How To Recruit The Top Ten Employees?

The more than 10 business friends gathered to chat and talked about several questions. They were very basic, but they were very interesting to hear.

　 One question is: how do you choose yourself? Entrepreneurial team ?

C Jun has many business experiences. His personal experience is that 1, the number of partners is best not to exceed 3; 2, look for people who have passion, want to do things, do not pay attention to short-term interests; 3, shareholders can be born from outstanding employees.

Once he founded an enterprise, the partner is called the star, comes from the big enterprise, the human resources are extremely strong, the two person divides the star main outside his boss, soon the company accounts for several hundred thousand. At that time, the star proposed to take the money away. He thought he was the man who made absolute contribution to the enterprise. The efforts and cooperation of others were obviously not in his eyes. After thinking about C, he raised the money to the other side, but also asked the other party to withdraw from the company.

Another requirement is complementarity, that is, when a person is in charge, partners can stay inside. When one is familiar with the market, the other must be a financial or technical person. Mr. G has some complement to this, such as common mission, personality complementarity, skill supplement and so on.

Prior to this, a familiar CEO venture was chosen, and the partner who chose it was known for nearly 10 years or so, and his character was also appropriate. Despite the twists and turns in the entrepreneurial process, he continued to support each other until he succeeded.

　 Then comes the second question: how are you? Top ten recruits ?

There is a digression. Friends returning from the US Silicon Valley talked about entrepreneurship, saying that Silicon Valley's start-up businesses are less likely to be paid than big companies, and there are stocks. So the headaches are big businesses, and their excellent employees can easily lose their business or join startups.

But obviously, it is not domestic. What we are worried about is that we can not afford to pay high salaries. Excellent employees are trained in large companies, and excellent employees are also easy to be picked up by large companies. Even investors do not like to see the normal salary of the entrepreneurial team. Many times the story is often heard: the entrepreneurial team is at a low salary, desperately, cling to N for a long time and finally soar.

Baidu is like this. Early Baidu employees paid significantly less than Sina Sohu. Fortunately, the final listing of shares is high, so that hardworking employees laugh to the end. Youku is like this. After the listing, though the employees were having a good time, they also had a low voice and complained that their salary was slightly below the level of the industry. Even when they joined Youku, they lowered their salaries by several levels. Last week, I saw a company responsible for investment executives, when he saw a company waiting for executives to pay slightly higher when they turned around (actually 1W more points).

This problem has plagued these entrepreneurial friends for a long time. Fortunately, their answers gradually become apparent in their own discussions. {page_break}

A Jun, after recruiting a group of talented students from Peking University and Tsinghua University, of course, we guessed it. Later, he recruited employees from ordinary schools and found that they were more serious and diligent. In his recruitment, the first trait he paid attention to was his clarity of thought. A thorough person can quickly understand and explain clearly to the customer.

The second trait is that learning ability is the most important (experience is not important). The third trait is passion, devotion to enthusiasm and hard work. These need not be explained.

X Jun has developed from several people to two hundred people. He has no need to worry about this problem. In the past, if the scale of income or financing is available, the immediate increase in staff salaries is generally slightly higher than the average level of the industry and remains competitive.

With the gradual development of enterprises, two problems have been included in the process of consideration, one is the gradual increase of income, and the financing or listing will also be on the agenda. At the same time, employee stock ownership will also be considered at the same time. The two is employee experience growth. The longer working day, the more thinking will be given to career development. But obviously there are not so many managerial positions for employees to get promoted. Therefore, the expert system can be considered. In fact, this is the result of learning from large enterprises, such as IBM, HP and Tencent. This is the later story.

　 Another aspect comes from the founder: can you develop your own charisma or pour out your emotional factors?

When chatting, some friends mentioned the development of Baidu. The old Baidu people once had a little investigation and asked what was the most impressive impression on Baidu. Unexpectedly, all 99% people said breakfast. A little bit of heart, so that the group of cattle coax people are still unforgettable.

These seemingly illusory emotional factors are crucial. Well, then what?

Then, even if the company is at a critical juncture, even if there is no company in a few months, employees who are loyal and faithful will choose to stick together with their founders. Until success. This example has happened to several entrepreneurs in chatting.