We were trusted by a large-scale clothing brand company to find a director of retail operation who is responsible for the retail operation management of corporate specialty stores, specialty stores and franchise stores. We found candidate A through various channels. The candidate A has rich work experience overseas and the experience in the retail operation of the world-renowned brand. The candidate has the current annual salary of about 60,000 RMB. Through two interviews with the boss of the company, A was very satisfied with the platform, development opportunity and salary, and the boss was also recognized A’s business capabilities; but after the last round of interview, the boss chose not to hire A. The boss told us that A was not suitable and did not inform us the specific reason. He asked us to find another suitable candidate, which made us very surprised. Through our detailed communication with the employees in the company and the candidate A, we found the reason. The boss is from Hong Kong and has an aggressive personality. The boss has also ever worked as a high-level manager in an international famous brand company, and he has his own ideas on management. However, the candidate A also has very assertive personality, so when he did not agree with the boss who has the same strong personality in some problems, he failed to deal with it in a roundabout way, resulting in interview failure. After clarifying the reason, we recommended the candidate B in a targeted manner. B has also very rich relevant experience. B has a gentle and docile personality, and is more flexible, so he fit in easily with the boss. The boss is very appreciative of B’s work style. However, things are not as they should be. During the return visit two months later, we found that the boss thought B is to incompetent, and he had to take part in all kinds of work personally. And B also complained about his humiliation and tolerance everywhere to result in a thankless task. Specific to this situation, we analyzed B’s strengths to the boss, namely, dedication, diligence and meticulousness. The reason why he reported everything to the boss is because he respected the boss and thought that working together would make the company run smoothly. Meanwhile, he had a sense of proportion, which was all reflected in his report. The boss nodded to agree with him. As the boss has something to go back to Hong Kong, we suggested the boss to temporarily set aside the work, and he can still remotely command B if he felt worried about the work to judge whether the department is operating normally when he is absent. Even though B was incompetent, it is believed that the chairman can still turn the tide. After several rounds of communications, the boss thought about it again and again and decided to have a try, so he accepted the suggestion, went to Hong Kong and leave B to manage the work of retail operation department. We recommended to B to report work daily via messages and emails, and gradually reduce the specific matters in the report, so that the boss gradually adapt to the work style. As expected, after the boss returned from Hong Kong a month later, he found that his departure had not caused any problem, everything was running smoothly, and that the development of many aspects exceeded his expectations.

As a result, the boss no longer doubts B’s ability, and tries to give B more trust and development space. At present, B has become the deputy general manager of the company and presides over the work of three departments at the same time. He evaluates his work as feeling just like a fish in water.