Look At How Creative Customers Are To Attract Talented People.

Most entrepreneurs hardly ever spend enough time in recruiting. After you have figured out the prospects for development and found a viable business model, you probably should start to spend 1/3 to 1/2 of the recruitment time. It sounds a little crazy, because you always have a lot of work to do, but recruitment is always the most important thing you have to do, and the best companies are always the best. personnel Complement each other.

You can't expect to outsource this matter: you need to spend more time watching people, getting potential candidates' appreciation for your company, and having face-to-face communication with all those interviewed. Perhaps more than 500 people in the company, founder CEO should personally interview each candidate.

Speaking of spending time, you should spend more time learning what you want to do before you start hiring. If you do not understand the responsibilities of this position, it will be very difficult to get the right person. A typical example is that a hacker CEO decided to hire a salesperson because he didn't want to spend too much time on sales. In fact, it doesn't work at all. He should do it in person and understand it in detail. Only after that can he convince the board of directors why people should be recruited to do this.

Talk to those candidates about what they have done. Try to ask them about their most impressive projects and the biggest results. Specifically, ask them how they plan their time each day, or what they accomplished last month. Aim at a specific field and ask in depth, and find out what your candidate has done: achieving success in a successful project is very simple. Find out how they are going to solve the specific problems you are concerned about.

If you ask the right questions after querying the relevant information, this will usually give you an effective sense of good feeling, and you will be able to judge the smart degree of candidates in the final stage of an hour's conversation. If you can't learn anything in an interview, it's bad. If you get bored at the interview, it's even worse. A good interview usually feels like a conversation, not just a question and answer.

Please remember that in a start-up company, anyone you hire is more likely to engage in a brand new job in the next three to six months. We should look for smart and efficient talents.

Usually even Interview After that, it's hard for you to know exactly how things work together, but if you work together for a while, it becomes very simple.

If possible, ask him to work with you for one or two days before you formally hire him; you can put it on the evenings or weekends. If you are interviewing a developer, let him write several pieces of code for real but not important projects. If you are interviewing PR, ask him to write a press release and find a reporter to pick it up. Sign with them. Contract terms And pay them the same week as ordinary contract workers.

So far, what will be the situation of working with this person or how competent this person is, you will get a more accurate feeling than a simple interview. And he will also get the experience of working in your company.