How to hire the best people you.doc

How to hire the best people youve ever worked with Jun 6, 2007 There are many aspects to hiring great people, and various?people?smarter than me have?written?extensively on the topic. So Im not going to try to be comprehensive. But I am going to relay some lessons learned through hard experience on how to hire the best people youve ever worked with -- particularly for a startup. 关于如何招聘到优秀的人才，可以从很多角度来探讨，各种比我聪明的人在此问题上都写过大量的文章。 所以我不打算在这篇文章里涵盖全部的方面。但是，我打算分享一些通过教训而总结的经验，关于如何招到最优秀的人的经验，尤其是对一个创业公司来说。 Im going to cover two key areas in this post: Criteria: what to value when evaluating candidates. And?process: how to actually run the hiring process, and if necessary the aftermath of making a mistake. 在这篇文章里，我讲讨论在招聘时最主要的两个方面。 标准：当你在评估应聘者的时候，什么是值得被关注的。 然后就是招聘的过程：如果 Criteria first. Lots of people will tell you to hire for intelligence. Especially in this industry. 首先是标准。 很多人会说，你得雇佣聪明的人，尤其是在这个行业。 You will read, hire the smartest people out there and your companys success is all but guaranteed. 但是我要说的是，雇佣最聪明的人，并不能确保你公司的成功。 I think intelligence, per se, is highly overrated. 我觉得聪明才智的作用被过分的夸大了。 Specifically, I am unaware of any actual data that shows a correlation between raw intelligence, as measured by any of the standard metrics (educational achievement, intelligence tests, or skill at solving logic puzzles) and company success. 更准确地说，我并没有发现任何实际的数据可以证明员工的天资聪颖与公司成功的因果关系。这种聪明有很多的标准量化数据来衡量 比如在学业上的成就，智商测试或者逻辑解题能力。 Now, clearly you dont want to hire dumb people, and clearly youd like to work with smart people. But lets get specific. 很明显你不想要蠢蛋，也很明显你喜欢和聪明的人共事，但是让我们说的更明白一点。 Most of the lore in our industry about the role of intelligence in company success comes from two stratospherically successful companies -- Microsoft, and now Google -- that are famous for hiring for intelligence. Microsofts metric for intelligence was the ability to solve?logic puzzles. (I dont know if the new,?MBA-heavy?Microsoft still does this, but I do know this is how Microsoft in its heyday worked.) For exam