關於 employee experience articles ，我們在網路上蒐集到這些相關的討論、資訊與評價

「佢份人好醒，仲好硬」？

Man of the Year接受《CBS News》訪問，咁樣形容習主席，

“He’s very bright. He’s very tough. He doesn’t have — and I don’t mean this as a criticism, just the reality — he doesn’t have a democratic ‘small D’ bone in his body.”
（佢份人好醒，仲好硬。不過呢...嗱，唔敢話係批評，不過覺得佢骨子裡就無民主嘅概念囉。）

#究竟睇緊啲咩
#點解咁Mild啲Freind
#洗唔洗下一Part硬啲

報導：
《Politico》Biden won’t deal with Xi or China like Trump did
https://www.politico.com/news/2021/02/07/biden-china-xi-jinping-466761
《Barron's》Biden Foresees 'Extreme Competition' With China, Not 'Conflict'
https://www.barrons.com/articles/microsoft-unveils-viva-its-bid-to-capture-the-300-billion-employee-experience-market-51612397319

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最近更新：
收風、放風、「揼」商家心口，曾經好熟悉嘅施政方式
https://bit.ly/39XNhJx
與英國嘅疫苗之戰，歐盟終於「認輸」了
https://bit.ly/3cN0mHw
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[Internet Archive: “How to Hire the Best People” by Marc Andreessen]

There are a lot of great articles on the internet which early stage founders can read to improve their knowledge, today I’m sharing with some of you an old article published by Marc Andreeseen from 2007 - “How to Hire the Best People.”

This article is definitely not your usual “how to hire” article, in fact, it covers only 2 areas regarding hiring, but it brings incredible value and truth. Let’s begin with the Marc’s first area of interest:

To hire the best people, it’s about #Criteria: what to value when evaluating candidates.

Most startups make the mistake of copying how successful companies like Google, Microsoft, Facebook, and Amazon hire, making their decision mostly based on intelligence, aka degrees and qualifications. But there are many other factors that contribute to outstanding employees, and these factors play a much bigger role than intelligence.

Much like Venture Capital investing, one of the most important factors we look for in a founder is their motivation, or as Marc calls it - #Drive. Hiring for drive rather than intelligence will bring much more to your startup, simply because driven people are self-motivated and motivating unmotivated people is not easy.

The next important criteria to hire for is #Curiosity, simply put - passion for their craft. Anyone who is passionate about what they do, will be eager to learn, read, practice, and continuously immerse themselves in the craft, stay current with the trend or perhaps ahead of the trend, passionate people simply do this because they love what they do.

“The easiest way to be driven is to be in a field that you love, and you'll automatically be curious.” If you are a founder, this is the type of people you want to hire. If you are an employee, find a field that you truly loves and finds interesting, then, staying driven and curious will be easy. Would you rather be skiing uphill or downhill? One is exciting and fun, and the other is simply impossible.

The last but certainly not the least, is #Ethics. This is a hard one to tell simply from an interview, so background checks are a must. Marc warns us heavily about people with bad ethics, much like unmotivated people, unethical people are very unlikely to change. Marc suggests picking a topic which you know really well and ask hard questions, when they lie about the answer rather than admitting they don’t know, you should avoid these liars with a ten-foot pole.

To hire the best people, it’s about #Process: the logistics of the hiring

I won’t go too deep into this part, you can read the original article for better details. But to summarize, write down your process and questions you’d like to ask during the interview. Having consistency helps you and your team to Iterate, and only by refining your process and questions you’ll get a better match between candidates and the position.

Marc also warn us about not paying enough attention to red flags during the interview or reference checks. People often downplay the answers they receive or signals during the interview. From Marc’s experience, these signals are usually right, so unless you are completely convinced, you shouldn’t hire them.

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It is not easy to get great talent, so once they come onboard, make sure to treat them well!! Getting great talent is one of the hardest part of being an early stage founder. I’ve only really covered 1/3 of the article, so I hope you’ll read the full text and take actions to improve your hiring process.

By Jack An
Analyst, AppWorks

Image by Katie White from Pixabay

Hsinchu Science Park Newsletter-India Column: Call for Articles!
[Indian Experience of Science Park Employees]

Whether you are a supervisor or an employee,
Whether you are Indians or with any other nationalities,
Whether you are an Indian working or investing at the Hsinchu Science Park or a Taiwanese working and living in India,

Welcome to share your experience regarding people, things, cultures, policies, investment affairs, etc. in India! Your article will be published in our Newsletter after approvals.

Most important-You will be paid for your articles and photos!

Please contact with Sanni via sanni@sipa.gov.tw
or Phone: 03-5773311 # 2225

竹科簡訊印度專欄徵稿喔!—【園區從業員工的印度經驗】
無論你/妳是主管或是員工
無論你/妳是印度籍或是任何籍別
無論你/妳是在竹科工作、投資的印度朋友或是在印度工作、生活的台灣人
都歡迎投稿，寫下您對印度的人、事、物、文化、政策、投資……等等經驗分享，就有機會刊登在竹科簡訊印度專欄喔！
最重要的是……獲刊登的文圖有稿費喔~
歡迎投稿至 sanni@sipa.gov.tw
聯絡電話: 03-5773311#2225 陳小姐