DAYANANDA SAGAR COLLEGE OF ENGINEERING

Management and Entrepreneurship

(19M51CMEP)

Case Study Report

RECRUITMENT IN STARTUP
A Case Study report submitted in a fulfillment of the requirements for AAT of V
Semester of Bachelor of Engineering in Electronics and Telecommunication
Engineering of Visvesvaraya Technological University, Blegaum.

Submitted by
Name : TARUN S N
USN : 1DS19ET096

the guidance of Mrs.Deepthi Raj

Designation Assistant Professor.

Dept. of Electronics and Telecommunication Engineering.

DSCE, Bangalore-560078

Signature of professor
Date of Submission:
 Table of Contents

SL.NO CONTENTS

1 Recruitment in startup
2 Work culture in startup

3 Organisation of a Startup
4 Process of Recruitment

5 Expectations from Employees

6 Risks and Rewards for Employees

7 Examples of a Startup
 RECRUITMENT IN A STARTUP

INTRODUCTION

Smart companies typically operate in competitive talent markets. This

means that the people you’re looking for are likely to be juggling several
job offers. Competing for outstanding candidates with the likes of
Google, Facebook and Twitter might seem like a losing proposition but
it’s not.

It can be done but, first, you have to realize that hiring is marketing. We

live in what’s called the “age of transparency”. It has never been easier
for employees to be able to tell who you are or what working with you
would be like.

In the early days, the way you market your product and the way you
think about the problems you’re solving, says a lot about the kind of
company that you’re about to build. If you become known for doing
interesting things for your customers, you will attract talented and
ambitious people.

Ask any startup where most of their hires came from or ask bigger
companies where their best people came from and the answer is usually
the same: friends, friends of friends or ex-colleagues. It’s all about
networks for one simple reason: good people know good people. Part of
being a good CEO is building a great network with quality and reach.
There are no shortcuts here, it’s real work. The better your network is,
the easier your next hire is going to be.
Defination:
The term startup refers to a company in the first stages of
operations. Startups are founded by one or more entrepreneurs who
want to develop a product or service for which they believe there is
demand. These companies generally start with high costs and limited
revenue, which is why they look for capital from a variety of sources
such as venture capitalists.

Key takways
 A startup is a company that's in the initial stages of business.
 Founders normally finance their startups and may attempt to
attract outside investment before they get off the ground.
 Funding sources include family and friends, venture capitalists,
crowdfunding, and loans.
 Startups must also consider where they'll do business and their
legal structure.
 Startups come with high risk as failure is very possible but they
can also be very unique places to work with great benefits, a focus
on innovation, and great opportunities to learn.
 Work culture in startup company:
Startup culture is the shared values, thoughts and beliefs that shape how people work. Startup
culture is different from corporate culture because it typically reflects the personalities and
passions of the team members. That’s not to say that employees don’t influence the culture of
more established organizations, rather that individual contributions are more impactful at
startups or smaller companies.

The four themes

Passion is at the core of an entrepreneur’s business. This passion, whatever it

may be — passion for community, revenue or environment — becomes the
heart of the business.

Personality is key for startups. For many entrepreneurs, this exhibits itself in
the curation of unique items for their space: reclaimed or repurposed wood, rich
materials and commissioned artwork. Feeling comfortable in the workplace is
the first step to being engaged and productive.
Agility is critical for the fast exchange of ideas, strategy pivots and action items
— all directly impacting business results. It’s also important for the physical
space to remain agile and allow for workers to move between standing height
tables, traditional desks and lounge settings to maximize collaboration and
ideation.

Authenticity celebrates each person and the diversity they bring to the team.
The freedom to truly be yourself without compromise is the holy grail of the
entrepreneurial ecosystem.

How to Build a Strong Startup Culture 

TIPS FOR BUILDING A STRONG STARTUP CULTURE
 Take time to define your values
 Practice what you preach
 Be inclusive from the start
  Regularly evaluate your culture

Organisational structure of a startup company:

LINE AND STAFF ORGANISATION

Organizational Chart

The line organisation gradually developed to shape as the line and staff organisation. As the
industry grew in size and complexity, the line executives could not perform properly all other
functions such as R&D, planning, distribution, legal, public relations, purchasing, accounting
etc. This made to employing of special executive to assist line executives and they were
known as ―staff‖ as they were recruited to perform specialist function. Line authority gives a
supervisor a line of authority and control over a sub ordinate while nature of the staff
relationship is advisory. The function of people in a pure staff capacity is to investigate
research and give advice to line managers to whom they report. The final decisions left in the
hands of executive. Staff officers are ―authority of ideas‖. Line officers are ―authority of
command‖.

The process of recruitment and selection begins with recruiting candidates and
ends with selecting a candidate to hire, as you might expect from the name.
Being thorough and following each step can lead to better hires and retention
rates. You can start by considering this seven-step recruitment and selection
process example.

ADVANTAGES:
1. Expert advise from specialist staff executives can be made use of.
2. Line executives are relieved of some of their laods.
3. Less wastage of material, man and machine hours.
4. Quality of product is improved.
5. There is no confusion as exists in functional organization
. 6. It possesses all the advantages of both line and functional orgnaisation.

