Make your expectations clear. If you want to find a candidate who truly fits the bill for your company's opening, the first step is to be crystal clear about the skills and responsibilities required for the job. Ideally, you'll do this up front in the job listing to weed out unqualified candidates, but bringing the requirements up again in the interview will confirm whether a potential employee is right for the job.
清楚自己的预期标准。如果你需要一位适合公司成立初期的参与者，第一步该做的就是清楚了解他/她应当拥有的技能和承担的职责。理论上来说，你把工作职责清楚列明就能帮助你排除不适合的员工，但是也要在面试的过程中提及由此确定是否存在潜在的适合此工作的员工。
Consider a candidate's cultural fit. Although a candidate's skill set and prior experience are extremely important, your first hire also helps to form the basis of your company's culture and work environment. For this reason, you need to be sure that the candidate's personality type meshes well with yours and the other founding team members', if applicable.
考虑求职者的组织文化适应性。尽管求职者的技能及其以往工作经验是招聘过程最重要的因素，但是首次招聘还需要你考虑到求职者能否适应公司文化和工作环境。由此，你就要了解求职者的个性是否与你的工作方式契合，还有与其他同事相处友好。
Reach out to your network for referrals. Many seasoned entrepreneurs warn against hiring close friends and family members, to avoid personal relationships getting in the way of business. And this is generally good advice. However, your network of professional contacts could be a great resource for finding qualified candidates.
搜寻人际关系网：许多经验丰富的企业家都非常注意一件事情：不雇用太亲密的朋友或家人。因为这很有可能伤害到事业。这也是一个好的建议。不过，你的人际关系网也是一个很好的招聘合适员工的资源，所以要懂得合理利用。
