Automattic founder: Nike Air LeBron EE We implement flexible work, employees can go to school in the afternoon or evening to pick up their kids, really good staff is 'try out'[IT era network, IT Times Editor's note] a lot of start-up companies are Air Jordan Men in the recruitment of personnel to worry about, the rapid development of the IT industry is also escalating the company's turnover and turnover. US blog platform operator Automattic founder and CEO Matt Mullen Ludwig then has its own set of staff management Jordan B'Mo experience, he believes that the relationship between the needs of the most productive form after several years, rather than months, he hopes to Automattic's the employment relationship can continue for decades. In Automattic employees have flexible work, employees can go in the afternoon or evening school to pick up the child, or even play golf, then what Automattic measure 'good employee' standard is it? Everything stems from my view of work. In my experience, a lot of employees go to work just going through the motions. If he is regular attendance at the morning, dressed, not drunk or asleep lying on the table, even in the work. If he can do a spreadsheet or list task list, it will be considered to be very hard work. Unfortunately, these can not show that employees have a real job creation, it is likely he was just in front of the table sat eight hours, placed at the file or send the send e-mail, and this situation is not uncommon. In Automattic, we do not care whether you meet the 'good people,' the so-called standard, focusing instead you create value. We speak with the results and outputs. I do not care about your work hours, you can go to school in the afternoon or evening to pick up their kids, you can also play golf, then work from 2:00 Nike Lebron 10.8 to 5:00. The key question is what you do in the end? Many people do not need an office every day, they can also use other ways to create great things, Automattic employees is the case. Our work with open source software, to do a distributed product, so the staff from nine to Fifth freed in Automattic work. In addition, the implementation of flexible working because we have a conscious team. We have also, like the vast majority of companies, through resume screening and interview to hire employees. At that time, we learn that Microsoft and Google, and asked a number of job seekers Riddles similar problems, but also about their past experiences, particularly concerned about what they had worked in start-up companies. Candidates will be interviewed five employees, we will bring him (her) to eat lunch interview. In the recruitment process, we put a lot of effort, and do their utmost to rigorous screening. Nevertheless, we still have a lot of time to pick the wrong person, it makes you disappointed. When you decide to hire a person, it will seem to him (her) place all expectations. If the final is not successful, you will deeply reflect: is my fault? As a manager, this is what I should do it? How we'll miss some of it is not a good signal? Other company executives seemed not concerned that the loss of one-third of new Nike KD 7 Kids employees is a normal thing, but we think that efficiency is not enough. You reflect on time will clearly find, interview some of the qualities in this way does affect us: for example, job seekers in the restaurant talking and behavior, and his work performance is completely Nike Zoom KD V irrelevant. Some people played amazing in the interview, the interviewer can conquer each. However, since independent of the actual work and captured the hearts of others, interviewing skills are not equal to the performance of employees. Like work, like interviews may be just going through the motions, but there is no actual 'output.' Cause 'trial' to assess the successes and failures of hiring in the end? The more we think, the more aware of the job Nike Air Jordan XX8 seekers together in addition to outside, no other way. So, we gradually changed its approach. Now personally I would still most resumes received, put on no experience, no technical ability or job application directly exclude erroneous, the elimination rate of about 85%. Our most important change is the requirement that each candidate by way of a trial contract to work with us 3-8 weeks. Candidate and possible future colleagues fought to complete real tasks. They do not immediately quit your present job, you can work at night or on weekends for us. Although time is flexible, but most people still need to spend a week 10-20 hours of work Automattic. The goal is not to let them try to complete a product or quantitative work, but allows us to quickly and efficiently assess whether a trial match between each other and the company. We evaluated them, they can 2015 Latest Nike Shoes also give Automattic scoring. If you apply for customer service positions, will direct contact with customers; if you are engineers, will go pictorial positive code; if you are a designer, you will do the design work. Sometimes, the nature of work for some reason, we need flexibility: for example, candidates applying for a business development work, we can not put him sent to negotiate with potential partners, we will be prepared to work as close as possible to the real The task, he will be asked to prepare a presentation, analyze business problems, or evaluate the financial return potential projects. Although the trial task does not work 100% content to coincide with the application, but still able to lunch than let us know more about the skills and adaptability of the corporate culture seekers. We paid special attention to a number of capacity, such as self-motivation, written communication skills (because most of us are working remotely, it is very dependent on instant messaging), and responding to the wrong way and so on. We do not expect a perfect candidate performance, and more importantly, how he discovered the error, an error communication, and the ability to learn from mistakes. 