幫助你創(chuàng)業(yè)公司招聘難題的七個(gè)小竅門

　　Seven tips to help you solve the recruitment problem for startups

　　創(chuàng)業(yè)者目前面臨的更大問題，更會(huì)說的就是人才匱乏!缺乏的人才!

　　The biggest problem that entrepreneurs are facing now is the lack of talents. Lack of excellent talents!

　　如果你問一個(gè)企業(yè)家，他們現(xiàn)在面臨的更大問題是什么?

　　If you ask an entrepreneur, what is the biggest problem they face now?

　　大多數(shù)企業(yè)家都會(huì)說缺少人才，缺少人才!缺乏的人才!

　　Most entrepreneurs will say that there is a lack of talent, lack of talent! Lack of excellent talent!

　　從投資機(jī)構(gòu)的投后工作來看，除了財(cái)務(wù)、法律、、市場(chǎng)等方面的工作外，更大的投后工作是幫助被投資公司招募人才，尋找合適的人才。

　　From the post-investment work of investment institutions, in addition to financial, legal, brand and market work, the biggest post-investment work is to help the invested companies recruit talents and find suitable talents.

　　那么，創(chuàng)業(yè)公司究竟應(yīng)該如何招聘員工呢?今天，美華創(chuàng)投創(chuàng)始合伙人張曉燕給出了七個(gè)建議:

　　So how should start-ups recruit employees? Today, Zhang Xiaoyan, founding partner of Meihua Venture Capital, gives seven suggestions:

　　七招

　　Seven strokes

　　1,殺熟

　　1, kill.

　　一批員工，尤其是核心骨干，不指望其他招聘渠道，只能殺死熟悉的人，欺騙自己的熟人、同事、兄弟、校友、朋友、朋友的朋友……如果連你身邊的人都不能“騙”你一起工作，那就更不可能騙到外人。除了談?wù)撳X，你還必須談?wù)撛妇昂臀磥?。?chuàng)始人必須向這些人灌輸與他談?wù)撏顿Y時(shí)相同的故事，這通常被稱為“洗腦”。

　　The first batch of employees, especially the core cadres, do not expect other recruitment channels, can only kill familiar people, deceive their acquaintances, colleagues, brothers, alumni, friends and friends... If you can't "cheat" people around you to work with you, it's even more impossible to cheat outsiders. Besides talking about money, you have to talk about vision and the future. The founder has to instill in these people the same story as when he talks about investments, which is often called brainwashing.

　　2. 通過適當(dāng)?shù)那篱_展招聘

　　2. Recruitment through appropriate channels

　　當(dāng)然，不要到XX、XXX等招聘網(wǎng)站(不知名，創(chuàng)業(yè)者可以體驗(yàn)一下)購買廣告和簡(jiǎn)歷，到未來你會(huì)發(fā)現(xiàn)大部分簡(jiǎn)歷都是垃圾，讓人無從下手。對(duì)候選人的創(chuàng)業(yè)公司控制成本,質(zhì)量,更好是去一些技術(shù)論壇,一些類似的水木社區(qū)大學(xué)背景等互聯(lián)網(wǎng)是喜歡看知乎混了一張熟悉的面孔,如果你是一個(gè)大V BBS,加上公司描述清晰,可能會(huì)吸引一些志趣相投的人。

　　Of course, do not go to XX, XXX and other recruitment sites (unknown, entrepreneurs can experience) to buy advertising and resumes, to the future you will find that most resumes are garbage, people can not start. To control the cost and quality of a candidate's startup company, it's better to go to some technical forums, some similar Shuimu community college background and other Internet is like to see a familiar face, if you are a big V BBS, plus the company's clear description, may attract some like-minded people.

