17Nov

Badass Interview Process – Get Paid Rs 100 Paytm Cash When You Appear For An Interview At SutraHR

The hysteria induced by the demonetization move has people queueing up outside banks and ATMs for hours. Small business owners and street vendors are withdrawing cash to run their day to day business. India is in the midst of a historical reform!
paytm money social
Most people think the only way to make payments is through cash and they assume that the other methods are unsafe or unacceptable. However what they aren’t aware of is that there’s a massive digital revolution which has transpired in India due to the new-age tech startups. With the current scenario, digital wallets are now the talk of the town and are the strongest weapon to fight the war against black money.
At SutraHR, we thought of a unique initiative to make the youth aware about e-wallets and digital cash. Till 5th December 2016, any candidate who appears for a face-to-face interview with SutraHR will be rewarded with Rs 100 Paytm cash. This is our small way of supporting our PM Narendra Modi’s movement towards a cashless India.
Here’s how it works: Come for a badass interview with us and get paid Rs 100 Paytm cash instantly.
paytm wallet offer

1) I’m interested. How do I apply?

Visit our careers page and view our current job openings. If you see any opening that fits your profile, apply for the position by filling in the details and send us your resume.

2) What’s the criteria for qualifying for a face-to-face interview?

Education qualifications do not matter to us. Undergraduates can apply for a job as well. On receiving your resume, someone from our HR team will call you to conduct a telephonic interview. During the telephonic interview, we will check for the fitment for the role and the organization. In this case, your attitude matters more than a degree in that field and any other criteria.

3) What happens if I qualify?

On clearing the telephonic interview round, you will be called for the face-to-face interview at our office at a time that’s convenient for the both of us.

4) How will I receive the reward for qualifying?

On your arrival at our office for a face-to-face interview, you will be rewarded with Rs 100 as Paytm cash. Moreover we will conduct the interview whether you get the job or not, you will definitely receive the Paytm payment.
Disclaimer:
1. If you do not have a Paytm account, we will help you create one on your arrival at the premises.
2. No cash will be given in hand in the absence of a Paytm wallet.
3. This amount will not be transferred via other methods such as a mobile recharge or movie ticket fare. We will strictly be transferring Rs 100 directly to your Paytm account.
4. This amount, once transferred to your wallet, can be redeemed for any purpose by you. We will not be held accountable for misuse of this amount.
5. Do not apply for a job if you do not wish to work at SutraHR as we take our hiring processes very seriously.

7. We will be conducting a very serious telephonic interview process during which our HR team will decide whether you qualify for an interview or not.

Visit our careers page now to apply.
You can also directly get in touch with our HR team for any queries or doubts regarding this Paytm wallet offer by calling +91 92222 13194 / +91 77188 73531 or sending an email to [email protected]

05Aug

How To Hire For A Startup: 10 Sure Shot Ways To Get It Right

[mashshare]
The biggest plight faced by a hiring manager is picking an employee who’s the perfect fit for their organization. Now, this isn’t simply a question of hiring the person with the highest qualification and most experience for your startup. There are a lot of different ways to approach startup hiring.
how to hire for startup sutrahr
Being the loud-mouthed, opinionated human that I am, I’m going to list out the things you should look out for during an interview while recruiting for startups. So grab a book, read on, and take some notes!
 

1. Practical knowledge over grades

 
practical knowledge over grades
While it’s important for a potential employee to have the basic knowledge needed to get the job done, it’s not necessary he might have the perfect grades to show for it. Some people are better at doing things practically. But they might not be great at writing down a few sentences on how it should be done. You could have an MBA and still know zilch about what you’re supposed to be doing. Depending completely on these numbers is a huge risk for startup recruiters that probably (most definitely) won’t work out in your favour.
 

2. Look for passion

look for passion - how to hire for a startup
Keep an eye out for someone who is passionate about their work and the responsibilities that come along with it. They’re more likely to do a much better job than someone who’s working for the sake of it. When you, startup Hiring experts, talk about the job role, hear how passionate they are about actually doing it every single day and are already driven to give their best. Job recruiters hiring for a tech position, get someone who lives and breathes gadgets, technology, the geekier the better! A candidate’s excitement for the job says a lot more than you think it does.
 