DISADVANTAGES:
1. Product cost will increase because of high salaries of staff executives.
2. It may bring confusion in case of functions are not clear.
3. Friction and jealousies will develop between staff and line executives.
4. Complex in nature.
5. May not be effective for small organisations.

PROCESS IN RECRUITMENT

Take a look at the steps of recruitment and selection:

1. Receive a job order

2. Source candidates
3. Screen applicants
4. Shortlist candidates
5. Interview candidates
6. Conduct testing
7. Extend a job offer

1. Receive a job order

When you receive a job order from your client, you can get the
recruitment process rolling. A job order should include information about
the position you’re filling.

2. Source candidates

There are many ways you can source passive candidates and active

candidates. Active candidates are those actively looking for work while
passive candidates are not. Successful recruiters are able to source both
types of candidates.

3. Screen applicants
Ask candidates about themselves, including their work history and career goals.
Verify that they understand the job description and are qualified

4. Shortlist candidate

Recruitment shortlistlisting is the process of advancing a few candidates

from your pool.
Narrowing down your pool of candidates can be challenging
because you don’t want to advance the wrong candidates. Take the time to
learn about each candidate’s experiences, qualifications, and personality so you
can be confident you shortlist the right people.

5. Interview candidates

After you have narrowed down your candidates, you need to pass along their
information to your client. Then, your client will interview the candidates.

The face-to-face interview helps you and your client really get to know the
candidates. You can study their body language and ask more behavioral
interview questions. The interview process helps you and your client get a feel
for the candidate’s work ethic.

6. Conduct testing
To further test a candidate’s skills, you and your client might consider
conducting job-fit tests. A job-fit assessment test helps you and your client
determine how the candidate would mesh with the company.
A job-fit test can take anywhere from 30 minutes to one hour. It asks a series
of questions candidates must answer honestly.

7. Extend a job offer

The final stage of the selection process is actually selecting a candidate. Extend
the job offer to the candidate your client wants to hire.

The candidate might try to negotiate the salary your client offers. Talk with
your client to see whether the requested salary is possible.

If the candidate declines the job offer, you will either need to go back to the
other top candidates or restart the recruitment and selection process.
b) Expectations from employees

Employee satisfaction and motivation are very important factors to

develop a successful business in modern era. Employee satisfaction is
the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Employees
always desire to get some expectations from their organization which
help them to set their mind for the growth of the company and bring the
satisfaction. Now a days many business sectors are trying to fulfill
employees expectations by providing good workplace as well as other
benefits. Many measures purport that employee satisfaction is a factor
in employee motivation, employee goal achievement, and
positive employee morale in the workplace.

The five contributors to job satisfaction were:

 Respectful treatment of all employees at all levels

 Trust between employees and senior management
 Overall benefits
 Overall compensation/pay
 Job security

Meeting Employee Expectations

While fair compensation and benefits are where most organizations

focus, they're fairly low on the list of employee expectations. This isn't
to say that they're unimportant, but its' crucial to understand that
employees expect and value:

Respect: Employees want to be treated respectfully no matter what

their job role may be.
Trust: Employees want to be able to trust management, and they want
management to trust them to do their jobs. Show them why you're a
trustworthy partner.
Social interaction: Employees want to have friends at work, work in a
collaborative environment, and have a good relationship with their
immediate supervisors.
Purpose: Employees are searching for more meaningful work in the
business landscape. Helping them to understand how their work affects
their peers, the company, and the world around them.
Autonomy: Employees want to choose when, where, and how work
gets done. Giving them this freedom to do their most awesome work
will create an exceptional success.
Recognition: Employees want to be recognized regularly for their
contributions. introducing the recognition a regular and inseparable
element in the company's culture would play a crucial role to motivate
employees to add their values for the growth of organization.

 Risks for employees

1. You might not get paid.

Some startup employees work with the understanding that they are
sacrificing a decent salary in return for receiving equity in the business.
They'll just work their tail off for a couple of years and then reap the
benefits when the startup takes off.

2. Startups typically fail.

When you join a startup, there’s a very real chance that it’s going to fail.
That’s not being harsh. That’s just the nature of the beast, despite what
you may have been told.

3. You’re going to work really hard.

You obviously intend to work really hard at any job you've lined up, but
there’s something completely different about startups. You might work
like a maniac for an excessive amount of hours each week because the
startup is in a race to create a product or service.

4. Your list of responsibilities may be lengthy.

On top of the stress, long hours and low pay, you will have a lot of
duties. You may be asked to do multiple jobs.
5. You may have to pay for expenses. 

The  young company probably doesn’t have the money. So who will pay
for the expenses when it comes time to impress the media, investors
and clients? Yep. This could be coming out of your own pocket if wining
and dining is a part of your job description.

 Rewards for employees

Startups today are the most happening places to work for young
professionals, primarily due to the learning and growth opportunities;
and the exposure to new technologies and business models. However,
working in a startup can be stressful too, with its dynamic goals, unclear
roles, and overall chaos. 

