Stay Alert and Ardent to Achieve Altitudes
Mobme is a mobile Internet company, which was founded in 2006 and has over 150 employees.
As businesses move forward looking for newer growth possibilities in a lethargic economy, managers are probing for talents to achieve this growth. The purpose of an HR manager is to maximize output of an organization by optimizing the effectiveness of its employees. Regardless of the size of the company, recruitment plays a key role in the functioning of the organization. The same stands true especially for established startup like MobME. People are everything for a business; they can make or break the organization. This is because when an enterprise has thousands of employee, they can still manage after taking a few risk in hiring. Considering a startup, they are so lean that, every hire must count and even a single bad hire can cause incredible damage. Hiring the right engineer for a team can make a difference; likewise, missing out one talent can be devastating.
Finding the Candidate with Key Skills
When an enterprise finds someone who really impresses them and fits with the culture, they will uncover a place for them at their company. The companies prefer the raw talent than work experience, as every new job is a learning experience no matter how much experience they possess. At MobME, we are looking for the best people. It is true that hiring people with impressive experience will drastically reduce the efforts in training and molding of an employee to fit the work culture. However, giving them opportunity to develop themselves with the help of talented colleagues and giving them big challenges to work on is the most effective way to nurture employees.
The company can teach people about technical/functional skills, but they cannot teach passion, urgency and a willingness to go an extra mile. There are certain behavioral skills that a company will look for in a person other than his technical knowledge. They will appreciate candidates who can understand and translate high-level strategy into great design, sales, marketing, customer, product and software architecture decisions. Moreover, there should be clarity of thought, and ability to communicate crisply and concisely within and across teams. Managers respect brilliant performers who can be resourceful enough to start and make an impact on key business initiatives. This coupled with a curiosity to learn and understand everything makes a great employee. The leaders expect that their employees have the courage to speak up if they have a different opinion and come up with the next big idea. They greatly value individuals who put the company's success (instead of theirs or their team's) first.
If a person is not eager to work with a company, it will be evident during the interview. If he/she is keen to perform in the interviews, the best approach is to apply for the jobs that they are passionate about. Almost one-third of employers prefer entrepreneurship experience when hiring recent graduates. As an undergraduate, you do not necessarily have to start a business. However, the key lies in getting their ideas work. Companies have to focus on innovation to survive and thrive in these difficult times, so graduates inclined to entrepreneurship are important to them.
"Soft skills" demonstrate how well an applicant will fit into the corporate culture, and gives an indication of how long a new hire will stick to the company. The best way to develop the soft skills is to become more self-aware, and to get feedback from the people you trust who work in your desired field. Also, actively put yourself in situations where you are communicating with others in-person.
Rewarding the Right People
Employee incentives programs tend to compensate those employees who go "above and beyond" their typical duties and excel in ways that help the company achieve a higher profit margin and make more sales. Instead of providing many fancy sounding allowances that adds to the CTC, we prefer to compensate by offering a better salary and letting them decide how best to use it.
Learning is one of the biggest motivations to work. At MobME you are a part of something much bigger than just what your job entitles. It is an obvious thing that you need to write codes, publish blog posts, whatever, but you are handling a lot more than that. You are building a company. Being a part of a small company is like creating a community or finding new best friends. You are at the apex of what would become big, meaningful and different, the excitement is amazingly powerful.
As businesses move forward looking for newer growth possibilities in a lethargic economy, managers are probing for talents to achieve this growth. The purpose of an HR manager is to maximize output of an organization by optimizing the effectiveness of its employees. Regardless of the size of the company, recruitment plays a key role in the functioning of the organization. The same stands true especially for established startup like MobME. People are everything for a business; they can make or break the organization. This is because when an enterprise has thousands of employee, they can still manage after taking a few risk in hiring. Considering a startup, they are so lean that, every hire must count and even a single bad hire can cause incredible damage. Hiring the right engineer for a team can make a difference; likewise, missing out one talent can be devastating.
Finding the Candidate with Key Skills
When an enterprise finds someone who really impresses them and fits with the culture, they will uncover a place for them at their company. The companies prefer the raw talent than work experience, as every new job is a learning experience no matter how much experience they possess. At MobME, we are looking for the best people. It is true that hiring people with impressive experience will drastically reduce the efforts in training and molding of an employee to fit the work culture. However, giving them opportunity to develop themselves with the help of talented colleagues and giving them big challenges to work on is the most effective way to nurture employees.
The company can teach people about technical/functional skills, but they cannot teach passion, urgency and a willingness to go an extra mile. There are certain behavioral skills that a company will look for in a person other than his technical knowledge. They will appreciate candidates who can understand and translate high-level strategy into great design, sales, marketing, customer, product and software architecture decisions. Moreover, there should be clarity of thought, and ability to communicate crisply and concisely within and across teams. Managers respect brilliant performers who can be resourceful enough to start and make an impact on key business initiatives. This coupled with a curiosity to learn and understand everything makes a great employee. The leaders expect that their employees have the courage to speak up if they have a different opinion and come up with the next big idea. They greatly value individuals who put the company's success (instead of theirs or their team's) first.
If a person is not eager to work with a company, it will be evident during the interview. If he/she is keen to perform in the interviews, the best approach is to apply for the jobs that they are passionate about. Almost one-third of employers prefer entrepreneurship experience when hiring recent graduates. As an undergraduate, you do not necessarily have to start a business. However, the key lies in getting their ideas work. Companies have to focus on innovation to survive and thrive in these difficult times, so graduates inclined to entrepreneurship are important to them.
"Soft skills" demonstrate how well an applicant will fit into the corporate culture, and gives an indication of how long a new hire will stick to the company. The best way to develop the soft skills is to become more self-aware, and to get feedback from the people you trust who work in your desired field. Also, actively put yourself in situations where you are communicating with others in-person.
Rewarding the Right People
Employee incentives programs tend to compensate those employees who go "above and beyond" their typical duties and excel in ways that help the company achieve a higher profit margin and make more sales. Instead of providing many fancy sounding allowances that adds to the CTC, we prefer to compensate by offering a better salary and letting them decide how best to use it.
Learning is one of the biggest motivations to work. At MobME you are a part of something much bigger than just what your job entitles. It is an obvious thing that you need to write codes, publish blog posts, whatever, but you are handling a lot more than that. You are building a company. Being a part of a small company is like creating a community or finding new best friends. You are at the apex of what would become big, meaningful and different, the excitement is amazingly powerful.
