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. They are very reluctant to apply because of factors like Job security, lack of brand recognition by the public, etc.
But there are also few candidates who are interested to move to Start Ups considering the growth aspects and also the scope for learning.
I invite your opinions on this.
Regards
Rajeswari
From India, Madras
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. They are very reluctant to apply because of factors like Job security, lack of brand recognition by the public, etc.
But there are also few candidates who are interested to move to Start Ups considering the growth aspects and also the scope for learning.
I invite your opinions on this.
Regards
Rajeswari
From India, Madras
hi
It is a challenge enticing an employee to join a start-up, specifically if he has been working for some "Big" names. Its imperative that during the initial screening the HR person identifies the "interest" of the candidation during screening and validation.
Further, in my experience I have seen that individuals with less than 6 years experience are driven by material factors whereas those with 6+ are looking for more enhancement on role and responsibility. Its important that the HR person pitch the USPs (Unique Selling Point) of working for a start up and present the opportunities available to the individual. The benefits, work culture, environment, work responsibility are the other parameters which should be appealing to the individual.
Also its important to establish & maintain a rapport with the candidate from the point of hiring and selection till he joins. The work & practices followed at the current organization should then be the key for retention.
From India, Bangalore
It is a challenge enticing an employee to join a start-up, specifically if he has been working for some "Big" names. Its imperative that during the initial screening the HR person identifies the "interest" of the candidation during screening and validation.
Further, in my experience I have seen that individuals with less than 6 years experience are driven by material factors whereas those with 6+ are looking for more enhancement on role and responsibility. Its important that the HR person pitch the USPs (Unique Selling Point) of working for a start up and present the opportunities available to the individual. The benefits, work culture, environment, work responsibility are the other parameters which should be appealing to the individual.
Also its important to establish & maintain a rapport with the candidate from the point of hiring and selection till he joins. The work & practices followed at the current organization should then be the key for retention.
From India, Bangalore
Hi!
I would love to work in a start up firm if the roles offered to me a re 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
I would love to work in a start up firm if the roles offered to me a re 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
Hi Rajeshwari,
True indeed!
It is difficult to convince people, specially the resources in already working with big names in the industry, to join a start up or a mid level company.
Though, it depends on the motivating factor for an individual, as to what he is looking for in his career advancement.
Salary is not the issue, as ofcourse the startup/mid level companies do offer good salary hike to attract talent.
But it is very important to gauge the interset level of the candidate, as ultimately they may not joiun, or leave early as they find difficult to adjust in new environment, as they are not as process oriented as the big names are!!
No Doubt!! the experience which a start up /mid level co. provides is unmatched.
Best Regards'
Anu
From India, Hyderabad
True indeed!
It is difficult to convince people, specially the resources in already working with big names in the industry, to join a start up or a mid level company.
Though, it depends on the motivating factor for an individual, as to what he is looking for in his career advancement.
Salary is not the issue, as ofcourse the startup/mid level companies do offer good salary hike to attract talent.
But it is very important to gauge the interset level of the candidate, as ultimately they may not joiun, or leave early as they find difficult to adjust in new environment, as they are not as process oriented as the big names are!!
No Doubt!! the experience which a start up /mid level co. provides is unmatched.
Best Regards'
Anu
From India, Hyderabad
Hi,
I know this is the problem that most of the people would like to work for reputed organisation, the main reason is job security as many firms were closed down during 2001-2003 specially 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 search on net and then join a company. Provide them as much information as one can provide to win their trust in the company.
Cheers :)
Archna
From India, Delhi
I know this is the problem that most of the people would like to work for reputed organisation, the main reason is job security as many firms were closed down during 2001-2003 specially 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 search on net and then join a company. Provide them as much information as one can provide to win their trust in the company.
Cheers :)
Archna
From India, Delhi
Hi all,
I have joined a company where the HR dept is only a year old and most of the system are not upto the mark.
I have taken this as an opportunity to handle wide areas in HR. I think one year later I would grow more than I would have in a well established company.
And at the end of day it's work that speak and not brand.
All the best :P
Jhuma
From India, Mumbai
I have joined a company where the HR dept is only a year old and most of the system are not upto the mark.
I have taken this as an opportunity to handle wide areas in HR. I think one year later I would grow more than I would have in a well established company.
And at the end of day it's work that speak and not brand.
All the best :P
Jhuma
From India, Mumbai
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
From India, Madras
Hi,
I guess small companies do have a problem here. But it is upto 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 to him about your other locations and how you have grown over the years. Certainle 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 still a problem with the 2-4yrs experienced, they are out there for more money when what they should be looking for is a place thats technically sound. I also have a problem retaining them since most companies are recruiting and are ready 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
I guess small companies do have a problem here. But it is upto 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 to him about your other locations and how you have grown over the years. Certainle 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 still a problem with the 2-4yrs experienced, they are out there for more money when what they should be looking for is a place thats technically sound. I also have a problem retaining them since most companies are recruiting and are ready 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
Both start-ups and MNCs have their own advantages and disadvantages. You just gotta see which one suits your priorities the best and go for it. Check out this article Career Planning : Start-ups vs. Multi-National Companies | Zuby.in
From India, Bangalore
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Taste of Reality at Start-ups.pdf
How to start factory in pondicherry 1.doc