在PureWow发展初期，我总想找到理论上存在的完美员工。但这种想法大错特错。我很快就认识到，你可以教会员工新技能，但无法教会他们如何融入公司文化。如果一名员工在最开始难以融入公司，他可能永远也无法做到。这将迫使他们辞职，更糟的是，令其他员工也士气低落。因此，员工招聘不能只看技能。详细请看下面的详细信息：

　　It didn’t take us long to realize how much more fun (and productive) work is when peopleenjoy their work environment. We encourage our team to constantly communicate atPureWow: ask questions if you don’t understand something, cc or bcc your manager forvisibility on emails, and let your colleagues know what you’re working on. Those who don’t liketo share and prer to work in silos won’t do well at our company. However, this wasn’t alwaysthe case, it took time for us to clearly dine the company culture we wanted to create.

　　我们很轻易便能发现，当人们热爱自己所处的工作环境时，工作会变得更加有趣(和高效)。在PureWow，我们鼓励团队经常进行沟通：遇到不理解的事情可以提出问题，在电子邮件中抄送或密送给你的上司，让你的同事知道你在忙什么。那些不喜欢分享而愿意单干的人，在我们公司不可能有好的表现。当然，我们并非从一开始便如此，我们花了很长时间才确定希望创建哪种公司文化。

　　Now, I’m not saying you don’t need to look for skills — of course you do. But hiring smartpeople that also happen to fit your company culture is what you should strive for. EQ is moreimportant than IQ. In every interview we conduct at PureWow — from tech to edit, and evensales — we ask our employees to consider some of the following questions bore hiringanyone: do I want to regularly communicate with this individual? do they have a great workethic? how do they react during stressful situations?

　　当然，我的意思并不是说你不需要考虑求职者的技能——招聘当然要看能力。但聘用那些恰好契合公司文化的聪明人，才是你要追求的目标。情商比智商更重要。PureWow进行每一次面试时，我们都会要求员工，无论是技术人员、编辑，还是销售，考虑下面几个问题，然后才决定结果：我是否想定期与这个人交流?他们是否有良好的职业道德?他们在压力下会有什么反应?

　　Brilliant ideas don’t make companies successful; the people who execute those ideas do. That’swhy hiring is the single most important thing any company can do and it should be done withgreat care. It’s the CEO’s job to be the conductor of the orchestra; find the missing puzzlepieces. Seek out employees who complement the skills of those already employed – everycompany needs a devil’s advocate, right? And most of all, look for candidates who believe inyour company’s vision and are more interested in growing the business than achieving individualsuccess.

　　让公司成功的并不是绝妙的想法;而是执行这些想法的人。所以，招聘对于任何公司来说都是最重要的事情，应该谨慎对待。CEO是公司的指挥者，要负责找到缺失的拼图，找到那些能弥补现有团队不足之处的员工——每一家公司都需要一名“魔鬼代言人”，不是吗?最重要的是，要去寻找相信公司愿景，并对公司发展而非个人成功更感兴趣的人。

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