'Text' interview only a handful of people would oppose the trial or that they do not have time to participate. Trial sounds like extra work, but this is just to play the role of filtering, leaving us want. They are willing to pay for the success of the company passionate, so will the trial as a priority. Try not knockout system, if the trial of 10 candidates are capable, we might hire everyone. Job seekers are in competition with our quality standards, rather than in competition with each other. We will provide a lot of feedback in the trial process. If it is determined a candidate can not, out of respect for each other, we will end as soon as the trial process, sometimes the candidates will be prematurely terminated trial. At the same time, we will try a more coordinated as a priority. Trial system requires a lot of time. We found that each employee can only supervise Automattic up to 2 ~ 3 probation staff. We have four engineers in their respective departments responsible for supervising the task. In our company culture, supervision probation task priorities in their daily work. If it was because of the supervision mission, needs to put aside the work at hand, we fully accept this point. After the trial period, all participating employees are willing to work with the candidates have a clear judgment, the final step is for me to interview. Even now the company has matured, I will spend at least a third of the time to personally recruit. In order to be consistent with our trial system, which a few years my own way made a great adjustment interview. My interview will chat via Skype text messages or instant communications, I do not know the interviewer's gender or race, only to see the text on the screen. This process is similar to the double-blind test, let me focus on the interviewer's work ethic and cultural adaptability. 95% of people participating in the final interview to get a job opportunity, it also proves that our method is effective. Even those who are ultimately not hired, they also offer advantages and disadvantages of feedback from our obtained value. If we see the potential for them, and will encourage them to continue to upgrade their skills, and then come back to candidates. Again to candidates who are usually very competitive, because they carefully listened to our feedback and strive to improve. Focus on long-term 'trial' can only help our elected Automattic successful people, but also help employees avoid potential future career big problem that may arise. If you work a few months after the two sides found unsuitable another, the company can make a go of this man trouble. However, this is not the best for both sides of the outcome, we need to deal with the flow of costs, for employees, it is worse. They may have to quit the job before; probably moved to the West Bank from the US East Coast. Womens Nike KD VI It will leave a brief resume their work record, which to find a job in the future and adversely. We hope to be able to continue the employment relationship Automattic decades. However, most Silicon Valley companies do not like this work. We firmly believe that the most productive form relations need to go through several years, rather than months. If you are in a movie, take the time to set up the actor, finished after their departure, it can work. However, if you want to build can change the world of products, will have to spend a much longer time. Career employees have a long time to stay in our company, this can create great value. Some people think that the current view of the working length of young workers has been completely different, they want to change jobs more frequently. This may be true, but I think that in fact the company has also changed. If the company is treated as short-term employees of the owner, then the investment and retention of employees, managers will form a completely different approach and attitude based on short-term. Therefore, loyalty should be mutual. Flexible working philosophy is one of the reasons the company uses unique hiring process: we spare no effort to find a suitable corporate culture. External people always questioned, after the company grow, we loose management system is still valid. They said: 'When a company is only 10-15 people when the system is no problem, but once the number reaches 30, it will collapse.' When we developed to the more than 30 people, the magic number, he is a 100 , then 150. Now we have nearly 250 people, still no big problem. Try method also help us solve some of the work. 'Quirks.' For example, we are often reluctant to hire Air Jordan Women people with no work experience, because they may not be familiar with the company of such inaction. However, this does not mean we never hire young workers. In fact, we get much more than a boy genius. I own WordPress when it was founded only 19 years old. Many of our employees at some stage of his career are freelancers, which helps their self-management. Try the system may not be suitable for your company, but you can use it to supplement the traditional interview process, discover the true potential of stocks through the phenomenon of staff. Correctly assess the applicant's actual ability to work, to get the best recruitment rate of return. There are many ways to assess, perhaps a trial, perhaps the report stated, and perhaps an afternoon to complete short-term tasks, and so on. The staff into the most suitable position, the impact on the company's more than anything else. The old saying goes: 'bad team does not have good management.' Really good recruitment, be able to find people skills and matching company needs, but also the only way to ensure the formation of a good team. [IT era network, IT Times Editor] looked Automattic company in the early days some of the techniques to recruit people, and the future in some ways and staff management, may give the manager to bring some new ideas. With the rapid changes in technology and the rapid development, many IT companies in order to catch the product schedule, at the big recruit people, but really can hire the right people is very difficult, of course, management methods such as Automattic died inaction is not possible suitable for all companies, but it is undeniable that only the most suitable management team in order to allow the team to have a better development. [Editor / Zheng Xi] On the Harvard Business Review, micro-channel public number: hbrchinese