Why is it so difficult for startup companies to recruit people?

It is not difficult to recruit people. 80% is not whether the company starts a business, but the treatment you give and what kind of people you want to recruit. When I started my business, I was alone at first, and then I recruited the first student who just graduated from school. I had to guarantee the other party's basic things, and bought five insurances and one gold. When the employee asked about the scope of work, I told him: There are only two people in the company. You have to do everything I don't do, and I have to do everything you don't do. I must first locate the mentality of employees, and then I will hold the second employee to distinguish one company from another. Continue to expand and subdivide later.

Therefore, when a startup company recruits employees, it must first have a clear positioning of entrepreneurs. Entrepreneurs should not blindly demand high standards, but should have a clear positioning and understand that they want to recruit people who are suitable for the entrepreneurial work atmosphere. As long as they can pass the exam, don't set their goals too high.

Share it with my own personal experience. I am a company that has been in business for 3 years, with more than 20 people and an Internet company. Fortunately, I come from a sales team that has been selling for 6 years.

Personally, the problem of entrepreneurial companies is not that it is difficult to recruit people, but that it is difficult to retain people.

From the management point of view, the bigger the team, the easier it is to bring, and the smaller the team, the hardest it is to bring. Because there are few people, it is more sensitive. The speed of information transmission is too fast. To put it bluntly, if one person leaves his job, others will be implicated.

I went from a company with 5 people to more than 20 people, and shared my personal experience. The key is to do these three steps well:

1, dividends are released reasonably, and high salaries are given to talented people;

2, the core veteran team must be highly cooperative: if you want to plant towering trees, the soil is better. Several core elders need "acting skills". Even if the company's early income is not high, even if the elders are "pretending", we should pretend that this company has great prospects and give new people confidence;

3. Atmosphere, atmosphere, atmosphere; At present, the main recruitment is the post-90 s, and it is useless to force or militarize the post-90 s management. What the post-90s want is a happy job, making money while playing. Therefore, elders must take the lead in creating an atmosphere: happy, funny and fun. A positive atmosphere.

4, the reward is in place, and there must be more group construction.

It is purely my own experience. I hope it will help you as an entrepreneur.

Entrepreneurial companies are really hard to recruit people! It's hard! It's hard!

Especially for start-ups, it is really difficult to recruit people and it is not easy to retain talents.

I will analyze why it is difficult for start-up companies to recruit and retain talents from three aspects.

Entrepreneurial companies are basically newly established, and the company itself does not have much hematopoietic capacity.

All the money comes from investment (owned or invested by investors), so when using this money,

Entrepreneurial companies will be more cautious. In general, it is to control costs-"stingy".

Therefore, in terms of wage income, it is generally much lower than other companies, and it is impossible to recruit more talents.

In addition to getting higher income for employees, the other is whether the company is helpful to my growth. If you don't help him, pay him more, and you won't talk. Take our company as an example:

Summary: From going to work to starting your own business, it's easy to think that hiring people means having money, but we ignore a very important point. In addition to money, talents need more growth environment and space, while entrepreneurial enterprises basically do not have a relatively perfect growth environment and system, so it is naturally difficult to recruit people.

Startup companies are everywhere now. First of all, it is not difficult to recruit people, it is difficult to recruit the right people, and it is even more difficult to keep people.

For example, there are many Internet companies in Shenzhen, Shanghai and Beijing, and the competition is fierce.

Any office building is basically an entrepreneurial company, and most of the entrepreneurial companies are post-90 s, and the characteristics of post-90 s are basically unstable or stable.

People who work long hours will choose to start a business if they have the idea and ability. Now the threshold for starting a business is too low.

Secondly, the second reason why startups can't recruit people is that the company's treatment is not good, or the turnover of people is very large, and they can't keep suitable talents.

Let's talk about the source of funds for the founding company. One is that several founders invest together, and the other is to find investors who are willing to believe you.

No matter from which aspect, the people recruited will consider whether the company can grow steadily and the welfare benefits.

Investors invest well, but it's hard for founders to invest by themselves.

