Indian startups today are showing healthy signs of growth across the board owing to increasing technological access among the general populace. But have they also been successful in tackling their talent issues?
The startup ecosystem in India has been rapidly changing; its landscape markedly different from what it is five years ago. So much so that today it resembles a microcosm of young new age companies experimenting with established norms and operating with its own set of rules that often aren’t reflected in the larger business world outside. Many successful startups today are defined by similar characteristics like an agile work culture that fosters tech-driven innovation and where often creativity and domain experience trump over other aspects as key skill sets.
With a proactive approach to problem-solving—often as a result of running on tight budgets and funders scrutiny—and an active integration of technology to improve key business processes, the startup ecosystem today is redefining working parameters across the board. This tech-intensive approach to business has, in turn, reshaped many traditional internal functions.
Although today technology has heavily influenced how startups undertake talent decisions, challenges still remain. While factors such as hiring remain a relevant part, startups also face new challenges when it comes to developing, engaging, and retaining talent. Many startups face work culture issues which can range from uncoordinated and disengaged teams to the culture getting labeled as “toxic”.
Although the standard response across many startups has been to ignore many of such talent issues often at the cost of higher productivity and returns, sustaining the ship for long becomes a herculean task without addressing such talent issues. And while using technology to increase the efficiency of HR processes, it often falls short of tackling such problems incompletion. This is what makes the role of HR professionals and founders even more complicated.
Talent pools and hiring
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