Pros and Cons of Working for a Startup Company

Salary and benefits, job security, and work-life balance are top of the list for most job seekers. Career growth and strong leadership matter too. Generational trends reveal different priorities. Career performance is paramount for Gen X workers. Company culture, growth potential, and work-life balance are important for Millennials/Gen Y. They also thrive at startups.

If you’re entering the job market or making a career change, the startup field can be intimidating, even foreign. Here’s why you may or may not want to work for them.

The Good

It’s a unique experience: It’s not always gaming rooms and skateboarding in the hallways, but startups know how to pull off a favourable work environment. Creativity and innovation grow the business, so a stimulating workspace is crucial.

You learn a lot: Startups place loads of responsibility for their employees. They’ll hire you because of your skills, but founders expect much more. You help with everything at a startup. Often, it’s work outside your job description, so opportunities for learning and growth abound. Founders and employees work together; there’s no middle management, so you learn from the best.

Employees work without supervision: They make smart decisions and take responsibility for the consequences. The chance to steer progress motivates them to perform well.

You can innovate: Startups need to grow fast. If they can’t keep up in the fast lane, they’ll crash out. Employees have the license to show off their brilliance. They deliver results with fresh designs and new concepts that capture consumer interest.

There’s pressure to break new ground, but dynamic energy drives progress at startups. Pride in growing the company and sharing in its ups and downs creates a tight-knit team.

The perks: Money isn’t one, but plenty of other perks keep employees happy:

  • flexible working hours
  • working from home
  • shorter work weeks
  • a casual atmosphere
  • gym and other health facilities
  • employee discounts and free services
  • free food (and sometimes drinks!)
Job satisfaction: Employees share in the birth, growth, and success of the company. That’s why it’s an attractive career path for this generation. They want to belong to something special. When the company does well, they can be proud of their contributions.

The Not-So-Good

The workload is heavy: Expect to work long hours, with few holidays and vacations. Startups must capitalize on trends quickly, and early growth is vital. Employees work around the clock to make this happen, so stress and burnout are possible.

Job stability/security: You’ll love your job, but you may not keep it long. Research suggests that over 90% of startups fail within their first three years! Tech startups, in particular, face the threat of technological advancements and new inventions wiping out their business.

Startup founders have a brilliant idea and secure enough seed money to start a venture. But that doesn’t make them experienced leaders. A lack of strong mentors affects job stability.

You don’t earn much: Investors don’t dangle a huge salary in front of aspiring entrepreneurs. They pump funds into operating costs, product development, and growing a customer base. In most cases, salaries are lower with startups than with traditional companies.

What social life?: You might have fun at the office, but you work hard too. Employees work under extreme pressure to avoid losses, so don’t count on having much of social life. Work-life balance is tough, and exhaustive hours at the office can take a toll.

Startups fight to survive even when they reach great heights and are more established. Technology changes fast, competition is fierce, and small missteps can have big repercussions. That’s why many startups struggle after going public.

Ask questions in an interview that clarify expectations. You can find a job with a startup through SapienHR. Call us for a free consultation.

Original Source: Thebalancecareers

Persistence Pays Off

Recruitment can get a bad rep, but it also has many redeeming qualities that keep someone there. You work with so many exciting organizations to find amazing talent and would also be helping people to find jobs — so why would you ever get a bad rep, since you’re doing an amazing work!  You will have many memorable stories involving people who have been struggling with their job search, or companies that desperately need someone quickly. That’s where you guys come in.

Of course, there is always room for improvement

How can you ensure that you get the right candidates answering you? You need to be persistent. You need to push back. But there’s a fine line between being tough in defense of what’s right and being too harsh, which is something you’d struggle with constantly. Finding the line between helpful and pushy is the key to success; you need to know when to push candidates to take risks and when to back down. In order to do this, you need to truly know your candidates — and your clients.