If the company can't recruit people, it is suggested to go to the school to recruit some students who are ready to graduate and cultivate them slowly, which can not only effectively retain people, but also be talents.

If the company's strength does not allow it and wants to make a profit immediately, it is suggested to determine whether a company has good products and good market demand first. If these are not, then starting a business is playing hooligans.

The above are my personal suggestions. If there are similarities, it is purely coincidental!

It should be well understood that it is difficult for startups to recruit people. Ma Yun said that there are two reasons why the company can't keep people:

And a startup company, these two points will basically account for.

As a startup company, there is generally not much money, and it is even more economical to use it to pay wages.

It's hard to recruit people, and as a result, the boss still wants employees to work overtime every day, one for three.

If the company's business is not good, it will return the responsibility to the employees and think that people are not good. In this case, a few people are willing to come, and even if they come, they will leave.

1, giving away shares

If startups can't come up with the money, they will use shares to find capable employees.

At the partner level, about 10% of the shares will be allocated, and those with strong ability will be given 1%-3%. Don't be reluctant to give equity in the early stage, because the company can't do it, and the equity is one penny more.

However, how to give is also regular. For example, give 1/3 every year after three years. If you quit early, buy it back according to the number of years of work, or keep it.

Step 2 train new people

The salary of experienced and capable old employees will be higher. However, such employees may not be able to adapt to the festivals of startup companies. So find potential graduates or new people and cultivate them well.

3. Respect employees

If the money is not enough, give employees enough respect. Try to be your partner, not an employee, and give rewards and awards when appropriate.

Small companies must go to KPI. In fact, the boss of a startup company is very clear about the performance and performance of each employee. Don't go to a big company for this kind of management, which will only disgust your employees.

It is understood that Tencent should give employees due praise at the morning meeting every day, so that everyone is constantly full of motivation and dignity.

Hello, let me tell you. The companies I met included mature companies and more entrepreneurial companies. The difficulty in recruiting people is a sexual problem, not just a startup problem. Whether it is a startup or not, it is difficult to recruit people because there are many things that are not done in place, which will lead to difficulties in recruiting people. I will make a simple list below.

1. Talent Positioning: You must first determine what kind of person you want to recruit. Is it a simple person, or a person who pays great passion and energy but you can't give benefits in the short term, or a person who needs professional skills.

2. Development of the company: Most job seekers are not stupid. They will look at your company's positioning and future planning. As a business leader, you must think clearly about these things, because it is also very tangled for a job seeker to enter an industry. You should give them the future and give them confidence. Then the source of confidence is your personal research on the company's business and whether you have a clear direction and measures for your future development.

3, if you want to understand these, then congratulations on your recruitment has actually been completed more than half, nothing more than making miracle details to determine success or failure. Let me give you an example of starting a business in this place, so I won't write the theory. I started a financial company. At that time, a friend and I downloaded more than 7,000 resumes for Zhaopin recruiters. You will find that some people don't answer the phone, some people say they didn't vote, and a large part of them don't answer. In fact, this is a funnel rule. We keep making appointments, just like sales are selling electricity. Explain our projects and future plans on the phone and so on. One month, 22 people were recruited, and 16 people were selected. Recruiting people here, those who have done sales similar to selling electricity should understand. So don't make an appointment with three or two people, and find it hard not to come. We all showed up in the proportion of about 30 people, ten were successful and three were not bad. This is a startup company.

4, the interview is very important: don't be the same because it is an interview company, as if everyone is the same, the more startups. The more standardized the process. Interview indicators, interview process, scoring rules, what questions to ask the interviewer, re-examination process. Every link must run through. Those who meet the requirements should be left to the general manager and sit down for an interview. Respect them and listen to their ideas. One is to increase their chances of considering the company, and the other is to help you find the problems encountered in the recruitment process.

Therefore, it is not that it is difficult for startups to recruit people, but that they lack some methods to recruit people. Most of the business friends I met started their business halfway and knew nothing about personnel, administration and finance, so it would be very difficult.

Startups often say that they can't recruit people and ask if there are any good ways to find the needed talents quickly.

