[Community] learn to share 15, start-up companies worry about being unable to recruit talentdark horse, she said: Wu Xuefeng who in 2008 Alibaba ICBU Beijing area sales, now is the Internet job sites bolus website CEO, he has a lot of experience on the company's recruitment. March 31, at i horse a reward within discussion groups, do a project entitled 'start-up companies Recruitment of 15 proposals' content sharing. In this paper, according to Wu Xuefeng gathered from share content. Wu Xuefeng said: enlisted talents essential for start-up companies, only good team will make a good product, the following based on my experience, to talk about startups recruit 15 recommendations: Finishing | staff reporter Zhou Qun Feng [ 1] to spend more time: willing to spend half the time most of the entrepreneurs in the recruitment of talent recruitment time spent enough. In determining the company's philosophy and product and market complete match, you should spend one-third or even half the time to recruit talent. This is a can not do to others, you have to go find, understand these people. 500 people in the company to achieve scale before, CEO / founder should personally interview each candidate. [2] personally practice: the interviewer need to understand the nature of the post in the recruitment of a job, you must first practice for this position have a deep understanding of understanding, the ideal would be difficult to find the right man for the job. [3] smart and efficient: ask, past judge these two candidates must have two advantages: smart and efficient. Specifically, in the recruitment of talent, you can chat with their past work, ask them what to do in the past, with the number of time and effort, so you can determine whether the candidate to work smart and efficient. [4] before the appointed trial: This is the most important piece of advice that is my most important piece of advice. In general, it is difficult to imagine only through an interview with the candidate how it feels to work. Therefore, under conditions permitting, it allows the candidate to be hired before the official first trial period into the company. [5] choose the right way: the best talent to win over people I met through a variety of channels, most of my friends or friends Air Jordan 19 of friends. Even if you think these people do not necessarily want to work for you, you have to pull out all the stops to fight for them; the effect of job sites and search if desired, a meeting is a good way, such as organizing a number of technical personnel recruiting dialogue technical and human resources; if your business has a certain reputation, the campus recruitment is a good choice; Recruitment is a long-term investment, and some people may within a year (or even longer) do not think of your company. This suggestion I have an experience, and that is to make recruitment appears to informality, instead of doing so efficiency is the highest. [6] described mission: passion can inspire a candidate Nike Air Yeezy you need to spend a lot of time to the candidates present the company's mission to inspire his enthusiasm. Once you determine the candidates, they should as soon as possible to enter the final phase. Candidates entering the business after the person in charge (preferably also CEO) should find ways to keep the candidate, once a day to keep the AC frequency and candidates. [7] Sunday rule: Identity should follow each other very very important when recruiting \u0026 ldquo; \u0026 rdquo ;, Sunday rule Imagine if you will because I like with this person, and on Sunday he was willing to work overtime? Compare mutual recognition of colleagues and goodwill for the formation of a good corporate culture is very important. [8] corporate values: for those who do not agree do not matter whether you want to invest a lot of time to build the cultural values of enterprises to ensure that all employees understand and agree with this values. When hiring, you should look for with our cultural values fit with talent. For an enterprise, the employee perspectives Air Jordan 3 Retro and character diversification is necessary, but the values Air Jordan 8 Retro of pluralism is not necessarily a good thing. For those who own way, you do not want to agree with the candidate corporate values, not worth mentioning. [9] Erin Brockovich: Do not worry because the more mediocre and recruitment in the early days, the no compromise in candidates. Sometimes rather lose a transaction or delay product release time, we can not make do with hiring a moderate person, so do the consequences would be disastrous. Mean employees have a negative impact on the entire enterprise. [10] willing to spend money: most are willing to give ownership of the early days, most healthy salary + compensation structure should be slightly lower than the market price of the equity rich. However, many successful companies are not veteran founded together. I have this point of view would certainly be controversial, but it is the correct strategy. If you want to pay above market, then they should go to the big companies do not have much equity. Equity awards will be slightly more complicated, but there is a principle that equity awards 20 individuals recruited your initial investment have suggested should be twice as high. For a well-functioning, but has not yet achieved a breakthrough performance of enterprises, I know about the equity incentive structures: the first one and 20 engineers were 1.5% and 0.25% of the shares, but this also depends on business the nature of the. Nike Shox [11] trust their instincts: judging by the details of their suitability in the interview process, you should pay attention to the details, because you can see these details from the candidate for entrepreneurship. For example, title or men too focused on the number of teams is not suitable for business people. Interview much more, you will soon feel some. If you are hiring a person if hesitant, then it would pass it. [12] at any time recruitment: recruiting good talent pool is very important is a long process, and not only when vacancies arise organization's activities. This process is extremely unpredictable, if you find a very fit person, but you temporarily use within the past two months less than him, but in order to do the talent pool, you should hire him. [13] decisive dismissal: say \u0026 ldquo; Bye \u0026 rdquo; when you can not guarantee that you do not hesitate to hire everyone is suitable for the company. If a person has obviously not suitable for longer stay in the company, then the future is difficult to change this situation. Its holding \u0026 ldquo; tomorrow will Nike Air Yeezy be better \u0026 rdquo; fantasy, as early as possible to say goodbye. [14] making process: hiring decision to build a unified framework to make your team everyone to write down their thoughts on whether to hire a particular candidate, it is easy in the future you review your decision. After the interview, it is best to work with each and every interviewer briefly discuss this face to face. Let one of the interviewers and candidates have dinner together, and make sure the interviewer Nike Shoes should be on time every time, so as to give the candidates leave a good impression. To have a person in charge to follow up the entire interview process, to ensure the full content of the interview, and to convene all interviewers discussed at the end of the interview. In addition, the need to establish a unified decision-making framework for recruitment, and the interviewer to conduct appropriate training. [15] did not do: have a plan to recruit some of the founders will not blindly blindly recruiting, expansion of the company. Sometimes small team efficiency is higher. Therefore, you should think about each project or job requires a minimum number of people, as far as possible to control the number of teams, not for recruiting and hiring. To sum up the sentiment, recruitment is a difficult but important things, we must learn to use the Internet tools to quickly recruit. When successfully recruit people, do not forget to think about how to keep him. Maintaining the vitality of the enterprise is the key to retaining talent, about once every six months to adjust the position. Of course, the most important thing is to continue to find more talent, find and use talent is essential to the success of your ability. Disclaimer: This article finishing Zhou Qun Feng, the article is original, Articles copyright; such as reprint, please contact zzyyanan authorization. Unauthorized Bhd. If you are interested in more business dry goods, please add micro-channel heimage0001, indicate the \u0026 ldquo; name + company name + Position \u0026 rdquo ;, otherwise black Marco will not pull you into the founder of the group gathered in the micro channel. This article i dark horse All rights reserved Please indicate the source, tort reserved.