How should startups recruit people?

It is really difficult for startups to recruit people, especially now that big companies are robbing people with high salaries. What startups can promise others, except dreams, is rare.

In the early days of startups, due to the uncertainty of scale, brand awareness and enterprise prospects, recruitment was mainly recommended by acquaintances.

Some go directly to colleges and universities to recruit. Of course, a large number of fresh graduates are reluctant to go, because they trust the enterprises that cooperate with the school more, which is more secure.

In the recruitment process, the recruitment process is very important to both enterprises and job seekers. Appoint people according to their posts, appoint people on their merits, be willing to do what they can, use people without doubt, and abide by the standards of psychological contract between the two sides. Background investigation should be taken as an important basis for employment: Renren headhunting talent consultant will contact three employees of the applicant's last company through the front desk landline to investigate the applicant's employment period, position, work content, work performance, communication with others, reasons for leaving, etc. If it is consistent with the applicant's statement, the latter can formally join the job.

As far as entrepreneurs I know are concerned, they all feel that it is a very painful thing to recruit people, but they have to recruit for the development of the company. Before, I always had high requirements for candidates who came to apply, but I was disappointed in the end. Later, I found that recruiting people can't be too perfectionist, let alone recruiting people according to the standards of partners. The most powerful managers may not be able to recruit perfect people, but they can certainly ensure that each position plays the greatest role and that the company has the highest input-output ratio in human resources.