3. Avoid pretentious people

avoid pretentious people - how to hire
Yes, they’re super super qualified. Yes, they’re so well dressed for the interview. But are they really the kind of person you would want to interact with every day? Being well-educated does not necessarily make you stuck-up, it’s just the way some people are. Watch out for them, someone who feeds on mocking other people, or someone who’s backbiting about their previous bosses is a big no! They’re not to be trusted. If they can’t even come up with two nice things to say about a place that made them who they are, you can be assured they’re not going to sing any praises about the startup opportunities you’re offering.
 

4. Jack of all trades – not necessarily a bad thing

jack of all trades - hire for a startup
Even if you’re looking for a person to take care of one particular role, don’t hesitate to hire someone who’s ready to dip their toes in a bunch of different fields. Sure, an all-rounder would be up for handling your PR as their job role, but they’d also be more than excited to handle social media as well. These people aren’t looking to be restrained by their designation, they’re looking to explore and learn on-the-go. And anyway, the basic motto of every startup is “Jugaad”. So, hiring someone who can juggle with ease can be a gift from the Gods themselves to startup recruiters.
 

5. Internship days are over – clarity of purpose is required

clarity of purpose - how to hire for a startup
Having a positive attitude towards trying new things is good for a potential employee. What’s not okay is being completely clueless about what they’re looking for when they decide to join a startup. If he/she is unaware of what they’re interested in, there’s absolutely no point in wasting time recruiting them for a startup company. The last thing a startup needs is someone who has no idea about what they want to do.
 

6. Body language & communication style

body language and communication
A candidate sitting with his arms folded across his chest and a pouty face does not scream, “I want this job so bad!” for sure. Fidgeting with the folds of their sleeve, eyeing the room around to avoid making eye-contact with the interviewer are signs that they could be nervous or uninterested. If they reach out for their phone in the middle of the interview, that’s an immediate bye-bye! Don’t kick ‘em to the curb, but don’t waste time with the rest of the interview either. You’ve got time constraints and much better candidates waiting to join a startup. Body language and communication go hand-in-hand. When you’re observing their body language you also need to notice the way they talk. Their tone, pitch, whether they’re speaking coherently or not. This can also give away what might be going on in their mind but not coming out of their mouth.
 

7. Punctuality & flexibility

punctuality and flexibility
Arriving late to the interview is a big no! Not only is it completely unacceptable to show up 30 minutes late, it also shows just how much they care about the job. While startups are usually chilled out, a level of professionalism is expected from every employee. A rising startup company cannot afford to have someone with a carefree attitude about showing up to work. Along with this, another thing to look out for would be the readiness of the candidate about being flexible with work timings. Working on a clock is for robots, and that’s not what you want. Walking away when your time is up whether your work is finished or not is exactly the kind of attitude a potential employee shouldn’t have. And it’s up to you as startup recruiters to filter them out during the interview.
 

8. Understanding of the job title

understanding of the job title
During the interview, asking the right questions is a must. This will assist you in figuring out whether the candidate really knows what they’re applying for. No job is easy and they might just be taking it too lightly. A candidate who is inquisitive about his role and is eager to know more is easily remembered by job recruiters compared to those who seem to be baffled listening to questions about what they plan on bringing to the table.
 

9. Preparedness & work culture

preparedness and work culture
Apart from what they understand about their job role, as job recruiters, you also need to inquire about their knowledge of your startup company. Do they know who the Founder is? Do they know what your company does? Do they know the basic details about your startup company? Are they perplexed when probed about the simplest thing to know about your startup? It might feel like you’re grilling them, but the perception behind this is to see if they’re honest. Truthfulness is an important quality to possess. Lying about knowing something or talking nonsense to pretend like they do can be caught when asked about these things.
Candidates are more likely to be unaware of the work culture inside the office. Which is why it’s in your hands to recognize if they would easily fit into the work culture or if they would have a hard time adjusting to it. Your insights as startup recruiters play a huge role in this.
 

