馬斯克談招聘：只問兩個問題，就可以看出你的能力和水平。智力和性格哪一個更重要？其實這種招聘判斷人的方法，一樣可以用到其他方面。

mind of your question is always the same

it's just you ask I said tell me the

story of your

life and and the decisions that you made

along the way and why you made

them and

then

um if and and also tell me about some of

the most difficult problems you worked

on and how you solved them and um that

that that question I think is very

important because the people that really

solve the problem they know exactly how

they solved it U they know the little

details and the people that pretended to

solve the problem they can maybe go one

level and then they get stuck when I

interview somebody I really just asked

them to tell me the story of their

career and what they you know what are

some of the tougher problems that they

dealt with how they dealt with those and

um how they made decisions at Key

transition points M um and um and

usually that's enough for me to get a

very good gut feel about someone and um

and and what I'm really looking for is

evidence of exceptional ability mhh so

um did did they face really difficult

problems and overcome them um and and

then of course you want to make sure

that that if if there was some

significant accomplishment where they

really responsible was somebody else

more responsible and uh usually the

person who's had to struggle with the

problem they really understand it you

know they and they don't forget yeah you

know if it was very difficult so um you

can ask them detail very detailed

questions about it and they will they'll

know the answer whereas the person who

was not truly responsible for um that

accomplishment uh will not know the

details which college or which

university no the it's not it's it

there's no need even to have a college

degree oh W okay at all or even high

school the um I mean if somebody

graduated from a great University that

may be an IND that may be an indication

that they will be capable of great

things but it's not necessarily the case

um you know if you look at um say people

like uh bll Gates or Larry Ellison Steve

Jobs these guys didn't graduate from

college but if you had a chance to hire

them of course that would be a good

idea so you know just looking just for

evidence of exceptional ability um and

if there's a track record of exceptional

achievement then it's likely that that

will continue into the

future the biggest mistake in general

that I've made and I'm trying to correct

for that is uh to put too much of a

waiting on somebody's talent and not

enough on their

personality um and I've made that

mistake several times in fact then I'd

say I'm not going to make that mistake

then I would make it again um and and I

think it actually matters uh whether

somebody has a good heart it really does

and and I've made I've made the mistake

if they can the most common mistake

hiring mistake was weighing too much on

someone's talent and not on someone's

personality and then I think it matters

whether someone has a good heart it does

yes absolutely um so it it that's that's

generally where if I say where it's of

the the hiring mistakes that I've made

in the past it's it's been um it's it's

been just as I said it's it's looking

too much at their

intellectual capability Alone um and not

on how they affect those around them um

and uh it what really matters is for for

for someone's contribution to a company

is how they are as an individual and how

they affect others around them I you can

say it's also analogous to a sports team

you know if someone um the best person

on the team is not necessarily the one

who scores the most goals it could be

the person who assists in the most goals

um and and and if somebody is if there's

one person a team who's just just wants

the ball all the time and just wants to

kick it at the goal um that can actually

be detrimental um and um so it's it is

important uh to to to weigh uh

personality and just uh you know are

they going to be a good person and will

people like working with them and that

kind of thing it's it does make a

difference I've made several hiring

decisions in the past which where I

valued um intellect over heart and I I

think that was a mistake um and so I've

try to try to adjust accordingly um you

know that it actually matters whether

somebody's a good person so how much of

elon's success would you say elon's and

uh Steve jobs' success is the hiring and

managing of great teams when I asked

Steve Jobs at one point what was the

best product you ever created I thought

he'd say maybe the Macintosh or maybe

the iPhone he said no those products are

hard the best thing I ever created was

the team that made those

products Elon has done a good job

bringing in people musk is a magnet for

awesome Talent