1. Video Message from the Top Boss

2. Gift Hamper Home-Delivered
3. Paid Leave/ Time-Off from Work
4. Donation to a Cause on behalf of the Employee.
5. Create a culture of recognition.
6. Motivate high performance.
7. Reinforce certain behaviors.
Some examples of startups include:
Unacademy, Udaan, CRED, upGrad, Razorpay, Meesho, Skyroot Aerospace,
boAt, Urban Company, AgniKul Cosmos, Urban Company, ShareChat, Pristyn
Care, Dunzo, Nurture.farm, Upgrad, Shbang, Grow,etc.
More about boat:

boAt
Website: http://www.boAt-lifestyle.com
Industries: Consumer Electronics
Company size: 201-500 employees
Headquarters: New Delhi, Delhi
Type: Privately Held
Founded: 2016
Specialties: Consumer Electronics, Audio, Wireless Earphones,
Cables and Chargers, Bluetooth Audio, Speakers, Car
Electronics, Home Audio, Headphones, Earphones,
True Wireless, and Smart Audio.

BoAt (legal name "Imagine Marketing Services Pvt. Ltd.") is an India-based

company which was incorporated in November 2016 in New Delhi.  It was
founded by Sameer Mehta and Aman Gupta. It is a homegrown earwear audio-
tech brand that offers well-designed, aspirational products at accessible price
points. Aman Gupta and Sameer Mehta, realized the massive gaps in the audio
and wearable market of India and hence founded boAt with the vision of
making fashion meet the world of consumer electronics. It took the audio
market by storm by offering affordable products to Indians combined with
quirky advertising. boAt earphones and speakers have captured a third of India's
audio market, while merging as the fifth largest wearables brand in the world.
Five years down the road, boAt has become a crucial part of cultural
conversations for the younger generation, lifestyle influencers, audiophiles, and
a lot of many segments. boAt has hence become an advocate of self-expression,
adventurous experiences, and exploration all the way. Driven by a blazing
passion for music and an instinct for innovation, boAt intends to deliver more
than just a product to its community.It currently employes about 201-500
employees.  boAt is currently valued at $1.4 billion. boAt has raised close to
INR 50 Cr (around $6.7 Mn) in equity funding from Qualcomm Ventures, the
venture capital arm of the US-based semiconductor giant Qualcomm. In January
2021, boAt raised $100 Mn from Warburg Pincus at a valuation of around INR
2,000 Cr (close to $300 Mn). Prior to this, it raised funds in September 2020 in
a debt funding round worth INR 25 Cr from InnoVen Capital. As per reports
last year, boAt earned INR 704 Cr in revenue in FY2020, ended March 31,
2020, with the profit rising almost 6x from INR 8 Cr in 2019 to over INR 48 Cr
in 2020. The company has claimed in the past that it is aiming to achieve gross
sales worth INR 500 Cr in 2021. Following the outbreak of the Covid-19, boAt
claimed to have streamlined its supply chain locally thereby reducing its
dependence on China, Vietnam and South Korea for components and parts.
“Before Covid, we never thought that we wanted to ‘make in India’ as we never
thought it would be very critical. It took a pandemic to make us realise the
importance of owning the supply chain in the country,” cofounder Gupta said at
Inc42’s D2C Day 2.0 session.

EXAMPLE OF A STARTUP COMPANY:

COURSERA:

Coursera partners with more than 200 leading universities and companies to

bring flexible, affordable, job-relevant online learning to individuals and
organizations worldwide.

Headquarters:- Mountain view,califorina,u.s.

Area served :- Worldwide
Founder :- Andrew Ng Daphane koller
Key people :-Jeff maggioncalda(ceo)

This course teaches a calculus that enables precise quantitative predictions of

large combinatorial structures. In addition, this course covers generating
functions and real asymptotics and then introduces the symbolic method in the
context of applications in the analysis of algorithms and basic structures such
as permutations, trees, strings, words, and mappings. All the features of this
course are available for free. It does not offer a certificate upon completion.

Coursera Inc. is a U.S.-based massive open online course provider founded in

2012 by Stanford University computer science professors Andrew Ng and Daphne
Koller.Coursera works with universities and other organizations to offer online
courses, certifications, and degrees in a variety of subjects. In 2021 it was estimated
that about 150 universities offered more than 4,000 courses through Coursera.
Coursera was founded in 2012 by Stanford University computer
science professors Andrew Ng and Daphne Koller Ng and Koller started offering
their Stanford courses online in fall 2011, and soon after left Stanford to launch
Coursera. Princeton, Stanford, the University of Michigan and the University of
Pennsylvania were the first universities to offer content on the platform. Offerings
have since expanded to include Specializations – collections of courses that build
skills in a specific subject – as well as degrees and a workforce development product
for businesses and government organizations.

In 2014 Coursera received both the Webby Winner (Websites and Mobile Sites

Education 2014) and the People's Voice Winner (Websites and Mobile Sites
Education) awards.