Hi All,
I'm into recruitment, and when I speak to candidates, I find that many of them are prejudiced against Start-Up companies. They feel there is no job security and are very reluctant to apply because of factors like job security, lack of brand recognition by the public, etc. However, there are also a few candidates who are interested in moving to Start-Ups considering the growth aspects and the scope for learning.
I invite your opinions on this.
Regards,
Rajeswari
From India, Madras
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1I'm into recruitment, and when I speak to candidates, I find that many of them are prejudiced against Start-Up companies. They feel there is no job security and are very reluctant to apply because of factors like job security, lack of brand recognition by the public, etc. However, there are also a few candidates who are interested in moving to Start-Ups considering the growth aspects and the scope for learning.
I invite your opinions on this.
Regards,
Rajeswari
From India, Madras
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Hi,
It is a challenge enticing an employee to join a startup, especially if he has been working for some "big" names. It's imperative that during the initial screening, the HR person identifies the "interest" of the candidate during screening and validation.
Further, in my experience, I have seen that individuals with less than 6 years of experience are driven by material factors, whereas those with 6+ years are looking for more enhancement in role and responsibility. It's important that the HR person pitches the USPs (Unique Selling Points) of working for a startup and presents the opportunities available to the individual. The benefits, work culture, environment, and work responsibility are the other parameters that should be appealing to the individual.
Also, it's important to establish and maintain rapport with the candidate from the point of hiring and selection until he joins. The work practices followed at the current organization should then be the key for retention.
From India, Bangalore
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It is a challenge enticing an employee to join a startup, especially if he has been working for some "big" names. It's imperative that during the initial screening, the HR person identifies the "interest" of the candidate during screening and validation.
Further, in my experience, I have seen that individuals with less than 6 years of experience are driven by material factors, whereas those with 6+ years are looking for more enhancement in role and responsibility. It's important that the HR person pitches the USPs (Unique Selling Points) of working for a startup and presents the opportunities available to the individual. The benefits, work culture, environment, and work responsibility are the other parameters that should be appealing to the individual.
Also, it's important to establish and maintain rapport with the candidate from the point of hiring and selection until he joins. The work practices followed at the current organization should then be the key for retention.
From India, Bangalore
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Hi!
I would love to work in a start-up firm if the roles offered to me are diverse, and as long as I get to learn something in that company. Also, I would expect a decent pay package because at the end of the day, I am not doing any charity.
Regards,
Shyamali
From India, Nasik
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I would love to work in a start-up firm if the roles offered to me are diverse, and as long as I get to learn something in that company. Also, I would expect a decent pay package because at the end of the day, I am not doing any charity.
Regards,
Shyamali
From India, Nasik
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Hi Rajeshwari,
True indeed! It is difficult to convince people, especially the resources already working with big names in the industry, to join a startup or a mid-level company. It depends on the motivating factor for an individual, regarding what he is looking for in his career advancement. Salary is not the issue, as of course, the startup/mid-level companies do offer a good salary hike to attract talent. However, it is very important to gauge the interest level of the candidate, as ultimately they may not join or leave early if they find it difficult to adjust to a new environment, as they are not as process-oriented as the big names are!! No doubt, the experience which a startup/mid-level company provides is unmatched.
Best Regards,
Anu
From India, Hyderabad
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True indeed! It is difficult to convince people, especially the resources already working with big names in the industry, to join a startup or a mid-level company. It depends on the motivating factor for an individual, regarding what he is looking for in his career advancement. Salary is not the issue, as of course, the startup/mid-level companies do offer a good salary hike to attract talent. However, it is very important to gauge the interest level of the candidate, as ultimately they may not join or leave early if they find it difficult to adjust to a new environment, as they are not as process-oriented as the big names are!! No doubt, the experience which a startup/mid-level company provides is unmatched.
Best Regards,
Anu
From India, Hyderabad
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Hi,
I know this is a problem that most people would like to work for a reputed organization. The main reason is job security, as many firms were closed down during 2001-2003, especially IT companies. When I joined this company, it was hardly 2 months old. But I never had any doubts regarding job security as my boss handled my queries quite well.
Encourage candidates to do a lot of research on the net before joining a company. Provide them with as much information as possible to win their trust in the company.
Cheers :)
Archna
From India, Delhi
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I know this is a problem that most people would like to work for a reputed organization. The main reason is job security, as many firms were closed down during 2001-2003, especially IT companies. When I joined this company, it was hardly 2 months old. But I never had any doubts regarding job security as my boss handled my queries quite well.
Encourage candidates to do a lot of research on the net before joining a company. Provide them with as much information as possible to win their trust in the company.
Cheers :)
Archna
From India, Delhi
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Hi all,
I have joined a company where the HR department is only a year old, and most of the systems are not up to the mark. I have taken this as an opportunity to handle a wide range of areas in HR. I think that a year later, I will grow more than I would have in a well-established company. At the end of the day, it's the work that speaks, not the brand.
All the best :P
Jhuma
From India, Mumbai
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I have joined a company where the HR department is only a year old, and most of the systems are not up to the mark. I have taken this as an opportunity to handle a wide range of areas in HR. I think that a year later, I will grow more than I would have in a well-established company. At the end of the day, it's the work that speaks, not the brand.
All the best :P
Jhuma
From India, Mumbai
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Right u r Jhuma. It’s indeed our work experience and what we gain from them that takes us into greater heights in career and just not brand names..! Cheers Raji
From India, Madras
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From India, Madras
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Hi,
I guess small companies do have a problem here. But it is up to the HR to give the candidate the first good impression of the company and make him feel at ease. Provide him with sufficient product brochures, speak to him about your other locations and how you have grown over the years. Certainly ask him to go through your website. You may be small here in India but not necessarily the same outside.
Our Company too began with just 20 odd people and we are now 70 in a span of 5 years. We still have a problem getting people to join from larger companies who are less experienced, but people join for the domain we are in and the work. The older lot look for more opportunity and for them to get more visibility, they join. It is still a problem with the 2-4 years experienced; they are out there for more money when what they should be looking for is a place that's technically sound. I also have a problem retaining them since most companies are recruiting and are ready to pay a price to attract talent. We cannot end up destabilizing the equilibrium within to match their never-ending need for more.
Just shared my experience.
Bye,
RM
From India, Bangalore
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I guess small companies do have a problem here. But it is up to the HR to give the candidate the first good impression of the company and make him feel at ease. Provide him with sufficient product brochures, speak to him about your other locations and how you have grown over the years. Certainly ask him to go through your website. You may be small here in India but not necessarily the same outside.
Our Company too began with just 20 odd people and we are now 70 in a span of 5 years. We still have a problem getting people to join from larger companies who are less experienced, but people join for the domain we are in and the work. The older lot look for more opportunity and for them to get more visibility, they join. It is still a problem with the 2-4 years experienced; they are out there for more money when what they should be looking for is a place that's technically sound. I also have a problem retaining them since most companies are recruiting and are ready to pay a price to attract talent. We cannot end up destabilizing the equilibrium within to match their never-ending need for more.
Just shared my experience.
Bye,
RM
From India, Bangalore
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Taste of Reality at Start-ups.pdf