10. Personality & resourcefulness

personality and resourcefulness
Being a startup, you would have problems arising now and then. For situations like these, new startup companies anticipate hiring employees with proficiency. Having problem-solving abilities in a startup is always a benefit. A person who is ready to switch things up, take a risk, rock the boat and try something totally new is a person worth working with. A great personality would work wonders down the road when it’s time for him/her to step up and be a team leader. This is also something to keep in mind when hiring for startups. A person with the ability to carefully assess the risks in his job and jot down how he could contribute to the progress of the startup company is like a bucket of gold at the end of the rainbow.
Startup recruitment isn’t easy anymore. Times have changed and more and more people are looking out to join a startup that they’re passionate about. People are exploring, experimenting, handling more than one thing at a time. No one is looking to work because they have to, they’re working because they want to. That’s the big difference these days and keeping this in mind is imperative if you’re a startup company. Filtering out people that aim for excellence from the uninterested, mediocre ones can be a tough task for a recruiter. Basically, what I’m trying to say is, hire only the practical and passionate ones who can get things done.
Hope these tips on how to hire employees work out well for you. These startup hiring best practices could help you in the long run as you’re certainly looking to hire someone full-time.
Now that you’ve got these incredible startup hiring tips down, let us help you in finding the right candidates for you to interview! Give us a call at +91 87 67 427 427 or drop a mail to buzz {at] sutrahr.com and we’ll help you out! 🙂

01Aug

Startup Hiring: Insider’s View Of SutraHR’s 7-Step Work Process

[mashshare]

A lot of you might be wondering how we managed to get ourselves amongst Asia’s top talent acquisition firms for startup hiring, and we’re nothing if not mind readers. So, we went ahead and did what we do best – made an infographic about hiring for startups in India!

SutraHR has always taken pride in the efficiency and result-driven mindsets of all of its employees, and this has played a major role in our success for startup hiring. Another reason behind our success is our loophole-free work process.

SutraHR Startup Hiring Process

At SutraHR, we always aim to achieve the best results, because there’s nothing we hold closer to our hearts than startup companies – our beloved clients. It can be a difficult task to juggle between running your startup and overlooking the entire hiring process. Here’s where SutraHR has your back! Knowing you might be apprehensive about working with us, being completely unaware of what goes on on the inside, we tried to make it as simple as possible for you to understand exactly how we help you hire the best employees for your startup.

With this simple 7-step process, we assure you will end up with nothing less than the best possible workforce for a startup company. SutraHR’s incredible workflow is designed to cater to your specific needs, no matter what the hiring requirement may be. Getting rid of any hesitations you might have about associating with us for your startup hiring needs is important to us. And to do this, we could think of no better way than to put our hiring process for startup companies out in the open.

We hope this eliminated any doubts about SutraHR’s hiring process for startups in your mind and gave a clear cut view of our workings. We aim to set the bar for startup hiring in India higher than it already is and are always taking things up a notch. With SutraHR, you always get exactly what you were promised and the promises we make to startup companies hiring in India have proved to ease hiring struggles that startups face these days.

Are you looking to expand your business, got some doubts, or just want to talk about startup hiring? Give us a call at +91 87 67 427 427 or drop us a mail at buzz {at] sutrahr.com and we’ll help you out! 🙂

16Mar

Waqar Azmi to Speak on Startup Hiring in India at Indian Angel Network Workshop

[mashshare]

Startup Hiring in India Hiring for startups in India could be a challenge for new entrepreneurs since big industrial houses attract all the good talent. That’s about to change as you can catch Sutra Services CEO Waqar Azmi, who will speak about startup hiring in India at a workshop organized by the Indian Angel Network in Bandra, Mumbai.

 

Startup Hiring in India

Waqar Azmi established SutraHR in India after he realized the lack of talent for startups in India. A few years ago, start hiring in India was at a very nascent stage but as the number of startups grow in India, it has shown development. SutraHR has enabled hundreds of startups and new-age companies in India to hire great talent.

 

Indian Angel Network

Indian Angel Network

Aptly titled Startup Hiring Simplified, the Indian Angel Network workshop will enable entrepreneurs in India to learn more about startup hiring in India. It will offer answers to questions such as ‘how to determine what kind of people you need’ or ‘what are the best practices in hiring talent for startups in India’. Along with Waqar, IAN Member Jiten Apte will also speak at the workshop. Here are the details about the hiring seminar:

Venue: Bandra Campus: Centre For Management Thadomal Shahani Engineering College Seminar Hall, 5th Floor, TSEC Old Campus, Off Linking Road Bandra (W), Mumbai 400050, India. Date: Thursday, March 21, 2013.

If you are an entrepreneur, founder, or a recruiter for a startup who wants to know more about startup hiring in India, you should attend this Indian Angel Network (IAN) workshop in Mumbai. Click here for more details on the registration for the startup hiring workshop.

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