????光聽(tīng)到“現(xiàn)金流”這個(gè)詞就足以讓初創(chuàng)企業(yè)的首席執(zhí)行官心驚膽戰(zhàn)。企業(yè)家們常常會(huì)聽(tīng)到這方面的訓(xùn)誡,，即在企業(yè)成長(zhǎng)期做好現(xiàn)金流管理非常重要,。熱門(mén)公司如果資金短缺，無(wú)法滿(mǎn)足公司擴(kuò)張的需要,，就會(huì)因壓力過(guò)大而崩潰,。

????然而，在企業(yè)創(chuàng)始人為實(shí)現(xiàn)夢(mèng)想而打拼,、歷盡千辛萬(wàn)苦建立起來(lái)的公司終于開(kāi)始起飛的時(shí)候,，如何管理“人才流”也非常重要，而且同樣具有挑戰(zhàn)性,。要找到合適的,、有技術(shù)專(zhuān)長(zhǎng)且愿意在初創(chuàng)企業(yè)工作的人才，是一件相當(dāng)費(fèi)時(shí)的事情,，而且爭(zhēng)奪非常激烈,。公司未來(lái)是成功上市，還是淪為一家普通企業(yè),？人才管理方面的做法對(duì)此將產(chǎn)生直接的影響。

????利亞?布斯克是跑腿網(wǎng)站TaskRabbit公司創(chuàng)始人,。這家位于舊金山的公司旨在幫助業(yè)務(wù)繁忙人士與愿意代替他人處理瑣事和其他服務(wù)來(lái)獲取收入的人實(shí)現(xiàn)對(duì)接,。他說(shuō)：“發(fā)布招聘啟事，然后坐等接收簡(jiǎn)歷,，這是不夠的,。我們的做法是讓?xiě)?yīng)聘者與公司團(tuán)隊(duì)相處一段時(shí)間，并進(jìn)行若干輪由團(tuán)隊(duì)成員參與的面試,。我們要找的不僅僅有技術(shù)能力的人,。是否能夠融入公司才是最重要的?！?/p>

????布斯克說(shuō),，跟大公司比起來(lái)，小型公司的招聘可以說(shuō)是雙向選擇,。求職者要向公司高管證明自己的能力,，公司同樣需要向心儀的應(yīng)聘者證明公司的實(shí)力。對(duì)迫切需要找到新員工的公司來(lái)說(shuō),，招聘任務(wù)顯得尤為艱巨,，部分原因是現(xiàn)有員工的工作負(fù)荷已經(jīng)到達(dá)極限。

????TaskRabbit公司現(xiàn)有35名員工,。這一類(lèi)的公司沒(méi)有足夠資源來(lái)保有全職的人力資源職員,，所以為了發(fā)展壯大,，公司不得不采用創(chuàng)新途徑來(lái)招兵買(mǎi)馬。

????布斯克利用舊金山灣區(qū)的編程員和工程師社交網(wǎng)絡(luò)來(lái)招聘工程師和設(shè)計(jì)師,。TaskRabbit公司還制作了宣傳視頻來(lái)展現(xiàn)公司最具價(jià)值的賣(mài)點(diǎn)之一,，那就是公司的辦公室文化。

????該視頻用搖鏡頭拍攝了公司的辦公場(chǎng)所,，畫(huà)面包括人們?nèi)宄扇壕墼谛菹⑹依锍晕绮?，狗狗們無(wú)憂(yōu)無(wú)慮地臥在桌子旁邊。視頻內(nèi)容還包括員工探討如何平衡工作與生活的關(guān)系（一位工程師身著運(yùn)動(dòng)服正在進(jìn)行馬拉松訓(xùn)練,，告訴人們,，員工擁有工間外出鍛煉的自由度）、公司面臨的挑戰(zhàn)以及同事間的氛圍,。

????布斯克說(shuō),，“這段視頻確實(shí)能幫助應(yīng)聘者了解公司的環(huán)境。在就業(yè)市場(chǎng)上有很多優(yōu)質(zhì)的工作機(jī)會(huì),。我們期望找到杰出的人才,，而應(yīng)聘者同樣也期望尋找出色的工作機(jī)會(huì)?！?/p>

????很多小公司因?yàn)槭盏降暮?jiǎn)歷太少而煩惱,，但也有很多小公司擔(dān)心收到的簡(jiǎn)歷過(guò)多。因?yàn)閺倪@些從紙面上看起來(lái)大同小異的應(yīng)聘者之中進(jìn)行篩選,，也是一樁令人泄氣的煩心事,。

????Just hearing the words "cash flow" can send a startup CEO into a panic, and for good reason. Entrepreneurs are frequently lectured on the importance of managing cash as their businesses grow, and hot companies can implode when they run out of money to support their expansion.

????But "talent flow" can be just as important -- and as challenging -- to manage when a founder's wildest dreams come true and the company she has risked everything to build is finally taking off. Finding the right people, the ones who have the technical skills and the desire to work at a startup, is both time-consuming and competitive. How a company approaches this task can mean the difference between an IPO and a plain old P.U.

????"It's less about putting up a job posting and waiting for resumes to start flowing in," says Leah Busque, founder of TaskRabbit, a San Francisco-based company that puts busy people in touch with others willing to do chores and a variety of other services for a fee. "Bringing people in to spend time with the team, doing rounds of interviews with team members is what we do. We're not just looking for technical competencies. Fit is the most important thing."

????Perhaps more than in the corporate world, recruiting at smaller companies is a two-way street, Busque says. Companies need to prove themselves to potential employees as much as job seekers need to prove themselves to executives. This can be particularly daunting when a company has an immediate need for new workers, in part because the current staff is already being pushed to their limit.

????Companies like TaskRabbit, which now has 35 employees, don't have the resources to bring on a full-time human resources staffer, so they need to get creative when they want to grow.

????Busque has used Bay Area programmer and engineer social networks to recruit engineers and designers. TaskRabbit also created a video showing off one of its most valuable selling points, its office culture.

????With panning shots of the company's offices, featuring a game room, groups of people eating lunch together, and seemingly happy dogs sitting next to desks, the video includes interviews with employees discussing work-life balance (an engineer training for a marathon and dressed in running clothes mentions the freedom to go for a run during work), the challenges the company faces, and the collegial atmosphere.

????"It really provides context for people who are applying," Busque says. "There are so many great jobs out there. We're looking for someone who is unique, and those candidates are looking for something unique as well."

????While many small companies fret about getting too few resumes, many also fear getting far too many. Wading through dozens of candidates who all look similar on paper can be a disheartening exercise.