subject: Hiring Challenges For Indian Start-ups : Getting The Right People For The Right Jobs [print this page] Hiring Challenges For Indian Start-ups : Getting The Right People For The Right Jobs
Good employees make a healthy organization. A start-up in India, however, needs great employees to survive and flourish. Finding such great employees to fill the crucial positions is one of the biggest challenges for a start-up.
Three Step Recruitment Plan
There are three key steps which any start-up would need to follow to get their key employees in place.
Step 1 . Have a recruitment strategy - and stick to it
It is critical to form a recruitment strategy before setting out to fill positions or expand the team. A recruitment strategy will have components like an organization chart, defined hierarchies and reporting structures, salary ranges comparable with industry norms (if not better) and other things. Whatever be the strategy, it is important to be loyal to it even if a few candidates reject your job offers initially. In the long run, it will pay off by getting you employees who gel well together. Create a complete picture of the kind of person you would want for each position - consider not only technical, work-related skills but also soft, transferrable skills and overall mind-set.
Step 2 . Ask this, Ask that, Ask all sorts of questions
Now that you know what kind of candidate you are looking for, go ahead and ask the right questions. Questions which will get you answers that show if the candidate meets your overall expectations. Do not hesitate to ask questions even if you think they might make you sound stupid. Test the candidates technical skills thoroughly; if there is one thing your start-up cannot afford, it is an employee with a long and slow learning curve. You need to find someone who has the right technical skill-sets alongwith an entrepreneurial streak.
Step 3 . Found your guy? Sell him on the strengths of your start-up
A majority of the highly-skilled candidates would think thrice before joining a start-up. It is fraught with risks, entails considerably more work and adds no immediate brand value. However, you have an opportunity to convince the right candidate to come on board your team by sharing your vision and growth plan. Your kind of employee is generally motivated by challenging work and you are in a good position to provide him with this. Take advantage of it.
To sum it up, invest time and effort in selecting a candidate and then offer him the right balance of challenges and rewards. This winning combination will get you your winning team.