First of all, all the upward paths are difficult. After all, if the company is in the downward stage, it is not difficult to recruit people, and it may be more to keep people, and those who have the ability to leave voluntarily or the company will take the initiative to clean up incompetent employees.

Secondly, no matter what kind of enterprise, it is difficult to find excellent people. For example, 20 10, Huawei wants to dig Ericsson experts, and 20 12, Huawei wants to dig Apple design director, because Huawei was not so prosperous at that time; For example, 20 18, all artificial intelligence start-ups want to dig scientists from Microsoft Research Institute or Facebook Fair Lab, because the whole industry is robbing people, and the talent grab is fierce.

There are four difficulties in recruiting people: I can't think clearly, I can't find them, I can't recruit them, and I can't stay.

Let's talk about "unclear" first.

When the founder, who is often the hiring manager (demand supervisor or hiring manager, referred to as "the person in charge") says to me, "Little worry, we need to recruit a * * * supervisor", I will ask why first.

Most people answered that they need to recruit people because of the bottleneck in business development.

Further questions: What are the opportunities and challenges faced by the company, what are the ways to achieve business goals, and what kind of people with background, experience, resources and ability can achieve the goals.

It is found that many leaders have not thought through why they want to recruit people.

If you ask who you want to recruit again. Most of the time, the people who reply are those who can solve the current problems. Are you kidding, boss?

In order to better help leaders figure out why they want to recruit what kind of people, here is a picture, which may not be comprehensive, but it should cover the key elements.

There are three main reasons:

1, job seekers are more sensitive to changes in the environment.

Since 20 18, both internet giants and startups have frequently heard the news of large-scale layoffs. Just like recently, Oracle Bone Inscriptions announced the closure of China R&D Center, and most employees will be forced to leave.

From Maslow's demand theory, in today's stormy job market, is it a startup that can bring employees a sense of security? Or do large state-owned enterprises and foreign companies give employees a sense of security?

An acquaintance case, a news of layoffs, and even some details that HR can't imagine at all will subtly change the mentality of job seekers.

2.HR doesn't know where people are looking.

For mature industries, HR recruitment often has clear goals, such as directly recruiting talents with similar successful experiences from competitors.

However, today we are facing an era of change. Many start-up companies, especially those in the fields of new technology, new energy and new materials, have developed unprecedented research projects. How do we refer to them? I can only cross the river by feeling the stones myself, so HR naturally doesn't know where to find someone.

3. I want to recruit all-round players, but I am given the salary of fresh graduates.

This situation is not necessarily the fault of HR, because the development of startups has just started, and there is no strong capital support behind it, so it is difficult to compete with big manufacturers in offer salary.

I know that the bosses of some startup companies like to "learn from the East" and learn from the 996 full-load game played by Ali and JD.COM, but they only talk about their ideals and don't pay.

In big companies, employees have more room for development, better benefits and better training mechanism, and everything sounds good. As a startup, if you don't want to pay more, what are your advantages?

I often hear HR complaints from startups: I do recruitment every day, but I can't recruit anyone. There are also old birds in the workplace who teach new employees experience: don't go to so-called startups, especially startups that have been established for less than a year. As an old man with long experience in the workplace, I have seen too many people coming and going. Why is it difficult to recruit new companies? In fact, there are nothing more than two points: 1 no guarantee, and 2 no future prospects for the company.

Start-ups are risky, people go higher, and job seekers often like to choose big companies. Compared with the risks of entrepreneurial companies, large companies not only have a solid foundation, but also have various rules, regulations and procedures to follow, so that employees feel safe. Especially for those who have worked in the workplace, big companies can make people work with peace of mind, without worrying about all kinds of chaos caused by imperfect functions and management.

Entrepreneurial companies have high requirements for talents, and what they want is all-rounder. Newly established startups often have imperfect job responsibilities and work processes, especially in the case of lack of people, and all want their employees to be all-round talents. For example, you are applying for an editing position, but I hope you can also do marketing; You are a planning position, asking you to find customers to pull business; When you do financial work, you have to package administrative and personnel work together. Finally, employees find themselves busy, as if they can do everything, but they can't do anything well, and their career plans are disrupted.

