硅谷打响科技战——这是一场人才之战。各大科技公司纷纷采取高价诱惑政策，希望能在这场没有硝烟的战役中以高价求得精英归。社交网公司Meebo开出1万美元的优厚待遇，希望借此招到精通Javascript的工程师。精英人才俘获战从科技巨头如facebook、apple这样的知名企业到一些刚刚兴起的初创小企业。包括连google这样的科技大佬也在最近采取整体加薪10%的策略以期留住优秀员工。这场战役显现出，顶尖科技精英对于一家公司的成长有多重要，说人才改变公司的发展道路及未来是一点都不夸张的。但是，这些争相竞争的公司企业们，手中紧握的武器真够强劲？
毫无疑问，当今社会科技人才的竞争及要求比以往任何时候都更富挑战性。这是一场竞争力的人才争夺战，如果候选人仅仅只是毕业于著名的教育或供职于大名鼎鼎的企业将注定遭受失败。雇主的眼光必须放长远，候选人除了必须是真正的人才，还需要考虑是否能够很好的适应中国文化，因此，很多围绕文化召开的考核也应包含在招聘流程内。
文化是一种具有规划流程和意义的事物，在企业中设立正确的文化基建是十分必要的。创业者必须谨慎小心的建立起企业文化基因，并严肃培养团队成员的文化价值观。
科技行业竞争激烈，对于那些初创企业的人来说，从创业的第一天开始，你就需要能够保持积极的心态并激励其他队友做得更好。初期，确定共同的价值观是成功的关键一步。因此，你必须保证公司有能力带领团队同向前进。随着时间的过去，这些正确的价值观将逐步细化。并渐渐成为公司的进化路径，因此，雇主应该注重塑造文化基因以确保你的企业能够吸引人才，同时，这也反映了你的核心价值。
将文化灌输融入招聘流程，集思广益的关键思想和定义价值便可以确定录取标准。在界定面试过程的时候，清楚的绘制出每个细节以及它能够如何与你的商业和文化目标相联系。便足以使得你的面试过程体现出对价值观的“测试”，而不仅仅是根据建立挑人才。
此外，由你定义文化价值，并建立一套潜力候选人的标准。基本上说，我们提倡的企业雇佣是基于留个主要核心价值观的：积极的心态、谦虚、所有权、沟通和强度。面临挑选候选人的具体情况，还可将这几项评估价值观规模细化四分。4分为超过预期，1为低于预期。任何一名候选人低于2，则不被录取。在面试过程中如何考核这些价值观，例如：测试候选人的交流能力，任意给出5——10分钟的时间表述任何话题，检测他们的热情度。这实际上是给我们一个评判候选人激情和沟通方式的绝好机会。令人难以置信的反应是，他们可能从流行音乐、娱乐表演、瑜伽姿势、美酒香烟、城市交通一直聊到旧金山。
真正面对潜力候选人的时候，可以给出一个具体表格，让他们优化有序，并确保成功。这表明他们是否能够了解公司企业文化并适应市场需求，他们还可以决定需要做什么特别的行动以实现这些目标。虽虽然通常都没有所谓的“正确”答案，但是通过该对话练习，至少可以使你连理一个了解他们的思维过程，以及他们与其他团队成员的差距范围。
当然，我们也将通过一套严格的面试程序，保证他们足以维持整个过程中的测试强度。所有候选人都至少三次面谈，每次两小时或者以上。该过程能够确保候选人在不同场景下的本能反应，使你最终能够做出较为缜密的判断，挑出最适合的那个一。
总而言之，企业文化价值观必须比招聘广告宣传册来得更重要。公司必须积极培养并提高测量标准，以确保员工符合企业价值核心建设，
谈到文化适应及观念改造等议题上，它们不仅有利于公司的发展，还能够吸引员工凝聚力，并衷心效力于企业。这样一来，企业才能确保优秀人才和顶尖精英长期为公司的发展付出全力。
There is a war in the Valley – a war for talent. Technology companies are willing to go to battle offering dollars and perks to attract top talent. Social networking company Meebo has gone as far as offering $10,000 bonuses to any employees whose referrals lead to hiring JavaScript engineers. Talent poaching is happening at all levels, from technology giants like Facebook and Apple to small start-ups. Even behemoth Google recently unveiled a 10 percent overall salary increase in an effort to retain its employees. The battle makes sense considering that attracting top talent can change the trajectory of a company’s path and strengthen its future. But is the industry armed with the right weapons?
There is little doubt that recruiting and retaining top performers in the technology industry is more challenging than ever. While there is a competitive hunt for talent, hiring candidates simply based on prestigious education or big name experience will ultimately fail. Employers must look beyond a candidate’s talent and consider if a person would be a cultural fit. But in many organizations culture is neither meticulously developed nor defined in the recruiting process.
Culture instead must be intentionally shaped to define the working norms and processes of an organization. Setting the right cultural infrastructure is what separates scalable start-ups from small businesses. Founders must be deliberate in establishing the cultural DNA and training team members to recruit based on a defined set of cultural values.
The technology industry can be intensely competitive, and start-ups in particular need people that will continue through all the obstacles. From day one you need people that will remain positive and inspire others on the team to become better. Defining shared values early on in the company is a critical step to ensuring your team can carry out the vision. Those values can be refined over time and will set up the company’s evolutionary path. Deliberately shaping a cultural DNA enables you to attract talent that reflects your core values.
To implant culture into the recruiting process, brainstorm key ideas and define how those values can be converted into hiring criteria. Define your interview process, clearly mapping out each component and how it relates to your business and culture objectives. Your interview process should allow you to “test” for the values rather than have candidates simply regurgitate resume bullet points.
Using your defined cultural values, create criteria to score potential candidates. Our company hires based on 6 core values: positive mental attitude, humility, true north, ownership, communication and intensity. Candidates are evaluated for these values using a 4 point scale, where 4 exceeds expectations and 1 is below expectations. Any candidate that falls below a 2 in any of the values will not be hired. The interview process then assesses these values. For example, to measure communication, candidates are given 5-10 minutes to present on any topic they’re passionate about. This gives us an opportunity to gauge the candidate’s passion and communication style. The responses have been incredibly engaging and entertaining ranging from musical performances to yoga poses to wine to an analysis of urban traffic patterns in San Francisco.
To evaluate the value of true north, candidates are given a list of company to do’s and asked to prioritize them in an order that will ensure success. This shows how well they understand the company’s fit in the marketplace and how well they can determine what needs to be done to achieve those goals. While there’s usually no “right” answer, this exercise creates a conversation that allows you to understand their thought processes and how well they’re aligned with other team members.
We also put would-be hires through a rigorous set of interviews to ensure they can maintain their intensity throughout the process. All candidates have a minimum of three rounds of meetings each of which last 2 hours or more and involve different staff members across business disciplines. This process ensures that candidates present consistently in different situations and that you’re ultimately hiring someone who can maintain their level of excitement and focus when presented with challenging situations.
Cultural values must be more than words used in recruiting literature; they must be actively cultivated and measured for improvement. One way to accomplish this is to identify a Chief Happiness Officer. The CHO will support the company’s overall wellness in a variety of ways, from planning company outings to building partnerships with non-profits, businesses or agencies.
Focusing on cultural fit versus resume strength, not only benefits the company, but it also attracts employees who want to work for a company that focuses on the bigger picture, by securing long term talent and sending any talent poachers running to the hills.
