評論
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And most uh, first time founders are very bad interviewers.
大部分初次創(chuàng)業(yè)者都不怎么會面試
But very good at evaluating someone after they've worked together.
但在和人共事后就會變得擅長評估一個人
So one of the pieces that we give advice,
所以我們給出的一條建議
one of the pieces of advice that we give at YC is,
我們在YC給出的一條建議是
try to work together on a project rather than just doing an interview.
和候選人合作一個項目來代替面試
Um, if you are gonna interview, which you'll probably do as well,
如果你要面試，有時不可避免要面試
you should ask specifically about projects that someone has done in the past.
那你應(yīng)該針對面試者過去所做項目問一些問題
Um, you'll learn a lot more than you will with brain teasers.
比起腦筋急轉(zhuǎn)彎，這將讓你學到更多
For some reason, young technical founders love to ask brain teaser questions
由于某些原因，年輕的技術(shù)創(chuàng)業(yè)者喜歡問腦筋急轉(zhuǎn)彎問題
rather than just ask what someone's done.
而不是問面試者做過什么項目
Really dig into projects people have worked on and call references.
要深挖面試者做過的項目，還可以給推薦人打電話
Ah, that is another thing that first time founders like to skip.
這是另一件頭回創(chuàng)業(yè)的創(chuàng)業(yè)者會忽略的事
Um, you want to call some people uh, that these people have worked with in the past.
你給候選人的推薦人打電話
And then when you do, you don't just want to ask like how was so and so.
此時不要只問“某某某怎么樣啊？”
Like you really want to dig in, like is this person in the top 5% of people you've ever worked with?
你得深度挖掘，比如這個人是否能在你共事過的人中排到前5%？
What specifically did they do?
他們的專長是什么？
Would you hire them again?
你會再次雇傭他們嗎？
Like why, why, why aren't you trying to hire them again?
還有為什么，為什么你不想再雇傭他們呢？
Um, you really have to press on, on these reference calls.
你得在這些通話中不斷向前推進
Um, another thing that I've noticed from talking to a lot of YC companies,
與許多YC孵化的公司談話，我注意到的另外一件事是
is that good communication skills tend to correlate really well with hires that work out.
是否有良好的溝通技巧與招到的人最終能否勝任工作有很大關(guān)系
Um, I used to not pay attention to this.
我以前沒有注意到這方面
We're gonna talk more about why communication is so important in an early startup.
我們會在之后更多地談?wù)劄槭裁礈贤ㄔ谠缙趧?chuàng)業(yè)中是如此重要
If someone is difficult to talk to, if someone cannot communicate clearly uh,
如果某人很難溝通，如果某人不能清楚地表達
it's a real problem in terms of their likelihood to work out.
那他就很可能不適合這份工作
Also for early employees you want people that have somewhat of a risk taking attitude.
對早期的員工來說，需要具備承擔風險的態(tài)度
Uh, you, you generally get this or they wouldn't be interested in a startup.
必須要找這樣的人，不愿承擔風險的人對創(chuàng)業(yè)其實不感興趣
But now that startups are sort of more in fashion um,
但現(xiàn)在創(chuàng)業(yè)也成為趨勢
you, you want people that actually sort of like a little bit of risk.
你要用那些喜歡冒險的人
If someone's choosing between like McKinsey and joining your startup, very unlikely that,
如果有人糾結(jié)于選麥肯錫還是你的公司
that person's going to work out at the startup.
這個人很可能不適合創(chuàng)業(yè)公司
Uh, you also want people who are maniacally determined.
你也需要異常堅定的人
And that is slightly different than having a risk tolerant attitude,
這與愿意冒險的態(tài)度有些許不同
so you really should be looking for both.
所以你要尋找符合這兩種情況的人
By the way, people are welcome to interrupt me with questions, as stuff comes up.
順帶一提，大家有什么疑惑都可以打斷我，問問題
