How to recruit entrepreneurial team?

First, don't rush to recruit new employees.

You may feel that you are short of a professional now, and you are anxious to recruit a new employee. However, please slow down and think carefully before posting the job advertisement. Is it really necessary to recruit this person? Do the existing talents in the team also have this expertise (although it may not be their expertise yet)? Assign a new task to team members: take charge of a new job, learn a new skill and grow into a new role. This method can expand your limited resources and remind you to think carefully about your core tasks and not to do anything outside the tasks. This does not mean using employees to take on too many non-core responsibilities. It means cultivating and improving the ability of team members to grow and innovate independently.

Second, the team composition

If you want to set up a technology company, your team should be mainly composed of developers, engineers and programmers in the initial stage. You should try to build a team with complementary skills. However, if this plan is not feasible, you must focus on the core tasks of the company. Employees in marketing and other traditional businesses can be hired later. In addition, please don't worry about the background service. At first, you will definitely want to outsource these services.

Third, outsource basic work.

Similarly, outsourcing financial, personnel and legal affairs is also a wise choice. These are all important components of enterprise success. You need this knowledge. But if the company is still in its infancy, it is almost impossible for the founding members to have professional knowledge in this field. In addition, your initial budget for hiring employees may not be enough to cover the recruitment costs of these positions. Outsourcing these positions can ensure that your company has the ability to formulate financial strategies and operate well while focusing on internal resources to develop business.

Four. There are no recruiters who take the initiative to apply for jobs in your company.

It is best to recruit people who have been hired by others. Not only are you jealous that other companies have these talents, but you hope that your competitors already have these talents. But because: if you or members of your team have worked with a very famous person, it is a good idea to dig them into your own team. Of course, it is very difficult to persuade these people who are not going to join your company to give up their stable jobs and join your new team. However, in order to gain their knowledge and experience, it is worthwhile for the company to take the initiative to explore them. And recruiting familiar people to join the team is also conducive to the seamless integration of the team. In addition, in the process of recruiting these people, you need to actively introduce your company to them. You can think of this as an exercise, because you will do all kinds of work to improve yourself in the future.

Verb (abbreviation of verb) industry experience

This condition is sometimes not so easy to meet. However, if the employees you recruit already have some experience in your field, their learning curve will be greatly reduced. Moreover, experienced employees are more likely to have the same vision and enthusiasm as you, and they can also chat with you.

Six, * * * The same vision

This does not mean that employees are required to think and act like standard robots. Just ask your employees to have the same goals as you. They understand the company's goals and are committed to achieving them. Each of them is full of confidence and passion for this cause.

Seven, entrepreneur personality

Equally or more importantly, the employees you recruit must have a correct conceptual system. If the person you want to recruit has good industry experience and is excellent, but his personality is not very good, and his work philosophy is incompatible with your corporate culture, it will not work. What kind of personality is suitable for enterprise development, each company's standards are different, but there are also some common core qualities:

Innovation and innovation

flexibility

Love adventure

the hunger for knowledge

Recruiting new talents may not create more value for you soon. Of course, people who make mistakes in recruitment will definitely not. Recruiting the wrong person will put the company into a bottleneck, and even problems will arise when recruiting people. Don't let the company get into such trouble. You should take recruitment seriously as a company's business process model: think deeply, analyze your core needs, and don't act rashly for the sake of action.