When a modern MBA student's time-travel brainstorming encounters top talents from the three countries, a hilarious and heart-wrenching human resources drama begins.
My name is Chen Zhiqiu, the most unreliable student at Jialingjiang Business College. In an entrepreneurial management class, the professor asked me to analyze the essence of talent recruitment through "three visits to the thatched cottage" - I had an idea: This is not the story of a loyal minister and a good king, it is clearly a carefully planned psychological game!
Why did Zhuge Liang, a twenty-seven-year-old young farmer, let the forty-six-year-old Liu Bei come to visit him again and again?
——Create personal IP with the nickname "Wolong",
——Let KOL friends take turns to recommend to create a sense of scarcity,
——Design a "three-level test" reverse interview with the boss.
Every move outshines modern professionals.
And what about Liu Bei? I came to the door in the rain, waited for three hours in the snow, and didn't look back even after being called "crazy" by the police. What he was betting on was not whether Zhuge Liang was talented, but whether he was sincere.
This is not a serious historical novel, but a "Talent Recruitment Talk Show" spanning 1,800 years. Ancient stories are paired with hilarious MBA barrages, allowing you to understand the underlying logic of job hunting, recruitment, and management in a hahaha haha.
Whether you are a graduate looking for a job, an anxious entrepreneur, or a professional looking to increase your salary, this book will make you suddenly realize——
It turns out that there is only one "three visits" between you and the top offer.
[Reading Tips]
It is recommended to read before meals and after going to the toilet for better laughter. If you are reading on your commute, please be careful not to sit past your station.
Tags #crossborderbrain #workplace #hilarious # #management #two-way rush
Intention: ## Intention: Reconstruct "Three Visits to the Thatched Cottage" from the perspective of modern human resources management, revealing that the essence of talent recruitment is a two-way game - real talents use their strength and brand to win the right to choose, while outstanding leaders use sincerity and patience to win people's hearts. When job seekers learn to build themselves into "crouching dragons" and when recruiters are willing to "look out" for top talents, both parties can change the world through mutual achievement.