputation. The author recommends that interviewers receive thorough training before conducting interviews, just as one must obtain a license to drive.
3. Standardized Interview Processes
Amazon uses standardized scripts for all interviews to ensure consistency and fairness. This prevents personal biases from affecting outcomes and reduces disputes. DeepSeek’s lack of a structured approach led to irresponsible accusations of plagiarism, which damaged the company’s reputation.
4. Employer Brand Is Crucial
A strong employer brand attracts top talent. Companies that are arrogant or disrespectful during interviews (for example, by asking why they should hire someone over another) miss out on excellent candidates. Top professionals tend to be highly selective, and a poor experience can lead to them avoiding the company. Companies like Google, with its attractive benefits, have built a strong employer brand.
5. Every Employee Is a Brand Ambassador
PR efforts in Chinese companies are often reactive, addressing issues only after they occur. In contrast, foreign companies conduct proactive reviews (for example, Disney scrutinizes every aspect of media coverage). This is because every employee can harm or benefit the company’s image. DeepSeek failed to provide interviewers with clear guidelines, resulting in PR problems.
6. The True Measure of a Company's Management
The quality of a company’s interview process reflects its overall management level. No matter how advanced its technology, if it cannot treat candidates with respect, it will never reach the top. After all, top talent is the core competitive advantage for technology companies.
In summary, the level of interviewer performance at a company is a direct reflection of its management capabilities. Without proper training and culture implementation, even the best technology will not make a company a leader in the industry.