Entrepreneurial companies are not well paid and it is difficult to retain talents. As mentioned above, startups often need all-round talents, but in most cases they only give treatment to fresh graduates. The application information says "salary is higher than peers". After the interview, I will tell you that "the company is still in the early stage of development and can't give such a high salary." I hope you can work with the company. " Isn't this a lie? In fact, many employees want to grow up with the company, but they get paid every month. Looking at the shabby figures above, who wants to stay and work for the company?

Talk to you about your ideal, draw a pie, and finally your salary is ruthlessly owed. Start-ups are often short of funds, especially when the market has not been fully laid in place, and there is a great possibility that funds will be cut off. When entering the company, the boss talked with you about feelings and ideals, painted you a bright future, and told you how promising the company and products are, and they will definitely go public in the future. As a result, when it was time to pay wages, the company postponed the date of paying wages for various reasons, which finally cooled people's hearts. For job seekers, they are not afraid of the small scale of the company, but most afraid of the poor company.

I have no confidence in the company's products and future, and I am worried that I will not learn anything. Both the elderly and newcomers in the workplace are worried that the products operated by the company "just follow the trend" and are afraid of being cheated. In fact, this is understandable. Products that follow the trend in the market are time-sensitive. Once the market is over, the market dividend will no longer exist. The fate of these companies will either go bankrupt or change careers. Employees are also afraid that they will not learn anything from them, and they will not exercise the strength of "newly earned skills" and "competing with others". Newcomers in the workplace, in particular, will be more concerned about "whether they can learn something" than old employees.

There is no core team to lead the way, ideas are not unified, and the market depends on groping. It is a big no-no for the company to expand its market business, and there is no person with outstanding ability or profound knowledge to lead the way. Although the ability can be cultivated, as long as everyone has the same idea and a knowledgeable person leads the way, as long as other members of the team follow this direction, the team can exert its greatest energy. Newly established startups often don't have such leaders to lead the way, which is easy to take detours, and also makes team members lose confidence and eventually leave the team and the company.

It is difficult to start a business and the future is difficult; It is also difficult for employees of startup companies, and it will be difficult in the future. I hope that both startups and employees can have a bright future.

It is difficult for startups to recruit people, mainly because they have not met the right candidates. Admittedly, the shortcomings of start-ups are tight capital and rapid and unstable changes, but it often attracts some talented young people with more adventurous spirit, depending on what candidates value. Cai Chongxin's joining Ma Yun's company is an adventurous act, and people can afford to gamble. Now look at his return. There are risks behind everything you admire, depending on which aspect you value. If the applicant only values money, then a startup is not a good choice, but if you value growth more, then going to a startup has many advantages. The benefits are as follows:

Traditional companies may change slowly, but for entrepreneurs, speed is life. So startups often change quickly, from one month to three months. In this process of constant adjustment, the company's development and individuals will be tempered in many ways. Even if you encounter setbacks in the workplace, don't lose heart, keep working hard, and when you adjust next month, it will rise again soon. This is often the case.

Startups often do cutting-edge things, and of course the people they contact will also be the cutting-edge people of the times. So, if you want to learn new things and meet excellent people, go to a startup.

Ma Yun's former receptionist Tong Hongwen can now become an executive. Why? It's because she must have done a lot of things, not only the small things at the front desk, but also where she needs to do it. This is the daily life of a startup company, not to mention how professional she is and what she can only do. When the company needs you to take more part-time jobs, do it, and then you will learn more and grow faster.

If you are in a big company or a traditional enterprise, everyone's responsibilities are divided very carefully, which will lead to your rise and ceiling. For example, no matter how well you do in the market, you may be the marketing director after more than ten years. However, startups are doomed to be different. With its rapid development, people come for a walk, and we often see college graduates become executives of startup companies within three or four years. Of course, the promotion of wealth will be very fast. So, if you choose a good direction and join a startup, your future will be brighter.