HR Contribution For IT Startups Success !!

The processes would be few , with short work flow. Ensure that you keep them agile. Suppose the recruitment might be initially sourced by you and then delivered by the top management. Try and train a next level of interviewers and a parallel decision maker, so that nothing stops , when one leaves.

Stay focused on the attitude of the talent you hire. A small organization would require fewer number of people managing tasks in every area, often more specialised area. A Candidate who joins your firm for a fixed task list , might not be able to fit into the mould.

Look for talent with entrepreneurial view point. This would be easy to develop them further. Check how many training program the candidate might have attended, investing on their own budget.

Check for potential . Identify the trainability of the candidate than past records.

While managing your existing employeebase, please stay completely focused on maintaining transparency. You will require very high level engagement within your employees. This can only be arrived, if you make sure they trust you.

Training and development will work entirely on the basis of requirement. Constantly look out for cross training . Skill-gaps are lethal when you are managing fewer employees.

Employee exists will perpetually remain sensitive. Please make the process as respectful as possible, no matter whatever happens. Your employees will never become your ambassadors, if you dont make one out of them.

Compensation is a requirement. Motivation are often from the job content and the option to work upto one's best potential. An employee is destined to leave, make sure you have helped the employee grow during the tenure. This will help you more than, it will help the employee.