Hiring that first employee is an exciting and important milestone for any new business owner. Whether it happens immediately following your launch or after you've been in business a few months, the ability to add someone to your staff means you're on the right track for growth. But in the chaos of trying to scale up, you may rush the process and hire someone who isn't quite right for the job.
新公司成立了，該招聘員工了，這是一件多么振奮人心的事啊。無論你即將實現(xiàn)這項日程，還是你已經(jīng)在職場縱橫一陣子了，能夠擴增員工數(shù)量對于公司的發(fā)展來說是一件好事。但在正在擴大規(guī)模的復(fù)雜環(huán)境下，你很有可能加快進度而聘請了不適合這份工作的應(yīng)聘者。

Taking your time with early stage hiring may not always be possible, so how can you be sure that your first employees are the right fit? Here are a few basic rules for making your first hire.
如果你想要從容地招聘員工，這對于公司成立初期來說是不大可能的事情。所以你必須清楚了解哪種類型的員工才適合你的公司。接下來介紹幾個方法，幫助你招到理想的員工。
DO 應(yīng)該做的事
Make your expectations clear. If you want to find a candidate who truly fits the bill for your company's opening, the first step is to be crystal clear about the skills and responsibilities required for the job. Ideally, you'll do this up front in the job listing to weed out unqualified candidates, but bringing the requirements up again in the interview will confirm whether a potential employee is right for the job.
清楚自己的預(yù)期標準。如果你需要一位適合公司成立初期的參與者，第一步該做的就是清楚了解他/她應(yīng)當擁有的技能和承擔的職責。理論上來說，你把工作職責清楚列明就能幫助你排除不適合的員工，但是也要在面試的過程中提及由此確定是否存在潛在的適合此工作的員工。

Consider a candidate's cultural fit. Although a candidate's skill set and prior experience are extremely important, your first hire also helps to form the basis of your company's culture and work environment. For this reason, you need to be sure that the candidate's personality type meshes well with yours and the other founding team members', if applicable.
考慮求職者的組織文化適應(yīng)性。盡管求職者的技能及其以往工作經(jīng)驗是招聘過程最重要的因素，但是首次招聘還需要你考慮到求職者能否適應(yīng)公司文化和工作環(huán)境。由此，你就要了解求職者的個性是否與你的工作方式契合，還有與其他同事相處友好。

Reach out to your network for referrals. Many seasoned entrepreneurs warn against hiring close friends and family members, to avoid personal relationships getting in the way of business. And this is generally good advice. However, your network of professional contacts could be a great resource for finding qualified candidates.
搜尋人際關(guān)系網(wǎng)：許多經(jīng)驗豐富的企業(yè)家都非常注意一件事情：不雇用太親密的朋友或家人。因為這很有可能傷害到事業(yè)。這也是一個好的建議。不過，你的人際關(guān)系網(wǎng)也是一個很好的招聘合適員工的資源，所以要懂得合理利用。
DON'T 這些事不能做
Skip the reference check. You may have a great gut feeling about a candidate, but that doesn't mean he or she is perfect. New business owners should conduct reference checks on any potential hire, even if you're sure about offering the person a job.
忽略背景調(diào)查。也許你對于某一位求職者抱有很大的信心，但是這并不意味著他/她就能符合這份工作。新興企業(yè)負責人應(yīng)該對每一位潛在的員工進行背景調(diào)查，不管你是否確定要聘用他/她。

Offer someone the job on the spot. There's often a sense of urgency during early stage hiring for a startup or small business. As tempting as it may be to hire the first qualified candidate you meet, interviewing other candidates will give you a more well-rounded sense of what's out there.
當場聘用。沒錯，公司成立之初非常需要人手，所以當你遇到你覺得合適的員工的時候，你就會覺得是一個誘惑，此時，你不妨再面試其他的求職者，也許你會有更深入更全面的見解。

Forget about the future. A fast-growing company has a lot of immediate needs, but you also have to think about your future growth goals and where the company is headed when hiring your first employees. These early team members need to share your vision and should want to work toward those objectives.
忽視前景。一所發(fā)展迅速的公司的確存在很多急切的需求，但你也要考慮到公司未來的發(fā)展以及公司當前的進度，所以在招聘首批員工的時候要慎重考慮。這些早期的員工們將肩負著與你共同進退的責任。