Interesting question.
People don't want to startups because:
a) Low salary
b) Unknown company so low CV value
c) Survival risk of the company
d) Long working hours
e) Any upside is usually only for the promoters.
People work in startups mainly for the atmosphere. If you can maintain a positive, energetic environment by giving people freedom (and enforce accountability) - that's a strong plus for certain kind of people. For senior/crucial people, you need to make them partners in company's success by stock options.
Point is - startups are disadvantaged vis-a-vis a bigger company in terms of increased risk and low salary. So, the question is, are you offering your prospective employees something so attractive that they are ready to join despite these drawbacks.
From India, Delhi
246People don't want to startups because:
a) Low salary
b) Unknown company so low CV value
c) Survival risk of the company
d) Long working hours
e) Any upside is usually only for the promoters.
People work in startups mainly for the atmosphere. If you can maintain a positive, energetic environment by giving people freedom (and enforce accountability) - that's a strong plus for certain kind of people. For senior/crucial people, you need to make them partners in company's success by stock options.
Point is - startups are disadvantaged vis-a-vis a bigger company in terms of increased risk and low salary. So, the question is, are you offering your prospective employees something so attractive that they are ready to join despite these drawbacks.
From India, Delhi
Hai all,
Even i am also working with a start-up company as a Sr HR Recruiter-IT.
- And i am agreeing with Mr Ga.Alwar.
- Here No Politics, no gossips.....
- More over little flexibility hours and more work. In start-up companies we can learn work like any thing.... b'coz strength/man power is less... wore is more.
- Coming to CTC part we are paying nicely to my developers.
-
From India, Bangalore
Even i am also working with a start-up company as a Sr HR Recruiter-IT.
- And i am agreeing with Mr Ga.Alwar.
- Here No Politics, no gossips.....
- More over little flexibility hours and more work. In start-up companies we can learn work like any thing.... b'coz strength/man power is less... wore is more.
- Coming to CTC part we are paying nicely to my developers.
-
From India, Bangalore
Hai all,
Even i am also working with a start-up company as a Sr HR Recruiter-IT.
- And i am agreeing with Mr Ga.Alwar.
- Here No Politics, no gossips.....
- More over little flexibility hours and more work. In start-up companies we can learn work like any thing.... b'coz strength/man power is less... wore is more.
- Coming to CTC part we are paying nicely to my developers.
- Less competition, more exposure and GOOD PAY for my Developers:):):)
Regards
padma
From India, Bangalore
Even i am also working with a start-up company as a Sr HR Recruiter-IT.
- And i am agreeing with Mr Ga.Alwar.
- Here No Politics, no gossips.....
- More over little flexibility hours and more work. In start-up companies we can learn work like any thing.... b'coz strength/man power is less... wore is more.
- Coming to CTC part we are paying nicely to my developers.
- Less competition, more exposure and GOOD PAY for my Developers:):):)
Regards
padma
From India, Bangalore
Dear Idrish, You need to give more details of what you intend starting up for people to guide you.
From United Kingdom
From United Kingdom
Hi Simhan,
It's been just six months that we have started our company. We have many vacancies in our organization. But we are having difficulties in recruitment. People prefer to work with big MNCs and very few prefer to work with Start Up.
Thanks,
Idrish
From India, Pune
It's been just six months that we have started our company. We have many vacancies in our organization. But we are having difficulties in recruitment. People prefer to work with big MNCs and very few prefer to work with Start Up.
Thanks,
Idrish
From India, Pune
It's all to do with supply and demand and what you are offering. As 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 problem is faced; it's world over.
Where are you based and what sort of people are you looking for?
From United Kingdom
Where are you based and what sort of people are you looking for?
From United Kingdom
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
From India, Pune
Idrish,
IMHO, I think that stressing on the start-up 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 on the work and work load (every employee rolling up their sleeves and doing it), the fact that salaries are dependent on the employees efforts, which leads 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 and hire usually has a post grad/MBA or equivalent and has about 3-4 years of work exp 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 under grad/ a plain vanilla graduate, whose 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 under grads or people with inadequate linguistic abilities and a high threshold to multi tasking and if you can afford to do so, try it out - Will be interesting to find out if this model works.
From India, Mumbai
IMHO, I think that stressing on the start-up 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 on the work and work load (every employee rolling up their sleeves and doing it), the fact that salaries are dependent on the employees efforts, which leads 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 and hire usually has a post grad/MBA or equivalent and has about 3-4 years of work exp 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 under grad/ a plain vanilla graduate, whose 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 under grads or people with inadequate linguistic abilities and a high threshold to multi tasking and if you can afford to do so, try it out - Will be interesting to find out if this model works.
From India, Mumbai
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