Dear Predecessors ~
Recently, my internship in the start-up company is looking for phper, recruitment information in various forums: ppc,php100,lampbrother, watercress ... And wisdom, Chinese talent, blue ideal, 51job ..., 2 months. The number of people who send resumes is very few, but not many years ago.
According to the comments of the people ( http://www. zhihu.com/question/2007 7141 ) revised JD, released for a period of time, updated 3 times a day, but still did not receive a suitable resume.
Seniors, help us see where our JD problem is. Where should I post the job postings?
JD Address:
/ http Bbs.phpchina.com/thread -231912-1-1.html
Reply content:
1) Salary range is too large, you can consider raising the lower limit, hired in the actual ability to evaluate
2) You said the position should be above 8K
3) No company website? No one else can know you better.
4) What you say is very easy to think of as a request, these estimates are only for me to be competent
5) in the technical group to send a look at the invitation, I casually say.
First of all, the salary range of the downline is too low, the average person will think the lower limit is real wages, so if you want 8K recruit, do not write 4k-10k, you directly write 8k-10k.
Look at your JD, feel that no 4 years of development experience basically can not meet your requirements, but your 4K salary limit to meet the requirements of the interest of the people to watch.
In fact, entrepreneurial wages are generally hired by acquaintances recommended, start-up companies are generally difficult to have a very good treatment, into the entrepreneurial company has the meaning of gambling, unless the work for a long time and the cause of people, generally work soon people do not want to go. Frankly, the core of the pay section is not very attractive to start-up companies, and is also near the Pentagon (non-traditional it area), so it will be a bit difficult. So, let your technical leaders help you a lot. Because the initiative to come out of the business should be more or less influential, the acquaintance of the introduction will be reliable.
In addition, see JD is to the eldest brother recruit a few help. So the basic of too NB is not going to go. So the goal is basically a new generation or temporary open-end power. Since wages do not give strength, then in JD or chat or interview to highlight the technical boss of the bull image. I believe that you young people will be in the eldest brother's inculcate, the cultivation of painstaking work, in the solution of various front-line problems under the experience, will not be surprised 3rd, the growth of aggressive brilliance dazzling! And these are in those who step-by-step, to only when the screw, never mediocrity, premature aging, intrigues the big companies can not get! Here your growth is unlimited! In addition, we will also have equity, options, sister, do not have to punch the clock, there is no office political repression. In addition to God Horse leader, manager, director of what a large pile of high-level positions, such as chicken head not for the cattle ah, juvenile! What are you waiting for? In the view of JD itself, it will scare away a lot of people who have just graduated to know that they have a few pounds. At the same time will attract a lot of people who have not graduated, do not know their last name. So it's basically too generic.
Basically, no money, no one. In the case, there are only two paths:
1. appeased, this to the boss himself, looking for a congenial and level of the same person (the boss if you do not understand the technology can understand the product, do not understand the product can understand the design, what do not understand the flicker, do not understand or do not do the boss. You can start with a basic salary for 2-3 weeks to see what can come out. The way to recruit should not trust these recruitment sites, the chances are very slim. Basically good direction is: Friend Introduction, entrepreneurship Café, Technology Forum. Basically if you can know the technical Daniel in a school, let him go to find someone will be easier, you can also in the technical aspects of the check.
2. Buy anyone you can recruit, and use only his strongest side to solve other problems. Take a moneyball example: you don't need a player who is as good as who he is, you just have to find a way to solve the problem that the person can solve. From your JD, you may just need someone who can do a website on your own. Generally speaking, PHP is more popular, mature technology, but if it is ruby,python or even C users can not do what you want it? The. NET will be even more than PHP. Can't a person who is completely proficient in PHP be able to do your website? None of this is a certain thing. So a start-up company if in the beginning to limit themselves to the PHP Programmer's box, no doubt the road is narrower. Here the specific situation is, if a 8k of people proficient in the hard to find, it can find 3 2k of people to replace it. There will be more problems with more people communicating, and the risk of doing things will strengthen. Depends on the ability of your boss. Personal opinion is the bottom line of hiring: 1. Recruit professional people. Take money, do things, come and go free, personal problems and work will not divide the boundaries. 2. People who are willing to learn. Developed to a certain scale, and is quite the size of the existing open source software can solve the problem, it may be ugly, but if you want to solve the problem, it will be able to solve. Only to a very large scale, will need to recruit real NB people to design/develop some of their own programs. On such a scale, there will naturally be people willing to take on new challenges.
