An Insight on Fresher’s Hiring in Technology startups

Today, “Technology sector” is continuously buzzing with new developments in skills as well as jobs. With “Start-ups” representing a dynamic eco-system, people are expected to be highly active, performing multiple tasks and be ready to face new challenges every time.

So Why do we hire freshers?

Freshers i.e. the young millennial – are tech savvy, highly enthusiastic, with better grasping power and fresh perspective and they also contribute to the organizational diversity. Their freshness and energy affects others too and keep the start-up eco system alive.
Hiring Freshers is cost effective too, they come at a lesser cost than the experienced ones since they lack relevant exposure and work experience.
Fresshers tend to be more focussed and serious about their job as this first job would be the starting point of their career. Therefore, it’s only apt to keep hiring freshers.

What are the skills we look out for in freshers ?

Some of the primary skills we look include
·Logical Thinking Ability, good problem solving skills
·Clarity in Basic Technical concepts
·Aptitude and Attitude to learn and grow
·Honesty and integrity, Team player ability
·Ability and Competence to go that extra mile

Attracting such great talent to work for start-ups can be quite challenging. Majority of the candidates give first preference to MNCs. Therefore, before deciding on which sources to use for recruitment, organizations must first develop marketing and branding strategies to make themselves familiar and popular amongst freshers.

What are the common sources for hiring Freshers?

Conducting Campus Interviews
Campus interviews are an effective source to hire many freshers simultaneously. Though its time consuming activity, the available talent pool is vast to choose the candidates from.
Campus Drives, however, can be challenging for start-ups as they have to compete with bigshots which easily attract young talent and the unselected average students remain for start-ups. Therefore, Timing and marketing are the key factors to be considered for successful campus drives.

Tie Ups with the Training Institutes
Training Institutes are another great source to hire freshers. The theoretical and practical training given to candidates make them market ready and help organisations to select skilled resource. Some training institutes even conduct campus drives at their own premises to aide companies in their recruitment process. Training institutes are also providing specialised training courses to selected students as per company’s requirements. This in turn can save company’s time and cost needed for basic training.
However, the quality of training programmes is deteriorating making it difficult to select the right candidate. It’s also observed that instead of enhancing the technical skills, candidates join these institutes as primary means for placements.

Job portals
For freshers hiring, Job portals can be used as a parallel resource in addition to above sources. The major challenge while using job portals is the irrelevant job applications. Candidates do not read the job requirements correctly and apply for job. Moreover, the resumes are incomplete often lacking the required information.

Internal Reference
Internal References by existing employees can also be used to source profiles. To motivate employees for providing reference, an employee referral scheme should be in place which encourages employees to refer suitable candidates from their social networks. It not only reduces the recruitment cost but also ensures candidates’ quality. However, it’s advisable not to rely entirely on references as it could restrict diversity in workforce.

What are the challenges in hiring freshers?
The hired fresher is a liability for the initial few months. To make them productive, the organizations have to invest time, money and other resources to provide essential training.

Common challenges faced while recruiting freshers include –

1)Skill gap
It is observed that engineering freshers lack the necessary technical skills including coding skills which prolong the recruitment process.
Though the available talent pool is large but the quality of talent is poor, the selection rate is far below average.

2)Attitude and cultural fit for the organization
Fresh graduates usually have very less knowledge of corporate life, work culture and working standards.
They are unaware about business standards and business models, workplace etiquettes, expectations regarding their roles, work place diplomacy. They have to often struggle to meet work deadlines and match Team Dynamics.

3)High salary demands

4)Because of lack of professionalism candidates often drop out

5)Inaccurate resumes
Freshers often miss to mention important details like year of passing the course, any gap between the course, course details, specialization etc.

In addition to above, if the fresh recruit is unable to grasp the knowledge effectively then the entire effort right from recruitment to cost to hire is wasted resulting in the company loss and repetition of the entire recruitment process.
Sometimes Freshers are not sure about their career path, after working for some time they want to leave for higher studies or change the job profile.

What can be the possible solution?

A successful Campus Drive at Vasantdada Patil College of Engineering, Mumbai !

We all know, Technology sector is rapidly growing and evolving. To keep abreast with the new technological developments, hiring freshers forms an important recruitment strategy. Freshers are filled with dynamic energy, new ideas, they are more technologically advanced, have wide knowledge gained during their course and they also have a high tendency to grasp things quickly.

To avail such talent, Companies and Institutes use Campus Drives as a means for quick placements of freshers. The advantage being the availability of large talent pool under one roof and the opportunity to close many positions within less time, thus expediting the recruitment process.

“Inspeero Technology” being a rapidly growing Technology startup, needs such dynamic workforce that can go an extra mile to achieve goals.

To fulfill our recruitment needs of hiring fresh talent, Campus recruitment drives form an essential part of our hiring process. It helps us to fill numerous positions simultaneously, thus saving time and recruitment costs.
For this reason, a Campus Drive, in collaboration with Profound Edutech was conducted on 7th June 2018 at PPVCOE. The drive was specifically organized for us to hire Fresh Software Engineers.

For a Recruitment Drive to be successful, below key points should be considered.
As any other event, a lot of planning is involved to conduct a Recruitment Drive. Planning in terms of
Date – Drive should be held on a date which promises maximum students availability for participation.
Time - Timing plays a vital role. In our case, this was the first recruitment drive right after final exams so the number of participants and quality was relatively good.


Venue that is well known and easily accessible to all ensures maximum students’ footfall.