You will sometime find it difficult to be persistent with people and will find a way to get over that feeling, but still question, how many times are you allowed to reach out to someone? Some ways that you could overcome these concerns are by doing extensive research on each person’s background to ensure you’re bringing something valuable to the table. You should also realize that in those 10 + calls a day from different recruiters, you have done the best job finding something relevant and appealing to them. You have taken the time to research their backgrounds, interests, and projects they have done. In the end, they appreciate your call (even if they are not looking!) and that’s how you build a relationship. While it’s not an easy job, it is rewarding. As said, why would you ever get a bad rep, you’re doing amazing work!

So how many times IS too many to follow up? If you can connect with someone, being persistent is easy. You consistently follow up with people 4–5 times, in an effort to make that connection. Persistence, not pushy. There is a fine, but very important, line between the two.

Being in recruitment, being persistent, following up, and pushing back is a vital part of being a good salesperson — as long as you’re doing it in the right way.

Qualities that Make a Great Recruiter

You are already a recruiter but would like to know if you meet all the requirements to be a great Recruiter?
Here are a handful of the top qualities that make a great recruiter.

Target-driven

The recruitment industry is particularly competitive and target-driven, therefore, it is essential that the recruiter can handle pressure very well, is target-oriented, ambitious and hungry for results. If you are not a target driven person you should seriously reconsider whether this is the right job for you.

Marketing Skills

Knowing how to market and promote your services, expertise and knowledge effectively to clients and candidates is of utmost importance. If you have lots of candidates in your database but are not able to convince a company to hire any of them you will not close any deals. Your convincing, negotiation and selling skills are therefore crucial. No clients, no business – as simple as that.

Listening Skills

For a recruitment consultant, it is important to be a great listener. Only if you listen carefully and thoroughly to both, the job seeker and the client, you will be able to understand what their needs are. The more you listen to them, the more you will find out. The more you ask them, the more you will know. So, the better you know what the client and jobseeker are looking for, the easier it will be to find the perfect match. This will allow you to make better decisions and find the perfect match over and over again.

Communication Skills

Working in the “human resource” business requires from a recruiter to be a great communicator, no matter whether on the phone or via email. If things don’t turn out positively for a job seeker than being straightforward is not always the right strategy in this case. You can’t tell a job seeker “Your background and experiences don’t match our needs right now” or “You are a great candidate but unfortunately you just came at the wrong time.” There are situations in which a recruiter needs to prove that s/he is tactful, considerate and gracious in order to maintain a good corporate as well as personal reputation.

Multitasking Skills

Since you deal with companies and candidates on a daily basis you will need to juggle multiple projects and tasks simultaneously. Keeping in mind the details of various jobs, companies and candidates is important in order to work efficiently as well as effectively.

Relationship Building Skills

A recruiter works in the “people business” and deals with a variety of different people on a daily basis. This person has to be a good connector, who loves to connect with new people and knows how to use every opportunity to network and to turn it into business results. Having great relationship building skills with all people involved in the process is therefore crucial. It will allow you to build trust and attract clients as well as jobseekers more easily. Once you gained their trust and they notice that you work professionally, effectively and reliably, they will come back again and again without looking any further. It will also save you time because you can focus on your existing clients rather than having to chase constantly new ones. Also, don’t underestimate the good relationship you have built with your job seekers. If they are happy with the job you were able to find for them, they will recommend you to their friends and family too, should they ever need a job in the future.

Time Management Skills

Having great time management skills is essential because certain positions need to be filled urgently and getting your priorities right is paramount.

Problem Solving Skills

You need to be a good problem solver because you might face situations which you never thought would come along the way. For example, people not turning up to their interviews, companies telling you that they already found another candidate, not finding any candidates for a certain position for a long time, etc.

Paying Attention to Detail

Remember that none of the parties involved has to work with you as a recruiter. They should want to work with you because you make the process easier, faster, and more successful. This is only true if you take a detail-oriented approach to providing quality service.

Confidence

You need to be confident not just about yourself but also about the services you offer to your clients as well as job seekers.

