For start-up enterprises and growth enterprises, excessive spending is fatal, so if it is not necessary, the bosses are tight budget, unwilling to employ too many employees; Moreover, the recruitment process is time-consuming and laborious. If there are no relevant job vacancies, why should we recruit?

但有些老板卻不同意這樣的看法，他們常常反其道而行，認為招聘是發掘忠誠人才的方式。即使沒有崗位空缺，隨時都要把握住好的人才。若你只在有需求時才開始招聘，非常棒的人選又恰好無法配合，你只能退而求其次，如此一來便會錯過業界高科技人才。

However, some bosses do not agree with this view. They often go the opposite way and think that recruitment is a way to find loyal talents. Even if there is no job vacancy, we should grasp the talents at any time. If you only start to recruit when there is a demand, and the excellent candidates just can't cooperate, you can only take the second place, and you will miss the high-tech talents in the industry.

確實，很多公司招人的時候總是匆匆忙忙，更有甚者，一有崗位需求馬上要求HR盡快找人頂替，恨不得今天提需求，明天就能把空缺補上，招聘哪有這么容易，又想要優異的，又想快速到崗，招聘的小伙伴表示：“臣妾做不到啊！”因此，往往為了速度而犧牲了質量。

It's true that many companies are always in a hurry when recruiting people. What's more, they immediately ask HR to find someone to replace them as soon as they have a job demand. They hope that they can make up the vacancy tomorrow when they raise the demand today. It's not so easy to recruit. They want excellent people and want to get to the post quickly. The recruiter says, "I can't do it!" Therefore, quality is often sacrificed for speed.

職場專家海瑟?赫曼在《Entrepreneur》上分享了如何在沒有崗位空缺時，依舊能把握住人才的文章。我覺得很有借鑒意義，推薦大家看看。

Career expert Heather? Herman shared the article on how to grasp talents even when there are no job vacancies in entrepreneur. I think it is of great significance for reference. I recommend you to have a look.
              

1.找出公司的忠實信徒

1. Find out the loyal followers of the company

老板們注意，如果有人誠心贊同你公司的營運內容，他（她）絕對是一塊寶。這類人通常充滿熱情，愿意全心投入工作，往往可很好地完成任務。想找出這些人才，不妨先觀望常與你公司接觸的人（例如客戶）或常關注公司社群網站的粉絲。

Bosses, if someone sincerely agrees with the content of your company's operation, he or she is definitely a treasure. This kind of person is usually full of enthusiasm, willing to devote themselves to the work, and often can complete the task well. If you want to find these talents, you might as well wait and see the people who often contact with your company (such as customers) or the fans who often follow the company's social networking sites.

2.隨時都在征人（招聘不打烊）

2. Recruitment at any time (recruitment does not close)

招財進 寶，招才也一樣，你不希望財停止進來，你就不應該停止吸引高科技人才。身為老板，發現有潛力的人時，無論對方是否從與公司業務相關領域出身，都該撥空好好聊聊，思考對方可能替公司帶來的增益與壞處，若好大于壞，就趕緊開價錄用吧！

If you don't want money to stop coming in, you shouldn't stop attracting high-tech talents. As a boss, when you find a potential person, no matter whether the other party comes from a business-related field or not, you should take the time to have a good chat and think about the gains and disadvantages that the other party may bring to the company. If the good outweighs the bad, you should quickly offer for employment!

3.主動出擊

3. Take the initiative

若你管理的是一間創業公司，你很難預料公司何時突然快速成長，屆時公司可能變得求才若渴，如果等后一刻才開始找人，那就太晚了。

If you are managing a start-up company, it is difficult to predict when the company will suddenly grow rapidly. At that time, the company may become thirsty for talents. If you wait for a moment to start looking for people, it will be too late.

老板要主動出擊挖人才，不要癡等應聘者自己上門，拖延時間只會影響公司營運。有些流動率、需求量高的職位如銷售、開發人員或客服，都應常態性開缺，以備不時之需。你要像一個年輕小伙子追求一個心儀對象那樣，對人才充滿熱忱。

The boss should take the initiative to dig out talents. Don't wait for the applicants to come to the company by themselves. Delaying time will only affect the operation of the company. Some jobs with high turnover and high demand, such as sales, developers or customer service, should be opened on a regular basis in case of emergency. You have to be as enthusiastic about talent as a young man pursuing a person of his heart.

4.端出實習計劃，把握年輕人

4. Bring out the internship plan and grasp the young people

越小的城市，人才密度越低，公司可選擇錄用的對象受限制，搶先把握人才顯得格外重要，這時實習計劃就可派上用場。透過實習計劃，公司可擴充人力資源庫、增加選項，且從員工還是實習生時觀察其表現，未來正式錄用時便有參考依據，資格審查相對輕松。此外，公司應在實習計劃里適當培訓人才，依每名實習生不同屬性，試想他們將來適合負責何種工作，執導相關技術，搶奪拉攏人才的先機。

The smaller the city is, the lower the talent density is, and the company's choice of employment is limited. It is particularly important to grasp the talents first. At this time, the internship plan can be used. Through the internship program, the company can expand the human resource pool, increase options, and observe the performance of employees when they are still interns, which will provide reference for future formal employment, and the qualification examination is relatively easy. In addition, the company should properly train talents in the internship plan. According to the different attributes of each intern, imagine what kind of work they are suitable for in the future, direct relevant technologies, and seize the opportunity to attract talents.

人才大戰功夫重在平時，而不是成為人才招聘的救火隊長！

Talent war focus on peacetime, not to become a fire captain of talent recruitment!