How to get ‘em employees?

Posted on January 3, 2012 by


-A three-course menu-


For me HR is always an interesting topic in businesses. And considering my last post it’s quite important for Start-Ups as well. So I’m asking myself how does it work in Start-Ups? Any special effects here? What do HR managers do to attract and keep the best people?


Google Blog Search

–       Always a great way of finding what you need and much more beyond it-

I start with typing simply HR in Start-Ups and baam there’s more than I feel capable of reading! To make it newsworthy I chose to only read post from the last month.


A video as my Appetizer 

To get through the jungle and have a first taste I watched an introduction video from Tech Vibes to the Start Up HR 101 seminar.

Some great objectives mentioned here are:

  1. Identifying when your start up is ready to hire and where to begin your applicants search.
  2. Understand new concepts for standing out amongst large organizations and attracting the right candidates to your start up.
  3. Recognize ways to deliver a strong on boarding process.
  4. Develop new insights on the best ways to motivate and engage employees.
  5. Develop new ideas for growing a culture of success.

Main Course: bits and pieces of opinions making up a nice bowl of expert knowledge salad 

To give you a broad overview of what’s advised, argued, declared and simply concluded on the web I’ll look through some more blogs.



Is looking back at 2011’s HR topics and describing the War for Talents that results from a skilled personnel shortage. They claim it to be difficult to find the right people and thus employer branding evolves to be more important than ever. They argue for big companies offering big money, status and security but lay out a high learning curve, experience and interesting dynamics for start-ups. To picture the dynamics and atmosphere of a start-up, Gruenderszene proves videos to be the new recruiting measure of 2011. make your team Happiily

On this blog I found a site that helps with start-up HR, they allegedly capture the mood of employees filling out a questionnaire and thus offer managers an easy way of making employees happy by understanding them. This free to use tool establishes an opportunity of anonymous feedback conversations to resolve problems quick and easy.


Sounds good don’t you think? I think this would definitely help with keeping your employees, after you found them. Which is another important point: how to keep ‘em employees once you found ‘em? Hopefully I’ll come to this in my next post.

Getting back on how to find ‘em:


The Tech Entrepreneurship Blog shares its story

Right at the start of her blog post, Alessandra Glavier points out that start-ups are managed differently from big enterprises and tells us of their recruiting process and difficulties.

She argues, that start-ups have to overcome being the unknown company, when recruiting not even being able to tell the applicant what they are actually doing (due to confidentially contracts with investors and partners). So she concludes to convince the applicants with their charming personalities and ability to answer questions as satisfying and meaningful as possible. A downside of this are potential talents missed out on, but she declares the integrity and engagement to partners is too incredibly important to risk.

In the end Alessandra establishes that employees should see for themselves and have the chance to take the offer of a full new experience that’s worth to risk not to know every little detail about the business idea beforehand.


crowdSPRING tips us off with 5 great self service HR resources

As many start-ups are web based he offers five ways to use the Internet with HR. As he explains, many start-ups do not have an HR department, it can be time consuming and difficult. With these five tips he delivers a way to help:

  1. Recruiting and screening: post job openings on specific start-up pages, search proactive on career networks like LinkedIn or Xing and use pages as Ceridian and to screen the applications.
  2. Payroll and record keeping: let SurePayroll or EffortlessHR help you with these time-consuming activities!

… You get the picture. There are start-ups to help other start-ups with HR activities and I’m sure, that HR isn’t the only department that gets help in this branche.


For Dessert: iŸpotentials

I want to introduce to you my personal favourite: ipotentials! It is a start-up recruiting agency, which does not only place people in jobs but also blogs about HR on startupcareer.

Since we now got a feeling of what employers do to hire, I want to propose some tips and tricks of how to apply to a start-up.

Josa Stickel wrote a blog entry about how to write an application for working in a start-up.

So what’s important to impress future employers? To point out the most important factors Josa advises to ask yourself the following set of questions:

–       Who am I?

–       How can I help you?

–       How come I applied for this job? What’s my background story?

–       Why can you trust me?

–       Which topics and passions do we share?

–       What’s inspiring me about the market you’re located in?

–       What’s inspiring about the product / service you’re offering?

So in order to make the employer get to know you, it is important to give him not only an outlook on your expertise but also on yourself as a person. The author explains that start-ups do not only want your talent but also a person who identifies with the business and fits into the start-up as a whole.

Therefore his last tips are to have an opinion, explain it and personalize your relationship with your employer.


My last words about this post:

I think it was really interesting starting off with a rough idea of what to write and then having such a whole lot of information matching another and establishing a wide spectrum of objectives to keep in mind. I hope you enjoyed it and got a small taste on what HR in start-ups can be like.