How start-up companies recruit talents at low cost

How do start-up companies recruit talents at low cost? Enterprises cannot develop better without talents. Entrepreneurial companies attach great importance to the demand for talents, but talents Everything comes at a cost, so let’s take a look at how startups can recruit talents at low cost.

How start-up companies recruit talents at low cost 1 It is said that management is the most difficult part of running a business, but what exactly is the difficulty?

In fact, management is about three things: managing people, managing things, and managing teams.

Which of the three is the most important? Many people say it’s about managing people, because as long as you manage people well, managing things and managing teams will come naturally.

But this person often causes managers a lot of headaches.

On the one hand, it is unable to recruit suitable talents. Especially in the early stages of entrepreneurship, the company is very poor. It is difficult to have a story like "Tsai Chongxin gave up a high salary of 10,000 yuan to get a monthly salary of 500 yuan from Alibaba."

On the other hand, real talents are often unwilling to obey management. If you manage too much, they will "leave the problem". It often happens that capable subordinates contradict their superiors; and if your management is lax, then What's worse, not only is no one obedient, but the entire team is also in disarray.

In addition, there are more problems:

How to build a talent echelon, how to cultivate talents, how to establish a scientific performance evaluation system, how to select good cadres, how to create an indestructible team, how to distribute good money...

In fact, the root cause of too many problems in the company is "people". If the talent problem is solved well, many "emergency incidents" can be avoided.

Only when the company builds a good talent echelon can the development of the entire company be more stable and orderly.

If start-ups want to get on the right track as soon as possible, they must take the lead in talent management.

So, is there a benchmark company that we can learn from?

Of course, it is Huawei.

In recent years, more and more companies and entrepreneurs have begun to learn from Huawei.

Huawei was founded in 1987. It has grown from a dozen employees to 150,000 people, from an initial fund of 20,000 yuan to revenue exceeding 800 billion yuan, and from a small workshop to a Fortune 500 company. Ren Zhengfei said, Huawei's success is largely due to its success in talent management.

In the past few years, in the face of attacks from foreign forces, Huawei has been under great pressure. However, Huawei people have been united and have shown great cohesion.

The "twisted" Huawei people have achieved technological breakthroughs many times and are still firmly at the forefront of technology giants, making foreign competitors fearful!

This also shows that the ability of talent management is to a large extent the core competitiveness of an enterprise!

Therefore, every company should seize the "talent dividend" and make talent management an essential capability for outstanding entrepreneurs.

Only when a company has established a good talent echelon can its future development be more stable and orderly.

If start-ups want to get on the right track as soon as possible, they must take the lead in talent management.

How start-up companies recruit talents at low cost 2 How to obtain useful talents at low cost

1. The essence of market recruitment is the self-promotion of the enterprise

Candidates The final reason for choosing to join a company is not only entirely related to price (salary, benefits, etc.), but also because of the value provided by the company (employer brand).

For example

When a potential candidate is looking for his next job, he will first log in to a recruitment website and see the flowers on the homepage of the website. Just click on the green logos of dozens of companies and you can see the company's specific recruitment requirements and promised benefits. So, which company’s logo will this candidate choose to click on first?

HR veterans all know that in many cases, companies do not have the opportunity to promote themselves to candidates, because you have no idea whether the candidates will click on your company introduction, let alone Let’s talk about the attractive-looking compensation, benefits and future business designed by the CEO.

Therefore, no matter how many recruitment channels a company establishes and how many job advertisements it publishes, when potential candidates choose to ignore or skip these job advertisements, all the company's investment in recruitment will be wasted. . In order to deal with this embarrassing situation, emphasizing employer brand has become the main technical means of the "market faction".

Employer branding is a concept that has emerged in recent years. Broadly speaking, companies have a broad understanding of employer brand, including part of comprehensive compensation management, employer reputation management, the company's employee value system, differentiated means of improving the human capital input-output ratio, a manifestation of corporate culture, etc. .