Target Audience

Whether to reach IT / Non IT students, location specific students or percentage cut off limit for participation should be planned in order to reach a Targeted Audience.

Marketing and Promotional activities

For any event to be successful, reaching the masses is important. A constructive marketing and promotional plan would lead to better publicity. This can be achieved by

- Collaborating with Training Institutes and college TPOs to inform maximum number of students.
- Using social media like Facebook, LinkedIn, Twitter etc. as new means to reach the millennial.
- Job sites can also be used to maximize the reach.
- All this helped us in getting 250+ footfall for our Recruitment Drive.

Miscellaneous preparations
Preparing multiple question paper sets to avoid cheating and availability of Xerox machine to facilitate photocopies generation. Arranging answer sheets for aptitude test, selecting the relevant interview panel, refreshment and lunch arrangement.


On the drive day, welcoming the students on Campus – guiding them in registration process, giving pre-placement talk, Conducting aptitude test, evaluation of answer sheets and elimination of those who did not clear tests, conducting technical interview rounds and shortlisting of the candidates.

Throughout the interview process, coordination with students plays an important role. When the drive is conducted in collaboration with Training Institutes, it can be well taken care off and the company can focus solely on conducting interviews.

It is important to followup with shortlisted candidates and keep them informed of further processes. In our case, followup was required to call shortlisted candidates for machine test and final round with the CEO.
By following the above pointers, a flawless recruitment drive can be conducted.

Our experience on PVPPSCOE campus, in collaboration with Profound was truly a pleasant one. It resulted in us hiring 3 tech geeks!
In addition to fulfill recruitment needs, Recruitment Drives also helps organizations to build their company’s brand name.

On a closing note,
“You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.”
– Renee West, Luxor and Excalibur Hotel.




























HR Trends in Startups

Related image“ You don’t build the business, you build people. And then people build the business”.

Indeed ! The power of people is such that when provided with favorable working condition, they can help the company to grow exponentially within a short period of time.

Looking at how volatile the Indian startup industry is, Human Resource professionals plays a very crucial role in helping Businesses to build their core team and ensuring employees remain with them.

Its therefore imperative to develop HR strategies that are simple and easy to follow without any complex Jargons. HR Strategies should help in making a focused, goal oriented, challenging and enthusiastic working environment.  

Some of the frequently observed HR trends in today’s startups include -

HR playing a strategic role

HR strategies today are developed in correspondence with the business objective. These broadly involves developing organizational structure, culture, talent management, performance management and change management which helps to achieve competitive advantage through people management.

HR professionals provide a sense of direction in the dynamic startup environment so that the business goals are linked with individual goals, through development and implementation of relevant HR policies.

HR Trends observed in Organization’s operation

One of the key element of success is organization’s culture and the ethics it follows. Efforts are made by HR and the management to establish the right culture and work ethics that are aligned to the organizational goals and objectives and ensuring that everyone follows them.

It is often seen that startups have an open culture where there is a flat hierarchy where everybody is easily approachable and work as a one whole team to achieve the set targets.

Working hours flexibility, casual dress code, work from home, BYOD are some of the examples that have become norms today in startups.

Employees are often expected to work out of their comfort zone and Job Description and stretch their set job responsibilities to complete challenging tasks, roles and responsibilities.

Some of the examples of successful startups having great working environment are:

Busigence - At Busigence, some of the employee engagement activities include barbeque nights, family picnics, talent shows, foosball, ethnic wear days, and cultural functions.

TripHobo - At TripHobo, every team goal achievement is accompanied by team party.

SocialCops - The company follows limited hierarchy, giving complete project responsibility to employees, transparency, innovation and creativeness are given importance.

HR Trends in Recruitment and Attrition control

The hiring process is quick, skill and attitude based. People who can take up responsibilities, work hard and keep the company above themselves are the right match for startups.

Generally, in startups, employees are a team of young and enthusiastic people with multiple skillset.

However, it is also a challenge to attract these talented people who can resist the well established MNCs and join startups.

On of the growing concern is considerably high attrition rate in startups. This can be because of lack of employee recognition and growth or cultural mismatch.

Establishing proper company culture, competitive salary compensation, sometimes also in terms of profit sharing, career growth potential, challenging work environment, employee engagement, rewards and recognition can help in controlling attrition rate.  

HR Trend in Performance Management, Reward and Recognition

As stated above, employees in startups are expected to take complete responsibility for their work, to ensure they perform well, 360 degree feedback mechanism is often used where feedback from all the relevant members is taken into account.

Performance management is designed to give quick feedback to employees. In case of positive feedback, it motivates them to outperform and in case of negative feedback, it triggers them to take quick remedial action.  

PMS is often linked with employee contribution to company’s profit.

Another trend of giving 30-50% hike to the deserving employees is also observed.

Rewards and Recognition are important morale boosters that make employees feel they are appreciated for their work.

Early Promotion, designing mentor, incentives, team lunch/dinner are some of the observed current trends.    

Employee Engagement Trends

It is a well known fact that Happy Employees are more productive.

Today’s HR are spending a considerable amount of time in developing effective Employee Engagement Strategies.

Employee’s Birthdays, Anniversaries and Festive celebrations, team lunch and dinner outings, innovative discussion meets, gaming sessions, unique themed days are trending today.

More constructive employee engagement trends observed are delegating important responsibilities, team handling , taking employee opinion in critical decisions, brain storming sessions, making them involved in hiring process, keeping them informed about the business progress, outdoor workstation.  

In conclusion, HR strategies are undoubtedly trending more towards employee empowerment.



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