How to find outstanding talents

The people you want to recruit are often in short supply, and rarely are they really looking for a job. You need to find them and convince them to join your team. But where can I find it? Here are some possible suggestions: 1, someone you know, or someone your team knows. This is the simplest and most effective method. I know an entrepreneur who asks everyone he hires the same question on their first day at work: "Who have you worked for? Who is your smartest person? Who do you want to work with again?" Then he added these names to the list of people he tried to recruit. This is an effective way to find talents and build a capable team. 2. People who work for your competitors. I often tell entrepreneurs that they attach too much importance to their competitors, and they should pay less attention to their competitors and focus on their business plans instead. However, on one hand, paying close attention to competitors can bring a lot. If you find a sales talent who can beat your company in sales and bring benefits to your competitor's company. You should try to persuade him to leave your competitor's team and join yours. It may be a problem for companies without competitors, but the reality is that only well-organized companies can do this, and most companies can't. 3. Recently acquired companies. When a company is sold, it means that its team has entered the market. Buyers certainly know this and use contracts to bind important employees. But as long as your proposed transaction is reasonable and attractive, and you are willing to spend some time, you can also find excellent employees. Therefore, when a company is sold, find out who is the best in the team and try to win him over. It may take some time, but don't give up and keep fighting. It will always succeed in the end. 4. Countries or other parts of the world. This becomes very applicable if you are in a center where the competition for talents is fierce, such as new york or Silicon Valley. The best talents are often controlled by the company next door. I have seen companies looking for talents from other parts of China or other parts of the world and bringing them back to SF in new york for resettlement. This method has achieved great success. They found these talents in companies such as Stack Overflow, Behance (both USV portfolio companies), Dribbble and Github. With economic stimulus and other effective help, this resettlement is usually simple and harmless. Introducing talents from abroad is everything mentioned above, plus overcoming the immigration policy. Although it seems painful to do these things, it is actually worthwhile to find useful talents in the right company. 5. University. You can't set up a company entirely with fresh college graduates. Your team needs people with experience and management skills. But you can supplement your team with some people who have just started working. The source of new employees is, to a large extent, senior students who are actively looking for jobs on campus. I once invested in a company in the 1990s, and the sales team hired by the company failed to successfully complete the sales task. The CEO of the company fired the whole sales team and used smart and cheap college graduates instead. They are full of enthusiasm and energy. Soon the sales situation improved. But this move does not apply to everyone, but at least it is good for that company. Under the correct management, college graduates can often make amazing achievements. If you plan to accumulate some experience in recruiting college graduates, I suggest you set up an internship plan for those students who plan to work in your company. You can do this project in many ways. One of our companies offers senior students the opportunity to work 10 hours a week. Then they choose the best interns and give them the opportunity to work full-time after graduation. There are also institutions like hackny that can bring excellent summer interns to your company. 6. Big companies in the market. This method is actually a bit dangerous, because you will find that many people are idle in big companies, and of course you will never want to recruit such people. But the fact is that when big companies, such as Google, Yi Bei, Yahoo and, yes, even Facebook, become bigger and bigger, they become unsuitable places for passionate and energetic employees to work. These workers are unsuitable and will do harm to the company. Because, we should focus on recruiting employees who have worked in the company for three years or more. 7. Your investors. In fact, venture capitalists, like everyone else, are excellent recruiters. We sit in the recruiter's job every day. Those who are eager to find a job often come to us and tell us their job needs. We get information about people from various sources. We communicate with job seekers, take them to lunch and get to know them in more detail. We introduce these suitable job seekers to different companies. Therefore, if your investors don't help you find the right talent, they haven't done their job well. So, these are some places where you can find suitable talents. Don't expect to find the right person easily. Recruitment is a job that many people spend a lot of time on, even the only job. Even if you can't spend all your time on recruitment, you still have to do it every day and think about it all the time. You need a strategy, a process and a commitment to this process. In the long run, you will get the result you want.