作为创业者来说，单单靠自己的力量是远远不够的。最理想的状态就是能够招募到一群志同道合的朋友或者员工来一同打拼。然而在雇佣员工方面，有很多的注意点。比如说，要遵循几个原则：首先是因事择人原则，即上面所说的志同道合；其次，就是公开、公平和公正原则，要给应征者平等的竞争机会；再次，竞争择优原则。当然，公司的招聘还要遵循效率优先原则，招聘活动要尽可能用低的成本找到合适的员工。
当下，最为流行的励志书籍之一就是Stephen Covey的《高效率人士的7大习惯》。这本书之所以能够吸引如此多的读者，是因为人们被CEO或者业务总监身居高位却如此的坚定和付出所震慑了。
以下就是CEO王牌雇佣准则的内容：
符合公司的发展要求
Ask-the-right-qs-1080x675
关注他们成功的原因是非常重要的。有些人会说，如果雇主不能招聘那些有能力的人来为其服务，他就不会成功。一家大型企业每年在组织寻找合适的潜在招聘对象的过程中都会损失成千上万美元。为了使得公司损失最小化以及利润最大化，CEO需要招聘合格的雇员。为了避免做出错误的招聘决定，他们需要寻求那些有对口技能和证书资质的人。如果候选人没有达到要求，那么雇主就不应该再将其考虑在内。而那些最成功CEO的招聘策略则可以给你启示，告诉你如何为自己的公司招兵买马。
绩效考核
对于你来说，招聘一位员工并且给他一定时间的试用期来考察能力是一个不错的做法。而此后他的去留都取决于在试用期内的表现。而另外一种检验雇员能力保守的方法就是让他独立完成一个项目。但是，还有一点很重要，那就是你要咨询一位精通劳动法的律师来确保你的雇佣合同中有关试用阶段的条款的可行性。
现实中没有十全十美的人
因为人无完人，所以你需要宽容个人的某些缺点。每一个个体都存在缺点，但是最重要的是招聘那些长处突出而缺点略少的人。为了达到这个目的，你可以把集体的共同意愿和理想分解成那些可调停、可选择以及值得拥有的部分。这样才能让自己清楚明白自己是否愿意妥协。
人无完人
并且，在你面试候选人时，你还需要尽可能调整自己的态度，拿下领导的帽子，以免对员工太苛刻。所以说，记住打破某些固有习惯还是很重要的。
员工是你的镜子
Bill Unrue是InsureWell的CEO，他认为所招聘的员工某种程度上反映了雇主的特征。每一位CEO都必须意识到：雇员的内部或外部行为都是公司的外界反馈。Unrue说：“如果有两位有着相似资质的人需要做出选择，你一定要选择那个热情大于一切的。”在企业初创之时，无限的驱动力可以弥补某些技术上的缺陷。
听听Rockefeller怎么说
John D. Rockefeller是 Standard Oil 的创始人兼CEO，他有一句关于强调招聘顶尖人才的名言。他说：“我不信有什么还能比坚持更必要，更能带来成功。坚持可以战胜所有的困难，甚至是人类的极限。”且不谈论他们的技术如何，你只要招聘那些能够证明自己充满无限活力并且积极进取的人。
perseverance
联邦快递（FedEx）CEO Fred Smith
联邦快递的CEO Fred Smith与Facebook的Mark Zuckerberg有着同样的信念，他偏向于公司的招聘要反映出领导人的原则。这是招聘那些为公司发展做出贡献的能力者的唯一途径。他说：“领导者站在前沿，不断地提高评判自己和接受评判的标准。”对于将来的创业家和CEO来说，招聘员工时做出正确决策是非常重要的。CEO必须要在面试过程中识别出顶尖人才。
Startup CEOs Share Their Number One Hiring Tip
One of the most popular motivational books of our time is “The 7 Habits of Highly Effective People,” by Stephen Covey. The book has actually attracted large numbers of people who are amazed at how devoted and determined CEOs or business directors acquire and preserve such high positions.
The best cogs in the machine
It is important to note the reasons for their success. Some would say that a CEO cannot be successful if he or she does not employ the services of capable employees. A big organization loses tens-of-thousands of dollars a year in the course of choosing the right candidates to hire. In order to minimize losses and maximize profit in your company, there is a need for CEOs to employ qualified candidates. To prevent making the mistake of hiring the wrong employee, CEOs have to search for a candidate that has the qualities and credentials he or she seeks. If the candidate does not meet the requirements needed, that candidate should not be considered. Examining the hiring tactics of the most successful CEOs gives new insights into how to hire for your own company.
Test performance
It’s a good idea to hire a person and put him or her on probation for some time, after which the candidate will be fully employed or laid off depending on his or her performance. Another conservative method to test prospective employee abilities is to create a project that can be completed as an independent contractor. It’s important to note however that you should talk to a labor or employment lawyer to make sure your employment contract talks about the test period appropriately.
The perfect person doesn’t exist
Since no one is perfect, you need to tolerate some weak points in individuals. Every individual has his or her own weak points, but the most important thing is to employ one whose strengths far outweigh any weaknesses. You can do this by breaking down your collective wishes, hopes and dreams into deal-breakers versus nice-to-haves. That’s the best way to figure out where you’re willing to compromise.
You also need to shift your priorities as you interview candidates to avoid being too rigid on your employees. It’s therefore important to bear in mind that there are some deals that are meant to be broken.
Your employees are your reflection
Bill Unrue, the CEO of InsureWell believes that the employees you hire are a reflection of you. Every CEO must realize that all actions of their employees, both internal and external, are reflections of the company. “If you are choosing between two candidates with similar credentials, always go with the one who shows boundless enthusiasm–over other considerations, says Unrue.” In business, a relentless drive can make up for quite a few lacking technical skills at the very beginning.
Listen to Rockefeller
John D. Rockefeller was the founder and CEO of Standard Oil and his most famous quote puts emphasis on hiring top tier talent. He says, “I do not think there is any other quality so essential to success of any kind as perseverance. It overcomes almost everything, even nature.” No matter their skills, only hire people who have proven themselves to be relentless go-getters.
FedEx CEO Fred Smith
Frederick Smith, the CEO of FedEx has the same belief as Facebook’s Mark Zuckerberg. He recommends that the company’s hiring practices should reflect the principles of the leader. This is the only way to hire capable employees that have all it takes to contribute to the growth of the company. He elaborates:”Leaders get out in front and stay there by raising the standards by which they judge themselves–and by which they are willing to be judged.” It is quite important for would-be entrepreneurs and future CEOs to make good decisions when it comes to employing a staff. A CEO must have the quality of recognizing top talents during interviews.
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HRTech China-中国人力资源科技 
2015-08-12 09:02:18 
