Comments on: Startup Reactor: 8 Tips for Startup Hiring Success

By: Frank Littlewood

Frank Littlewood — Tue, 07 Jul 2009 21:33:56 +0000

I agree with the argument, that this is crucial not just to start-ups, but also in organisations of a larger size. But as an owner of a SME, there is also an undoubted cost constraint, relevant to any recruitment process, and this cannot be overlooked. The notion of ‘free promotion’ hiring through social networking, brings with it various issues, most of which revolve around privacy and quality of candidate. But as an employer looking to recruit of SME size, I utilise a One Off Payment Recruitment Agency, that is a perfect way of recruiting for Start Ups . Some really good tips nonetheless!

By: Pyro

Pyro — Mon, 25 May 2009 17:20:10 +0000

Great tips are they..I like all of the tips and especially few attracts me a lot..They are Get everyone involved in the hiring process and Don’t oversell stock options..It has very good explanations..
employee recognition program

By: kalll

kalll — Tue, 09 Dec 2008 21:17:35 +0000

Thanks for the tips, reading them all very carefully made me realize that the rest of the companies could also use these tips, not only start-ups. Human resources is a very important department in any company so we should give it the attention it needs. One of the most important aspects in this matter is employee recognition. Having a balanced recognition and motivational system gives health and strength to our company.

By: anu

anu — Sun, 02 Nov 2008 15:46:00 +0000

well now-a-days there are specialized websites that cater to only start-ups. they take care of hiring for start-ups and that too free of cost. check out http://www.sutrajobs.com which is actually developed by the holding company SutraHR. It focusses only on start up hiring.

By: jason elkin

jason elkin — Tue, 06 May 2008 23:01:48 +0000

Ben is 100% on target. As a veteran of several hyper start-ups I know that these recruitment fundamentals are often set aside in the interest of “getting out of the gate”. Establishing the right recruitment culture at the outset should be a major business objective for any start-up. After all, at the end of the day you live or die on the quality of your hires.

By: ophelia chong

ophelia chong — Tue, 06 May 2008 22:16:46 +0000

I have experienced Start Ups that work from the proverbial “Garage” mindset. “We are boot strapping it and we can only move fast if we don't do all that stuff other companies do”. Fix if it leaks, if it doesn't ignore it until it does. Then it just costs twice what you would've spent.

And that's the problem; a Start Up is a company and it should be run that way. If your ultimate goal is be financed, the first thing they look at is the way you run your company. Liabilities can kill a deal and a good idea.

By: sbspalding

sbspalding — Tue, 06 May 2008 12:21:46 +0000

Obviously, if you define HR department as a floor inside your corporate headquarters where they do nothing but handle hiring then you're absolutely correct

But if you just define a "HR Department" as the person responsible for hiring, then whether you are a startup or going concern you should have one.

Ben's tips seem to hold validity in either case.

By: Not Impressed

Not Impressed — Tue, 06 May 2008 12:10:07 +0000

Here's a clue, if you have an HR department, you're not a startup, you're a going concern.