Do you have any skills to recruit employees if you want to start your own business?

Recruiting, hiring and retaining talents is very important for many small companies in the early stage of their business.

If the recruitment process is not done well, no suitable employees can be recruited, and the team has no performance, the boss can only put out fires everywhere like a fireman, checking for leaks and filling gaps. The mobility of employees is also great, and they often cannot keep the talents they want.

The topic of this issue, Jin Tan, will talk to you: How do small companies recruit, retain and recruit talents in the initial stage of their business? The methodology of recruiting people.

The first thing to note is that for a small startup, it is always necessary to survive first. Not to mention the strategic talent pool, we can't recruit the right people. Instead of teaching them by hand and letting them train well, it is better to grasp the recruitment process.

A recruit. Who?

First of all, when recruiting, we need to make a clear principle: find people with the same values and agree with the company's corporate culture and working methods, which is also the premise of subsequent harmony.

1 Recruit experienced people

When recruiting, try to recruit people with more than 3 years of work experience, and they will be able to do things and create achievements immediately after entering the company.

When you recruit a new person, you need to educate and train him. He may not get his salary back in the first three months.

Recruit people with skills and strong learning ability

For those who are versatile, can grow rapidly and have strong plasticity, they should also be properly selected.

Once it is found inappropriate, it is necessary to change people in time. You are a small company that has just started a business, not a big company with stable business. You can't stand the consumption of time and resources.

3 Recruit people with resources

It is best to recruit talents who have accumulated in your company's industry. They can be people with customer resources, or people with channel resources in the upstream and downstream of the industry, and can contribute value to the rapid development of the company.

Second, how to recruit people?

1 interview

During the interview, you should set up a good image for the company and make people feel that there is a future (money) to enter your company.

Prepare three types of questions before the interview:

(1) Ask questions about values.

② Ask questions about experience and ability.

③ Ask questions about attitude and personality.

Judging from his speech and response, we can directly throw some problems of the existing company to him and see how he can solve them.

Increase the second interview, and don't let the candidates feel that it is easy to enter your company. People who are too easy to get often don't cherish the job at hand.

2 Pre-job training

Talk about the probation period and the standard of formal employment during the interview. Unified training makes employees think that they are valued by the company.

Three main points of training:

1 Training is a process of transmitting company values and unifying new employees' thoughts.

2. Training of the company's basic system and industry knowledge.

In the process of training, we should constantly paint a bright future and hope for employees.

Many companies are completely free-range after recruiting employees. As soon as people come in, they leave it alone. As a result, employees are out of touch with the company's thinking and finally leave their jobs.

Three Common Channels for Recruiting Personnel

1 headhunting, third-party platform

2 major online recruitment websites

3 offline talent market

4 large-scale job fairs

etc

How to attract and retain talents?

1 high commission and high performance reward

Take the way of market average basic salary, high commission and high performance reward, and take the result as the guide to attract outstanding old salesmen and experienced employees to join the company.

Employees should be rewarded in time after making achievements, and the way of high commission is easy to become a positive incentive for employees.

2. Shape dreams and paint hopes.

As a leader, to learn to dream, you must let them see the beautiful vision you described. Learn to motivate employees.

Let's talk about dreams, the future, great prospects, growth opportunities, salary and requirements first, so as to link the growth of employees with the development of the company.

3 diversified value-added (post) system

Optimize the promotion (value) system and salary system of employees, set up several more steps and rise step by step, so that employees have higher expectations.

Know how to share money, equity incentives and project dividends.

If you give a certain percentage of dividends to the project, you can get bonuses at the end of each year, but if employees leave, the dividends of the project will be cleared.

Learn to give money to people who have the ability. With these mechanisms, the loyalty of employees will be relatively improved.

5 Regular positive excitation

Employees' emotions and actions will be disturbed by various external factors. If we ignore them, our ideas will be out of touch with the company and the team.

Therefore, employees should follow up in time, communicate regularly, solve problems and unify employees' thoughts.

Write it at the end

For startups, recruitment is a very important part. Try to find people who are consistent with the company's values, people with experience, skills and strong learning ability, preferably people with certain resources in the industry.

You can take high commission and high performance as the basic treatment of the company and learn to give employees hope and expectation. Set more steps and establish a diversified promotion system. Know how to divide the money and give a certain percentage of project dividends to outstanding employees.

Finally, it is necessary to unify employees' thoughts on a regular basis, do a good job in encouraging and encouraging employees to grow with the development of the company.