How startup companies can lure talent?

Many talented people in India are attracted to big companies for many reasons and the startup companies are unable to do that.  But today everyone is looking for job security and growth, so this willl be the better stragey for the startups to attract the talents. So startup companies can provide this option instead of high pays etc, which is difficult for them.

By providing challenging opportunities and true participation.

In the established organizations, talented people often get frustrated because they are like small fish in an ocean. The myth of job security has been cast through the window by the global meltdown and the highest ever unemployment rates in the developed countries. If one is particular about job security, one should join government service. Growth is a state of mind, just as happiness is. It does not necessarily depend on titles or positions.

Startups and MSMEs can attract top-drawer talent by creating an organizational culture that nurtures creativity, recognizes contribution to the organization, and treat employees as partners in progress. This approach can place the small enterprises on the fast track of performance. Just look at the spectacular emergence of companies like Google and you can easily understand the importance of work environment and ethic. Empowerment and a sense of belongingness are the keys to retain talent.

We all aware about the promotion standards in companies. There is one of the most popular reason for leaving the old company is designation/promotion. Some employees/people give their preference to high profile designation rather than packages. And the benefits of same will go in favor of start up company. By showing future plans & present high profile designation, start up companies divert/attracts lure talent.

giviing the stock option to lure talent will incourage productivity and sutain loyalty longer in the startup companies.

Many of us at the start of our carreer are shown great things by big companies but when we actually are in it we find that if not all most of the Catchy words uttetred by the Management teams are Gas. They show the sky and you find in a few months to year that the sky has fallen down on you.

Instead the new joinees must be told about the Company in its true colour - be it good or not so good with a clear expression that we will all try to better the things if not in weeks or months, surely within a few years.

A strong HR that understands business is the best tool to hire talent.

What talent does a startup require?  This is a big question...

Does it  require Lalit Modi?  Actually he joined a start up but the promoters of IPL are no greenhorns.  

The company wants to grow and it is not an easy road to growth.  Well established talents, there are exceptions of course, many times find themselves as fish out of water in a startup.  They are used to a certain professional ambience not only in the literal sense but also on resources such as money and human resources.  

If you have been a leader and your team is also a group of proven talents, your approach is one; if the team is a combination of raw and mature talent; your approach is another.  If it is raw talent, the leader is put to grind in an entirely different way.  If there is dearth of talent, then the manager's talent needs within himself is something totally different.  Third and fourth scenarios are more possible in a startup than an established organisation.  

The question there is not of attraction of talent but is how an employee is trained or groomed to take varied responsibilities.  It is a multi-layer training hub.  A genuine expert may or may not have a satisfactory working environment here.  When you know he/she is more likely to be dissatisfied, what is the purpose of recruiting such a person in the first place?

On the other hand, if the startup has an open training culture and a definite growth path to follow, it could end up breeding excellent talent to other organisations rather than attracting talent for its own purpose.  The more confidence it builds amongst new recruits that this organisation is a place to learn where an employee is required to compromise on timings and compensation but after a stint here, one can establish better; the start up will gradually shed its start up status and gain a talent hub status.  

every employee or people want the more compansation and job security and he want growth in  his career . it all comes under the behaviour of employee on the present environmental conditions. and they want the good relation ship with employees and good relation ship with the top level management. some people stick on his job because they satisfied with working conditions and salary and security.

Startups need people with lot patience and willing to take on challenges.