3.向你認(rèn)識(shí)的HR尋求幫助

　　3. Seek help from HR you know

　　中等或更大公司的人力資源經(jīng)理的簡(jiǎn)歷或多或少是無用的。對(duì)他們來說，這可能是一件小事，但對(duì)初創(chuàng)企業(yè)來說，這是一個(gè)寶庫，因?yàn)槠渲幸恍┤丝赡芴貏e適合在初創(chuàng)企業(yè)工作。通常他們的學(xué)歷不高,工作經(jīng)驗(yàn)不是閃亮,更在外包公司工作,但勝在是一個(gè)主人,和公司,環(huán)境不是那么挑剔,敏感的薪水,如果面試的結(jié)果是好的,對(duì)于這樣一個(gè)人應(yīng)該直接的基礎(chǔ)上他的預(yù)期加薪15% - 20%,這些人將核心領(lǐng)導(dǎo)的指導(dǎo)下,公司的“主力”和強(qiáng)有力的支持。

　　The resumes of HR managers in medium or larger companies are more or less useless. For them, this may be a trivial matter, but for start-ups, it is a treasure house, because some of them may be particularly suited to work in start-ups. Usually their education is not high, their work experience is not shining, and they work in outsourcing companies, but the winner is a master, and brand company, the environment is not so critical, sensitive salary, if the interview results are good, for such a person should be based directly on his expected salary increase of 15% - 20%, these people will be the guidance of the core leadership. Next, the company's "main force" and strong support.

　　4. 找到一個(gè)獵頭

　　4. Find a headhunter

　　許多初創(chuàng)公司不想在獵頭身上花太多錢，但就像任何費(fèi)用一樣，一旦你獲得了率(ROI)，你就必須花正確的錢。但重要的是要注意,公司不能委托搜索所有的招聘,主要招聘工作特別是在早期必須由其創(chuàng)始人,但每個(gè)創(chuàng)始人背景不同,如果你在你的人脈圈找到合適的候選人和迫切和關(guān)鍵位置,選擇一個(gè)負(fù)責(zé)任的獵頭,主動(dòng)提高搜索率相對(duì)有效,畢竟,大多數(shù)獵頭公司都不愿意服務(wù)初創(chuàng)公司，BAT比服務(wù)公司，如何說服求職者加入創(chuàng)業(yè)公司要難得多，但如果搜索率要比平均水平高出20% - 30%，大多數(shù)獵頭公司都愿意嘗試賺錢。

　　Many start-ups don't want to spend too much money on headhunters, but like any fee, once you get ROI, you have to spend the right money. But it's important to note that companies can't Commission search for all recruits. The main job is to recruit their founders, especially in the early stage. But each founder has a different background. If you find the right candidate and urgent and key position in your circle of contacts, it's relatively effective to choose a responsible headhunter and take the initiative to improve the search rate. However, most headhunters are reluctant to serve startups. BAT is much more difficult than service companies to persuade job seekers to join startups. But if the search rate is 20% - 30% higher than the average, most headhunters are willing to try to make money.

　　5. 做公關(guān)時(shí)招聘

　　5. Recruitment in PR

　　新產(chǎn)品發(fā)布，資金籌集，只要有機(jī)會(huì)，創(chuàng)始人就應(yīng)該不遺余力地招聘。

　　New product launch, fund raising, whenever there is an opportunity, the founder should spare no effort to recruit.

　　6. 把用戶變成產(chǎn)品的粉絲，更后變成員工

　　6. Turn users into fans of products and eventually employees

　　這屬于更高層次的發(fā)揮，創(chuàng)業(yè)者自己去理解吧，直到有有人主動(dòng)要求加入你的公司，那么你離成功就不遠(yuǎn)了。

　　This belongs to a higher level of play, entrepreneurs themselves to understand it, until one day someone volunteered to join your company, then you are not far from success.

　　7. 向你的投資者尋求幫助

　　7. Ask your investors for help

　　投資公司現(xiàn)在表示，他們重視投資，幫助投資組合招聘是投資中更重要的部分之一。

　　Investment companies now say they value investment and help portfolio recruitment is one of the most important parts of investment.

　　事實(shí)上，對(duì)于一個(gè)創(chuàng)業(yè)公司來說，更重要的一點(diǎn)是創(chuàng)始人應(yīng)該把他的公司打造成一顆珍珠。人才的核心吸引力是通過公司業(yè)績(jī)、創(chuàng)始人的個(gè)人魅力和利潤(rùn)分成來吸引人才加入公司。

　　In fact, for a start-up company, the most important thing is that the founder should build his company into a pearl. The core attraction of talents is to attract talents to join the company through company performance, founder's personal charm and profit sharing.