RT Reads with Ravi (@readswithravi)IKIGAI: https://t.co/UhH13yMf8y ...

Core Insights - Procter & Gamble (P&G) has announced a change in its CEO, with Jon Moeller stepping down and Shailesh Jejurikar, an internal candidate, taking over. Jejurikar has been with the company for 36 years and has risen through the ranks to become the global COO [1] - P&G is recognized for its internal talent development system, which has produced numerous executives not only for itself but also for other major companies in the consumer goods sector, making it a "CEO factory" [1] Talent Development Mechanism - P&G's recruitment process emphasizes identifying innate traits through its famous "P&G Eight Questions," focusing on leadership, initiative, purpose, and persuasion [3][4] - The company prioritizes candidates with strong drive, resilience, and leadership qualities, which are considered more critical than acquired skills [4][5] - P&G's approach to talent development includes a "coach" model, where managers guide employees through questioning and discussions, fostering independent thinking and problem-solving [12][14] Corporate Culture - P&G's corporate culture encourages managers to engage directly with retail environments, ensuring they remain connected to consumer insights [13] - The company promotes a safe environment for knowledge sharing, which is essential for effective coaching and mentorship [20][21] - Employees are motivated to become coaches themselves, as this aligns with their career advancement goals and contributes to a supportive workplace culture [18][20] Recruitment and Retention Strategies - P&G's recruitment strategy focuses on finding candidates who demonstrate a genuine interest in their work and a willingness to reflect on their experiences [6][7] - The company recognizes that high-quality talent is less motivated by financial incentives and more by the opportunity for personal and professional growth within a supportive environment [9][10] - P&G's internal promotion paths are a significant draw for potential employees, as they can see clear career advancement opportunities [10][11] Lessons for Other Companies - Other companies, especially in the tech sector, can learn from P&G's structured approach to talent development and the importance of fostering a culture that values internal growth and mentorship [23][24] - The emphasis on quality over speed in talent development can lead to more effective outcomes, as seen in P&G's practices [24] - Companies should focus on creating a supportive environment that encourages employees to share knowledge and grow together, which can enhance overall organizational performance [20][21]

Core Insights - The article discusses the challenges faced by international students in securing employment after graduation, highlighting a growing trend of underemployment among highly educated individuals [3][12][14] - It introduces the Qianlu Scholar Program, initiated by Guo Yue, aimed at guiding young talents to identify their career paths and align their skills with market needs [4][20][21] Group 1: Employment Challenges - International students are experiencing difficulties in finding suitable jobs due to tightening work visa policies abroad and a competitive job market in their home countries [3][12] - The phenomenon of "over-education" is identified, where students from top international universities face a mismatch between their qualifications and available job opportunities [14][15] - Factors contributing to this issue include cultural shock upon returning home, lack of local industry knowledge, and discrimination against foreign graduates in the job market [17][18] Group 2: Qianlu Scholar Program - The Qianlu Scholar Program aims to help students discover their "IKIGAI," a Japanese concept that represents the intersection of what one loves, is good at, what the world needs, and what can provide income [4][5] - The program offers two main services: Bootcamp practical training and one-on-one customized career planning, designed to address the specific needs of international students [21][25] - Bootcamp involves short-term projects where students work on real business problems under the guidance of experienced consultants, providing them with practical industry insights [22][24] Group 3: Career Development Approach - The one-on-one coaching service spans several years, focusing on career exploration, skill development, and job application strategies tailored to each student's stage [27][28] - The program emphasizes the importance of the first job, as it significantly impacts long-term career trajectories [20] - Guo Yue's extensive experience in human resources and her understanding of the challenges faced by young graduates position her as a valuable mentor for students [33]