It has been a long time since I wrote a new book. The main reason is that I have spent a lot of time writing my third book. Thanks to the publishing house teacher’s repeated guidance, constantly let the new book again and again.

As team 1 continues to expand, we need to constantly recruit new people to join the team. Recently I interviewed nearly 50 people, large and small. Including development, operations, product positions involved.

For this period of hiring, share it with product managers who are planning to start their own businesses. It’s also the blood experience we gained after burning hundreds of thousands of them.

First thing, you know what you’re looking for before you hire

Among the many companies on the Internet racetrack are small but beautiful start-ups in verticals. The recruitment process is very simple and rough. The HR of the company recommends a suitable resume to me. As long as it meets the basic requirements (educational background and previous working experience), I will inform the HR to invite an interview.

In the process of recruitment and interview, we do not have the same complicated interview process as other companies. I usually communicate the basic information to my subordinates after the interview, and send the offer directly if I meet the requirements.

First question: Every company’s business is different, and even the smallest company has a minimum business model. But should startups hire when they don’t even have a clear business model?

My answer is:

Do minimum unit recruitment for possible business models. Many startups have business models that make money in the early stages, but don’t have the time or enough data to see if the business model is stable and growing.

Note that the growth here is in the benefit first. It is not the growth brought by investing a large amount of costs or equally expanding input resources, but the cost coefficient keeps decreasing and the growth is getting higher and higher.

Doing the minimum unit recruitment through the feasible direction of the business model means that the closed loop of the business must be completed. For example, offline outpatient service requires at least four roles: receptionist, outpatient doctor, sales, and customer service to complete the operation of basic outpatient service.

Only after someone comes in can the business be completed. Finally, the results can verify whether the business model is feasible.

Second thing: recruitment and induction should have a sense of ritual

Most of the Internet startups around me, the average age of the people who joined the Internet companies is already after 95. For students born after 1995, the first thing is that the company must have a decent facade.

Good facade can reduce recruitment costs.

Hiring cost = hiring expense * Time spent on hiring * Business lost to the company

Therefore, I highly recommend that new product managers choose the shared incubator. Rather than renting a separate office space, after all, the incubator facade can be more cost-effective and flexible than renting a separate office space.

The facade includes not only the office environment, but also the transportation distance. For example, if you choose to set up an incubator in The Guangming New District in Nanshan District, shenzhen, where the Internet is concentrated, the recruitment cost is prohibingly high.

Third: be honest with job seekers

The reason why the turnover rate of many startups is so high is not essentially what Jack Ma said: “you either have less money or you have to suffer.”

The real reason why employees leave their jobs is because of the boss accounted for 80% of the reasons. For startups, it’s the boss

So be honest when you’re hiring. Do not over-package your company and team, and inform the actual business situation of the company, and actually restore the working environment and business status, which will reduce the turnover rate after entry.

At the same time, the position of the recruitment staff must be clear.

  • For example, the so-called management positions are invited to join hands to develop.

  • For example, for employees who need to work at the grass-roots level, the company’s working hours, working rules, and output quality requirements are proposed.

Fourth: good working atmosphere

The work atmosphere is whether the company thinks together for the development of employees or is very closed and only for the boss.

** Work environment = Salary + daily benefits + Stress + Hours **

Make sure your salary is not below market value, especially for market startups. Talent recruitment money is not less.

Daily benefits, the working atmosphere of the Internet company should fit the habits and culture of young people. For example, afternoon tea at work and daily team building should be in line with young people’s social style. Make the concept of home for everyone

Work stress is an aggregation of performance, but mainly reflected in the complexity of work tasks and task objectives. Especially in operations, new employee goals must be set according to the current performance of the business.

Startups don’t even have to think about OKR, just KPIs. Because KPIs are key to a company’s revenue business, OKR requires employees to be proactive. The quality and cohesiveness of a startup can’t be achieved by early employees.

That’s all for today, so if you’re thinking of starting a product manager startup, please click the like button