How does this newly established startup get the right talent on board?
When one hears the term "hiring," it is reasonable to think of social networks like LinkedIn that can be used to identify qualified candidates. Vaaree, on the other hand, employs a new social platform that not only helps them find the proper talent, but also appears to work considerably better than any other platform in terms of accuracy and fit.
How does this newly established startup get the right talent on board?
The number of entrepreneurs has increased dramatically over the last decade. The tremendous rise of an entrepreneurial work culture and environment may be ascribed to the fact that startups allow for freedom of creativity and have team members that are quick to respond to task obligations and do not shy away from accepting responsibility for their actions.
These are the characteristics that have assisted Vaaree, a young home furnishings’ startup, in finding the ideal staff for the company.
When one hears the term “hiring,” it is reasonable to think of social networks like LinkedIn that can be used to identify qualified candidates. Vaaree, on the other hand, employs a new social platform that not only helps them find the proper talent, but also appears to work considerably better than any other platform in terms of accuracy and fit.
“We post most of our job openings on Instagram.” “It works incredibly well for us because we get the right creative people for the roles,” says Garima Luthra, CEO of Vaaree.
How does Vaaree approach it? The method, on the other hand, is quite intriguing, participatory, and simple.
Instagram:
According to Luthra, they put a design on Instagram as a reference and then ask other designers in their network for feedback. They then hold additional conversations and assess potential applicants. “We present the design and ask them to suggest ways to improve upon it, and if we like their suggestions, we hire them,” Luthra explains matter-of-factly.
Referrals:
Referrals are the second most significant avenue for finding the right talent. “We often receive employee referrals as a means of recruitment,” Luthra confesses.
To grow its staff, the organization relies largely on referrals from current and past team members.
In order to attract talent, the firm has also organized a number of small-scale events at schools and colleges. It is, however, not the primary source of recruitment.
Prioritizing intent over skills:
The company’s primary focus remains on hiring potentially strong employees and then guiding them in the correct path. When it comes to hiring, Vaaree takes a different strategy than other businesses. “We hire younger people for their energy and positive attitude, while also providing mentorship programs for guidance,” says Luthra.
“We prioritize intent over skills when hiring candidates and believe in building consistency and quality rather than working long hours,” she continues. We also provide wellness programs and team sports to enable the team to empathize with one another, get to know one another better, and work more efficiently together.” We have a group of experienced operators who guide and advise our team and candidates,” Luthra explains.
Vaaree needs to serve three critical functions in order to develop a vertical marketplace for homes. These include positions on both the buying and selling sides, as well as positions in technology development, social media, and branding, as well as financing. Furthermore, because the bulk of Vaaree’s partners are manufacturers, the company employs category managers to monitor all operations.
“To succeed in these roles, candidates must have a strong understanding of the manufacturer persona as well as be able to balance the demand and supply sides of the marketplace,” says Luthra. Overall, the organization is looking for individuals to fill critical roles in a variety of departments to help it expand and succeed.
Mentoring:
The organization has a mentorship program in place, with mentors accessible to offer guidance to staff as needed.
Marketplaces have traditionally been approached in a certain way, with brands selling on the platform and the marketplace taking a portion. Vaaree, on the other hand, has adopted a unique strategy to standing apart from the pack. The strategy is built on the firm notion that manufacturers must be taught how to list and classify their items, as well as manage their money. To do so, everyone must unlearn old habits and preconceptions and tackle this new adventure with an open mind.
This is where Vaaree’s mentorship program stands out from the competition. “Because this model is new and unexplored in India, we can start from scratch without being bound by old ways of doing things,” argues Luthra.
Vaaree is a work-from-home enterprise. With more Gen Z workers, the grasping strength and learning speed has increased. Because many of our employees are fresh to the workforce and lack appropriate expertise, management prefers the work-from-office model. And we feel that working as a group is the greatest approach to provide them the essential exposure and experience.”
However, the corporation does have a flexible leave policy that allows employees to take as much time off as they like. “We want our employees to act like owners and not have to request time off.” This is the culture we want to foster. It is crucial to mention that our work policy is strictly work from home,” Luthra says.
Having said that, the organization nevertheless manages to assist people in achieving the appropriate work-life balance. It has established wellness programs, including sporting activities, in which all employees and leaders participate and spend valuable time getting to know each other better.
“As a sportsperson, I believe that winning for the team is more important than personal achievement, and this is a lesson that only sports can teach you,” Luthra explains. Every Wednesday, as part of the ‘Playful Wednesdays’ project, they participate in a range of sports, including basketball, football, and badminton. This allows team members to empathize with one another, get to know one another better, and work more successfully as a unit.
In a market where so many small firms struggle to survive or make it large, Vaaree is taking the proper steps to raise its game. The firm has only had 24 employees so far, but that hasn’t stopped it from building a name for itself in the industry. The one-year-old company has already shipped over 50,000 goods, which is very impressive.
In terms of future plans, Luthra says, “In the upcoming quarter, we plan to pause and evaluate whether we need to hire more staff, specifically in the areas of technology, product development, and social-media branding.”
“We receive the most job applications for creative positions, which is where we initially focused our development efforts,” she observes. We executed campaigns in which we printed and sold graphics generated by candidates, resulting in a high level of participation and sharing. Candidates with NIFT experience frequently apply for Ul and design positions.”
It’s worth emphasizing that women make up 60% of the company’s workers, and 50% of the leaders are also women. “We believe that women leaders bring a lot of attention to detail, which helps operations run faster than expected with the level of understanding they bring,” Luthra finishes.
