Interesting question.
People don't want to join startups because of several reasons:
a) Low salary
b) Unknown company leading to low CV value
c) Risk of the company not surviving
d) Long working hours
e) Any potential benefits usually go to the promoters.
Individuals choose to work in startups mainly for the atmosphere. Maintaining a positive, energetic environment and providing people with freedom (while enforcing accountability) can be a strong motivator for a certain type of individuals. For senior or critical roles, it is essential to offer them a stake in the company's success through stock options.
The key point is that startups face disadvantages compared to larger companies in terms of higher risk and lower salaries. Therefore, the crucial question to ask is whether you are offering prospective employees something compelling enough to entice them to join despite these challenges.
From India, Delhi
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250People don't want to join startups because of several reasons:
a) Low salary
b) Unknown company leading to low CV value
c) Risk of the company not surviving
d) Long working hours
e) Any potential benefits usually go to the promoters.
Individuals choose to work in startups mainly for the atmosphere. Maintaining a positive, energetic environment and providing people with freedom (while enforcing accountability) can be a strong motivator for a certain type of individuals. For senior or critical roles, it is essential to offer them a stake in the company's success through stock options.
The key point is that startups face disadvantages compared to larger companies in terms of higher risk and lower salaries. Therefore, the crucial question to ask is whether you are offering prospective employees something compelling enough to entice them to join despite these challenges.
From India, Delhi
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Hello all,
I am also working with a start-up company as a Senior HR Recruiter specializing in IT. I agree with Mr. Ga. Alwar. In this environment, there is no room for politics or gossip. Additionally, there are flexible hours and a heavy workload. In start-up companies, one can gain extensive experience as the workforce is small, and the workload is high.
Regarding the compensation package, we ensure that our developers are well-paid.
Thank you.
From India, Bangalore
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I am also working with a start-up company as a Senior HR Recruiter specializing in IT. I agree with Mr. Ga. Alwar. In this environment, there is no room for politics or gossip. Additionally, there are flexible hours and a heavy workload. In start-up companies, one can gain extensive experience as the workforce is small, and the workload is high.
Regarding the compensation package, we ensure that our developers are well-paid.
Thank you.
From India, Bangalore
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Hi all,
I am also working with a start-up company as a Senior HR Recruiter specializing in IT. I agree with Mr. Ga. Alwar that there is no place for politics or gossip here. Additionally, there are flexible hours and a heavier workload. In start-up companies, we have the opportunity to learn extensively because the workforce is smaller, and the workload is greater.
Regarding the compensation (CTC), we ensure that our developers are well-paid. There is less competition, more exposure, and good pay for our developers.
Regards,
Padma
From India, Bangalore
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I am also working with a start-up company as a Senior HR Recruiter specializing in IT. I agree with Mr. Ga. Alwar that there is no place for politics or gossip here. Additionally, there are flexible hours and a heavier workload. In start-up companies, we have the opportunity to learn extensively because the workforce is smaller, and the workload is greater.
Regarding the compensation (CTC), we ensure that our developers are well-paid. There is less competition, more exposure, and good pay for our developers.
Regards,
Padma
From India, Bangalore
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Dear Idrish, You need to give more details of what you intend starting up for people to guide you.
From United Kingdom
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From United Kingdom
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Hi Simhan,
It's only been six months since we started our company. We currently have multiple vacancies within our organization, but we are encountering challenges in recruitment. Many individuals prefer to work for large multinational corporations, while only a few are interested in working for a startup.
Thanks,
Idrish
From India, Pune
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It's only been six months since we started our company. We currently have multiple vacancies within our organization, but we are encountering challenges in recruitment. Many individuals prefer to work for large multinational corporations, while only a few are interested in working for a startup.
Thanks,
Idrish
From India, Pune
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It's all to do with supply and demand and what you are offering. Ask yourself the question, "If you were in their position, would you join a start-up company for peanuts?" It's not just in India that the problem is faced; it's worldwide.
Where are you based, and what kind of people are you looking for?
From United Kingdom
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Where are you based, and what kind of people are you looking for?
From United Kingdom
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The Salary Range that we are offering is pretty high. This is my concern only. Even after offering high salary, why people fear to join start up company.
From India, Pune
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From India, Pune
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Idrish,
IMHO, I think that stressing the startup aspect of the organization is where the trouble lies.
The potential hire wants to hear reassurances that salaries are paid on time, that incentives/bonuses are available (in any form), and that the company can sustain for another 6 months to a year, which means enough money is available.
Most founders, and that includes me, often stress the work and workload (every employee rolling up their sleeves and doing it). The fact that salaries are dependent on the employees' efforts, which lead to revenue, which in turn leads to a salary paid on time, and thus the employee being able to pay the home loan...
I am also mulling over a realization that has dawned after having dealt with multiple employees agree with you - their ability to take risks!
An average employee we founders try to hire usually has a post-grad/MBA or equivalent and has about 3-4 years of work experience in an MNC, usually in a large/global environment. In other words, a safe and steady job, which is what our culture demands as a measure of success. Why would the candidate leave that security unless I offer better compensation than the previous/current employer?
I have stopped soliciting candidates with post-grad qualifications, preferring to hire an undergrad/a plain vanilla graduate, who's looking to grow, knows opportunities with MNCs have dried up considering the qualification criterion, are usually a little more willing to get their hands dirty, and stay for a longer duration.
But then my vertical is different, and I can afford to hire undergrads or people with inadequate linguistic abilities and a high threshold for multitasking, and if you can afford to do so, try it out - it will be interesting to find out if this model works.
From India, Mumbai
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IMHO, I think that stressing the startup aspect of the organization is where the trouble lies.
The potential hire wants to hear reassurances that salaries are paid on time, that incentives/bonuses are available (in any form), and that the company can sustain for another 6 months to a year, which means enough money is available.
Most founders, and that includes me, often stress the work and workload (every employee rolling up their sleeves and doing it). The fact that salaries are dependent on the employees' efforts, which lead to revenue, which in turn leads to a salary paid on time, and thus the employee being able to pay the home loan...
I am also mulling over a realization that has dawned after having dealt with multiple employees agree with you - their ability to take risks!
An average employee we founders try to hire usually has a post-grad/MBA or equivalent and has about 3-4 years of work experience in an MNC, usually in a large/global environment. In other words, a safe and steady job, which is what our culture demands as a measure of success. Why would the candidate leave that security unless I offer better compensation than the previous/current employer?
I have stopped soliciting candidates with post-grad qualifications, preferring to hire an undergrad/a plain vanilla graduate, who's looking to grow, knows opportunities with MNCs have dried up considering the qualification criterion, are usually a little more willing to get their hands dirty, and stay for a longer duration.
But then my vertical is different, and I can afford to hire undergrads or people with inadequate linguistic abilities and a high threshold for multitasking, and if you can afford to do so, try it out - it will be interesting to find out if this model works.
From India, Mumbai
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Motivation and human resources.ppt
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