Therefore, the summary is this JD to change, the focus of the recruitment direction also to change. The person in charge of recruiting should also change. (not to say that your ability is not good, is the identity of the problem to decide the boss himself must have) the boss can be seen in your company's situation and the boss himself, I have no inconvenience to say more, I do not understand. Some points about JD:
1. The company introduced a portion of the dry, the top 500 bosses can only represent the past, not representative of the future.
2. Salary range must be accurate, you do not know how much money you can make, on behalf of you do not know what you want the person
3. Don't confine yourself to PHP programmers, and it is only a matter of time before a person who is proficient in any language learns PHP.
4. Recruit a PHP programmer, and then write a JD recruit back-end engineer (requires familiarity with server configuration and MySQL). Each 4k
5. In addition to the PHP add-ons and requirements, the previous paragraph is all moved to another JD, the PHP section only left the requirements of the previous paragraph, without adding a sub-item, add to the requirements of the PHP framework, such as Zend and code lignitor.
6. Or I may understand wrong, your PHP use is biased back-end, that is better, write a recruit back-end engineer JD, no restrictions on language, PHP programmers do not have to look for.
7. Pay for a designer to re-make a poster design for someone, now this design can only reduce points, not add points.
The above is not necessarily right, please consider it as appropriate. I am not responsible for the success or failure of your company. If you do what I say useful, you can secretly thank me:) We are also a start-up company, also looking for phper, also in the Pentagon, almost put your JD to change the company name can be regarded as our use, hehe, open a joke.
I also took a long time to recruit, in addition to the development of PHP, I also recruit mobile development, it is interesting to understand ios/android and willing to come to start-up companies are more than PHP. It is estimated that the fiery mobile wave has ignited many entrepreneurial hearts.
Back to the point, since the company has a technical cattle, then there is no need to find a high level of people, age, the basic skills of a solid, entrepreneurial mentality of people enough to use, JD to be targeted.
In addition, the real focus on the technology of the start-up companies will not let an internship of the HR recruitment, see the company sent what people do usually can see the company's attitude to the matter. Take the initiative.
This recruitment information is not a bit appealing
Unsolicited investment may not be a private invitation.
Look at JD, my first feeling is that the salary is a little low. If the job seeker can meet most of the requirements of the job, it will not consider the salary level. The second feeling is that JD is a person who is not very rich in recruiting experience to write, so I suggest to find two people (one HR a technical person) to discuss and write one of the best. The 3rd is that since it is a start-up company, employees will have to face some additional risks and costs compared to the mature company (big companies even if the salary is general but some would feel that as a springboard for job-hopping is also good), so the salary not only passable, it is better to be a little higher. As for the position of the company, a friend mentioned, it is also a more important point.
To conclude, it is often a good way for startups to attract talent, not knowing what your leadership thinks about incentives like options. There's only one reason: too little money.
Salary Range: 4~10k
Work Location: Shanghai Wujiaochang area, subway line Line 10, 15 minutes walk to
Proficient in PHP development language
Familiar with Linux environment (Ubuntu is preferred)
Master MySQL design, optimization and clustering.
Familiar with Nginx principle and configuration
Familiarity with the jquery framework is preferred
Proficient in all levels of cache design (e.g. Memcached,redis,varnish)
Familiarity with Message Queuing such as RABBITMQ
Experience with high concurrency load balancing in the Web and data tiers
Multi-lingual development experience
Good code programming habits, strong data analysis and problem-troubleshooting capabilities
Focus on the latest development of the industry, thinking about cutting-edge technology and its design concept, learning
As the saying goes, demons are earning 20,000 as much as dogs, and 4k is probably one-fifth dogs.
Also if you can change MySQL to MySQL, jquery to jquery ... I'm sure it will help you with your recruitment. WordPress and the MediaWiki community I've been recruiting people for personal technical charm.
