First of all, I agree with Shi Yuzhu, but it may not be suitable for every company, especially entrepreneurial companies. As a diaosi entrepreneur in the field of mobile Internet, it is more difficult to recruit people than to find customers. Although there are many talents, it is difficult to find talents suitable for the company. Whether it is a big company or a small company, the requirements for talents are different. In my opinion, these talents are suitable for your company. There has always been a metaphor: a startup is like a small pond, suitable for raising small fish. With the continuous development of the pond, small fish gradually develop into big fish, and occasionally some supporting big fish can be introduced. If you put the big whale in the small pond from the beginning, you can't let the whale play completely. Therefore, a great man from a big company is like a big whale. After transferring to a small company, he may not feel like a duck to water and make achievements, not because of his incompetence, but because of the environment. People who meet the needs of company development are talents, and companies that meet the needs of talent development are good companies. Last week, my colleague shared an experience with me. Before pushing talents to customers, I usually write a specific number in my resume according to the salary expectation of talents, and the probability of being informed of the interview is relatively low. Now when we communicate with talents, we will ask him what is the lowest and the highest acceptable. Then when you send a resume to a client, the salary expectation will generally be written in a range. Because writing a range to write down his acceptable psychological limit and slightly higher market price, some companies will arrange interviews, which shows that this salary is negotiable and has certain control, and it also shows that this person is not so haggle over every ounce. Some people have strong skills and high wages, and the general company will not make an appointment for an interview. What kind of person is the company looking for? Not to find a person with strong skills and high price, but to find a suitable person. What startup companies need most is people who solve problems rather than complain. There are actually many problems in both start-up companies and large companies. It's just that big companies have fewer problems and entrepreneurial companies have more problems. Because in the process of continuous development, large companies encounter various problems, which are solved step by step, and there are few natural problems. Therefore, talents who enter large companies have many advantages, such as perfect training system, perfect management and good welfare. When you enter a small company, you will find that the management is not good, you can't learn anything, the salary is too low, the position is too biased, the benefits are not good, and the boss has problems. In short, there are many problems in startups, and I feel that I am going to close down soon. The purpose of boss recruitment is to let talents solve problems together, not complain. A high salary can keep a talent, but it can't keep a talent's heart to communicate with many customers. Among the Internet companies in Shanghai, companies whose salaries are higher than the average market price tend to have a higher brain drain rate than those with lower average market prices. But a high salary can keep a talent, not necessarily keep a talent's heart. Because there are many factors that determine whether talents stay, the influence of salary is different for talents at different stages. For those who have worked for less than five years, salary is the most attractive. For talents who have worked for more than five years, the industry direction, projects or products should be considered first, and then the salary and treatment. Talents who are often attracted by high wages are easily poached by other companies with higher wages, because talents are too greedy for money and have the lowest loyalty to the company. Therefore, it is best for entrepreneurial companies to motivate talents in the form of basic salary+bonus and stimulate their fighting spirit. Qualified employees don't recruit, and unqualified employees don't recruit, but the highest cost of the enterprise cultivated by the company is not necessarily to pay low salaries to a large number of unqualified employees. Why do companies recruit a large number of unqualified employees? Is the boss crazy? The failure to recruit qualified employees is mostly the problem and responsibility of the company. Even if a large number of unqualified employees are recruited and employees are not allowed to grow into qualified employees quickly through the company's platform, the company still has problems. Contact with many company bosses, I don't know what kind of talents I want in my heart. The fuzzy positioning of talents makes the talents actually recruited by HR and the employing department have a great error with the talents needed, and it is easy to fall into the ranks of unqualified employees. Last week, I just finished reading the book "Building facebook" written by @ Wang Huai Harry, and I highly recommend it to everyone. The growth of facebook is very important to talents: how to recruit talents, how to cultivate talents, how to mobilize the enthusiasm of talents, how to manage talents, and how to make talents create value. The book introduces the practice of facebook in detail! @ Shi Yuzhu: According to my experience, when giving employees high salaries, the actual cost is the lowest and the company takes the initiative. In front of talents, if you are higher than the salary given by other competitors, looking back one year later, the profit you get is far higher than the cost you pay-the highest cost of an enterprise is not to pay high wages to qualified employees, but to pay low wages to a large number of unqualified employees. Author information: @ Tian Keshan, founder of mobile phone networking, @ Mobile phone networking? 0? 2 is the mobile Internet talent service platform. 20 12 years has served many large companies and startups in the field of mobile internet. 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