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?

但有些老板却不同意这样的看法，他们常常反其道而行，认为招聘是发掘忠诚人才的方式。即使没有岗位空缺，随时都要把握住好的人才。若你只在有需求时才开始招聘，非常棒的人选又恰好无法配合，你只能退而求其次，如此一来便会错过业界高科技人才。

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.

确实，很多公司招人的时候总是匆匆忙忙，更有甚者，一有岗位需求马上要求HR尽快找人顶替，恨不得今天提需求，明天就能把空缺补上，招聘哪有这么容易，又想要优异的，又想快速到岗，招聘的小伙伴表示：“臣妾做不到啊！”因此，往往为了速度而牺牲了质量。

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.

职场专家海瑟?赫曼在《Entrepreneur》上分享了如何在没有岗位空缺时，依旧能把握住人才的文章。我觉得很有借鉴意义，推荐大家看看。

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.找出公司的忠实信徒

1. Find out the loyal followers of the company

老板们注意，如果有人诚心赞同你公司的营运内容，他（她）绝对是一块宝。这类人通常充满热情，愿意全心投入工作，往往可很好地完成任务。想找出这些人才，不妨先观望常与你公司接触的人（例如客户）或常关注公司社群网站的粉丝。

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.随时都在征人（招聘不打烊）

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

招财进 宝，招才也一样，你不希望财停止进来，你就不应该停止吸引高科技人才。身为老板，发现有潜力的人时，无论对方是否从与公司业务相关领域出身，都该拨空好好聊聊，思考对方可能替公司带来的增益与坏处，若好大于坏，就赶紧开价录用吧！

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.主动出击

3. Take the initiative

若你管理的是一间创业公司，你很难预料公司何时突然快速成长，届时公司可能变得求才若渴，如果等后一刻才开始找人，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.

老板要主动出击挖人才，不要痴等应聘者自己上门，拖延时间只会影响公司营运。有些流动率、需求量高的职位如销售、开发人员或客服，都应常态性开缺，以备不时之需。你要像一个年轻小伙子追求一个心仪对象那样，对人才充满热忱。

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.端出实习计划，把握年轻人

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

越小的城市，人才密度越低，公司可选择录用的对象受限制，抢先把握人才显得格外重要，这时实习计划就可派上用场。透过实习计划，公司可扩充人力资源库、增加选项，且从员工还是实习生时观察其表现，未来正式录用时便有参考依据，资格审查相对轻松。此外，公司应在实习计划里适当培训人才，依每名实习生不同属性，试想他们将来适合负责何种工作，执导相关技术，抢夺拉拢人才的先机。

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.

人才大战功夫重在平时，而不是成为人才招聘的救火队长！

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