Patience

Sometimes you will need to be very flexible and patient because candidates or clients might want to reschedule their interview dates at the last minute.

Speed

Companies and job seekers don’t just rely on one source for filling their positions or finding a job but multiple sources. Who acts quickly will, therefore, win in the end. The worst that can happen is that at the last minute a company might tell you that they already found a candidate or the candidate already found a job in another organisation. Thus, it’s not the size that nowadays matters but speed.

Reliability

If you want to be perceived as a trustworthy professional you need to be reliable when it comes to punctuality, offering the services you promised within a certain timeframe etc. If you can’t keep up with small things nobody will trust you and offer you bigger challenges in the future.

 

Some great recruiters are born, but others can be made—and we all have opportunities for improvement. If you focus on these thirteen skills, you’ll continue to move up in your recruiting career.

Technology & The Recruiting Game

Today, technology isn’t just something everyone is using to get work done and to stay connected, it’s also impacting how employers recruit great talent and how great talent finds the right employer. While the principles of a well-written job posting to attract talent remain relatively constant, recruiting has rapidly changed the distribution model and has brought new, more powerful technological tools to the table for employers.

The job market of today bears little resemblance to their previous avatars. Millennials have a totally different way of connecting with one another than the generations before them had. Technology has evolved, and most people now rely on the Internet — including social networks — to find friends, jobs, and pretty much everything else.

Where once employers used to hold all the control, candidates are increasingly calling the shots.

So, what does this mean for the world of recruiting in the years to come? There will be a plethora of new channels through which to find that next job (if you’re a candidate) and that next candidate (if you’re a recruiter).

Social Media is Still the King

According to the studies, 29 percent of job seekers use social media as their primary tool for job searching and 93 percent of recruiters use or plan to use social media to support their recruiting efforts. Social networks are no doubt great tools for connecting with prospective candidates. It allows job seekers to interact directly with potential employers, read reviews and really see what a company is like before accepting a job there. Millennials have grown up using social networks and technology and savvy recruiters who understand how to connect with this age group in the places where they’re already hanging out will definitely have the advantage.

 Embracing Big Data & Analytics

Until recently, descriptive data analytics failed to provide recruiters with information that provides actionable insights for proactive hiring strategies. The use of social networks has opened up a much wider talent pool for recruiters to draw from, but the time it takes to do that research could end up taking hiring managers away from their most important task: actually hiring. It is not that easy to manually sort through a lot of profiles and social network data. These information will increasingly get the “big data treatment” so recruiters can quickly and easily locate the best people for the job. Big data is the opposite of yesteryear’s performance analytics and will use predictive analytics to help the recruitment team build and manage a pipeline of qualified candidates, do job-matching etc etc and once candidates become employees, the tools can be used to predict the churn, employee longevity and finally to work on retention strategies.

It’s a man-plus-machine approach to big data.

Information & Communication Technology (ICT) Impact

Across the globe, we are seeing a transformation of the world of work, thanks to information and communication technologies. Many employees have grown to see the traditional office as choking and to carry out their job, all the average employee needs is a computer. So, why commute to work, spend hours in an office, and then commute home when you have everything you need to do your job right in your house? ICTs are enabling new, more flexible forms of employment and work and technologies like smartphones, social media, and advanced chat clients give employers the opportunity to widen their talent pools.

Mobile- First Strategy

These days, more and more job seekers are carrying out their job searches on smartphones and tablets as its more of a convenience. In the coming years, we can expect the amount of mobile activity to increase. At the very least, the company career page should be optimized for the mobile experience. This allows you to reach engaging and dynamic passive candidates much more easily and provides a great impression of your brand. Moreover, this could also be extended towards interview scheduling and communications. The hiring process should also be optimized for recruiters to make their tasks easier.

Conclusion

While digital tools will never fully replace the human instinct necessary for identifying the right candidates, an ability to stay on top of technological trends could be a recruiter’s biggest advantage going forward.