帮助你创业公司招聘难题的七个小窍门

　　Seven tips to help you solve the recruitment problem for startups

　　创业者目前面临的更大问题，更会说的就是人才匮乏!缺乏的人才!

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

　　如果你问一个企业家，他们现在面临的更大问题是什么?

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

　　大多数企业家都会说缺少人才，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!

　　从投资机构的投后工作来看，除了财务、法律、、市场等方面的工作外，更大的投后工作是帮助被投资公司招募人才，寻找合适的人才。

　　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，创业公司究竟应该如何招聘员工呢?今天，美华创投创始合伙人张晓燕给出了七个建议:

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

　　七招

　　Seven strokes

　　1,杀熟

　　1, kill.

　　一批员工，尤其是核心骨干，不指望其他招聘渠道，只能杀死熟悉的人，欺骗自己的熟人、同事、兄弟、校友、朋友、朋友的朋友……如果连你身边的人都不能“骗”你一起工作，那就更不可能骗到外人。除了谈论钱，你还必须谈论愿景和未来。创始人必须向这些人灌输与他谈论投资时相同的故事，这通常被称为“洗脑”。

　　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. 通过适当的渠道开展招聘

　　2. Recruitment through appropriate channels

　　当然，不要到XX、XXX等招聘网站(不知名，创业者可以体验一下)购买广告和简历，到未来你会发现大部分简历都是垃圾，让人无从下手。对候选人的创业公司控制成本,质量,更好是去一些技术论坛,一些类似的水木社区大学背景等互联网是喜欢看知乎混了一张熟悉的面孔,如果你是一个大V BBS,加上公司描述清晰,可能会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.向你认识的HR寻求帮助

　　3. Seek help from HR you know

　　中等或更大公司的人力资源经理的简历或多或少是无用的。对他们来说，这可能是一件小事，但对初创企业来说，这是一个宝库，因为其中一些人可能特别适合在初创企业工作。通常他们的学历不高,工作经验不是闪亮,更在外包公司工作,但胜在是一个主人,和公司,环境不是那么挑剔,敏感的薪水,如果面试的结果是好的,对于这样一个人应该直接的基础上他的预期加薪15% - 20%,这些人将核心领导的指导下,公司的“主力”和强有力的支持。

　　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. 找到一个猎头

　　4. Find a headhunter

　　许多初创公司不想在猎头身上花太多钱，但就像任何费用一样，一旦你获得了率(ROI)，你就必须花正确的钱。但重要的是要注意,公司不能委托搜索所有的招聘,主要招聘工作特别是在早期必须由其创始人,但每个创始人背景不同,如果你在你的人脉圈找到合适的候选人和迫切和关键位置,选择一个负责任的猎头,主动提高搜索率相对有效,毕竟,大多数猎头公司都不愿意服务初创公司，BAT比服务公司，如何说服求职者加入创业公司要难得多，但如果搜索率要比平均水平高出20% - 30%，大多数猎头公司都愿意尝试赚钱。

　　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. 做公关时招聘

　　5. Recruitment in PR

　　新产品发布，资金筹集，只要有机会，创始人就应该不遗余力地招聘。

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

　　6. 把用户变成产品的粉丝，更后变成员工

　　6. Turn users into fans of products and eventually employees

　　这属于更高层次的发挥，创业者自己去理解吧，直到有有人主动要求加入你的公司，那么你离成功就不远了。

　　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. 向你的投资者寻求帮助

　　7. Ask your investors for help

　　投资公司现在表示，他们重视投资，帮助投资组合招聘是投资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.

　　事实上，对于一个创业公司来说，更重要的一点是创始人应该把他的公司打造成一颗珍珠。人才的核心吸引力是通过公司业绩、创始人的个人魅力和利润分成来吸引人才加入公司。

　　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.