The document is a presentation excerpt discussing hiring strategies for startups, emphasizing the importance of hiring talented individuals to build a strong company. It covers various recruitment channels, the significance of creating a positive company culture, and the differences between active and passive candidates. Key tips include being clear about job roles, compensating fairly, and focusing on long-term investment in talent sourcing.

1. The following Presentation is an
excerpt from my talk to startups at IIM
Bangalore.
Do let me know if you like it.
For more info you can get in touch with
me on shashank@multirecruit.com

2. If each of us hires people who are smaller than we are,
we shall become a company of dwarfs.
But if each of us hires people who are bigger than we are,
we shall become a company of giants.
-David Ogilvy
"If you pick the right people and give them the opportunity to
spread their wings and put compensation as a carrier behind it,
you almost don't have to manage them."
Jack Welch

3. Multi Recruit facebook / twitter / linkedinwww.multirecruit.com
Do’s and Don’t
Tips & Tricks
On Hiring for Startups !

4. Understanding different channels of Recruitment
• Transfer
• Promotion
• Relocation
Internal
• Employee referrals
• Job Portals
• Recruitment Agencies
• Walk-ins
• Advertising
• Campus Recruitment
External
03

5. 5
Understanding different channels of Recruitment
• Database
• Employee referrals
• Job Portals
• Recruitment Agencies
• Walk-ins
• Advertising
• Campus Recruitment
External
Employee referrals Job Portals Recruitment Agencies
Walk-ins Print Advertising Campus
Recruitment
Database
04

6. Newspaper
Ads
Recruitment
Agencies
Employment
AgenciesJob Portals
Campus
Employee
Referrals
Agencies
Job
Portals
Gami
fication
Social
Media
Mobile
Recruit
ing
Campus
Walk-
ins
Walk-ins
HR/ Recruiter HR/ Recruiter
Applicant Tracking System
Head
hunting
Current TrendEarly Methodology
05
Recruitment Methodology

7. How do you go about finding people?
• References from Friends / Peers / Workgroups / Common Connections
• Social Media Sites – Linkedin , Face Book & Twitter
• Jobsites
• Tech Forums – GIT Hub , stack overflow , Behance , dribble etc…
• Hiring Events
• Career page on your website
06

8. View Full Names on LinkedIn for Free with LIPPL
Tools to help source candidates from alternate Channels
See everything about everyone from over 140 social networks in a neatly
structured sidebar.
Uncover more information about people. Prophet finds emails, phone numbers,
social profiles and more.
Engage talent in highly competitive functions by accessing emails
addresses and other social data through the sites you use everyday.
07

9. X-Ray Search
08
• Method of looking inside a specific website to find specific information.
• also called as “Site Search”.
• We can find the data, web pages, documents that aren’t directly accessible via
links on the main public home page using x-ray/site search.
Syntax:
Google – site:
Live (MSN) – domain: OR site:
Yahoo – domain: OR site:

10. 10
Example 1
Profiles from Slideshare.net
site:slideshare.net intitle:resume "software engineer" mumbai
site:slideshare.net intitle:resume "software engineer" mumbai -sample -interviews
Example 2
Profiles from Google+
site:plus.google.com j2ee engineer "works at *" bangalore
X-ray Search & Boolean Search Examples
09

11. 11
Example 3
Profiles from Linkedin
site:in.linkedin.com (java OR j2ee OR struts) (engineer OR developer)
site:in.linkedin.com (java | j2ee | struts) (engineer | developer) -inurl:title -jobs -
pub.dir -inurl:developer -inurl:java
Example 4
Profiles from Twitter
site:twitter.com ("* programmer" | "* developer") pune
site:twitter.com ("* programmer" | "* developer") pune -
inurl:status -job -monster -looking -jobs -careerbuildin
X-ray Search & Boolean Search Examples
10

12. Graph Search Variables for FACEBOOK
01
 People who are
 People who work at
 People who live in
 People who like
 People who speak
 People who majored in
 Members of groups named “keyword“

13. Social Media
Guide
What
Ask for Views, thoughts &
share yours
Share your
experience, blogs,
Q&A
Ask Questions,
Mentions, RT, Via,
TChat
When
3-4 Times a Day towards
evening, more traction
on weekends.
Once a day.
Business Hours -
Monday through
Friday
Max 1 Tweet an Hour
How
3-4 lines, Images, links,
Videos
Slideshare, Publisher,
Groups, Pictures,
Video,
Shorthand, Symbols,
Keep length to 120-
130 Char.
Images
More the better, convert
text to image
Professional images
Share only self
explanatory &
relevant images
Social Media Guide
12

14. • Active Candidate
Seeking a new employment opportunity
• Passive Candidate
Not actively looking for a job
 Job boards, job agency, asking friends &
acquaintances
 Doing nothing that involves job seeking
Active and Passive Candidates 13

15. Don’t Hire Just Because You want to !
Thinking of hiring when it’s a necessity and not a luxury !
Ideally HIRE when You cannot complete the work without
having another person.
14

16. Clarity on the Role / Work and Deliverables
Be 100% clear on exactly what you need —what you do not need in a new hire.
Develop a realistic timeline and cost associated with finding and hiring this person.
15

17. Multi Recruit
COMPENSATE FAIR & SQUARE
Expect to compensate at or above market value.
You pay peanuts you get monkeys.
16

18. Effective hiring is largely a matter of psychology, skills & educational
background.
You want to hire people who are reliable, trustworthy, and effective — people
who will grow with your company.
Hire People With a Similar Psychology
“ninjas,” “rockstars,” “divas,”
coding “celebrities”
17

19. A good sourcing channel helps you
attract the right set of Applicants and
gives you a diverse pool of talent to
choose from !
A startup must invest to create a steady
flow and pipe line of talent pool !
View Sourcing as a Long-Term Investment 18

20. Ask them if they want a job or a career 19

21. Write realistic job descriptions 20

22. Hire people with whom you can be locked in a conference room
for eight hours.
Use the ‘Conference Room Test’ 21

23. Share your VISION , mission values & Goals ! 22

24. Multi Recruit – sample text facebook / twitter / linkedinwww.multirecruit.com
Test real skills (not credentials) 23

25. Ask the right kinds of questions
24

26. Offer REAL benefits.
To effectively hire and retain the best talent, startups must offer real benefits.
25

27. Be Clear & transparent about your Needs / Expectations from the Hire !
If you want the relationship to work, you have to make sure there is a clear
understanding between both parties before they even accept the position.
26
This includes the reporting
structure. Moreover, you want to
make sure they are advancing –
meaning you not only know
what they are looking to learn
but also that you are helping
them to do that.

28. Look for candidates who are willing to grow 27

29. Millennials are the candidates who are entering the workforce or are in the workforce currently.
They approach job seeking in a different way. They don’t just want job security. They want to work for a company they are
passionate about. They will even take a lower salary if it means working for something cooler and better.
Hire Millennials 28

30. Create a culture you can be proud of.
Culture 29

31. Embrace digital trends and social media & Technology
30

32. Focus on soft skills.
31

33. Develop Good Relationships 32

34. Build team buy-in
( Consult your Co Founders / Stake Holders / Mentor/ External consultants)
Get a “buy –in” from them and then ideally take your decisions
33

35. Time taken to decisions on hiring need to be calculative but at the
same time has to be swift.
Be swift. - Always. Be. Closing 34

36. Summary
• Don’t Hire Just Because You want to !
• Clarity on the Role / Work and
Deliverables
• COMPENSATE FAIR & SQUARE
• Hire People With a Similar Psychology
• View Sourcing as a Long-Term
Investment
• Ask them if they want a job or a career
• Write realistic job descriptions
• Use the ‘Conference Room Test’
• Share your VISION , mission values &
Goals !
• Test real skills (not credentials)
• Ask the right kinds of questions
• Offer REAL benefits.
• Be Clear & transparent about your needs / Expectations
from the Hire !
• Look for candidates who are willing to grow
• Hire Millennials
• Culture
• Embrace digital trends and social media & Technology
• Focus on soft skills.
• Develop relationships
• Build team buy-in
• Be swift. - Always. Be. Closing
35

37. 36
EMPLOYEES STAY IN AN ORGANISATION IF THEY ARE :

38. Thank you