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Why Companies Can’t Get Good Employees



It is a known fact that every industry finds it difficult to fill in all their vacancies with the right talent. Skill shortage varies from place to place and even though people hear more about unemployment, hiring managers find it tough to recruit the best talent for their companies. Expectations of employers.

The employers want to fill in the positions with skilled employees but are not willing to cross train an employee to enable them to perform the job effectively. In many cases, the companies are not ready to invest time and money to make the employee ready for the job. The expectations of employers are very high, and it is difficult to find a lateral hire who can perfectly fit in the scheme of things.

Failure to acknowledge the contribution of an employee.

Companies need to retain productive employees. In most of the cases, the employees lose the zeal to work enthusiastically for their employer. Sometimes, the higher authorities in a company do not put much effort to review and reward the performance of the talented employees. This leads to frustration and a high attrition rate. An effective program to review the performance of the employees improves the chances of retaining good workforce and hiring better talent.

Failing to find the suitable project for the employees.

Companies need to have some flexibility in shaping jobs. Candidates with different skill set can fit into the roles if there is some flexibility. A challenging project gives the employees some food for thought. Selecting the right candidate for the project is vital and the employee should have interest and a zeal to learn in order to perform the job effectively.

Lack of training.

It is a fact that there is a scarcity of properly trained candidates. So, hiring managers have a tough time to find suitable candidates for different profiles. There are plenty of people who could join the company if they are provided with on-job training.

Here are few strategies to source a good workforce.

Referral program – Companies should introduce a referral program in the organization. If one employee refers a suitable candidate for a post, he should get a good incentive. This motivates the current employees to refer suitable candidates who they think can do a good job.

Use social media– Look for the right candidates at places where your potential future employees spend time. Use LinkedIn to search for the right candidates. Sometimes personal network also helps in sourcing the suitable candidate.

Check out alumni networks for future hires–  If you are hiring for entry level jobs, you can look out for suitable candidates in local college communities. For specialized jobs, experienced candidates are available in the alumni networks.

Hire your ex-colleagues

If you have some people in your network with whom you have worked with earlier, hire them for the specialized positions. It is easy to fit them into the positions as you already know about their communication style, technical knowledge, and work ethics.

A good salary, better work environment, incentives, and rewards lure the good candidates to join the company. Companies should give them the scope for career development.  


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We need to talk to Marketing and PR Agencies about Amazon



Owner’s Magazine is writing an article featuring the top Marketing and PR Agency’s perspectives on why Amazon should choose their city as it’s next HQ. We’re reaching out to all marketing and PR agencies in each of the 20 cities on Amazon’s list for a private interview. If you’re a marketing or PR agency, then we want to talk to you to get your perspective of your city. Your interview and responses will be featured in an article published featuring your city.

Here are requirements to qualify to be featured in article:

  1. Must be legally classified as a Marketing or PR Agency (cannot only be a service you offer)
  2. Company must either be headquartered in a prospective HQ2 city or have an active office there (No satellite offices)
  3. Company must be at least $1MM+ revenue anually

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First Tech Startup to join Camden NJ




First Tech Startup to join Camden NJ

Penji is a new tech startup who recently launched in Camden NJ. Instead of having costly all-inclusive packages that design agencies typically offer, Penji offers unlimited graphic design, unlimited revisions, at a flat monthly rate. The startup launched on October 21st 2017, a day after Camden Catalyst, a startup pitch competition hosted by Waterfront Ventures to bring startups into the city.

camden nj


Penji solves a unique problem that startups, small businesses, and agencies tend to have. According to Penji, startups and small business owners spend too much of their time attempting to design their own marketing materials, logos, business cards, etc. And even if they hire a company or a freelancer to help them, it often costs quite a bit more than they originally thought. 

” It’s a huge time waster. And that’s why we created Penji, to solve that graphic design problem for startups and small businesses.” – Johnathan Grzybowski (Cofounder)

Penji’s unique mission

Penji also has a unique mission. The startup plans to be one of the first community conscious startups to plant their flag in Camden NJ. For Penji, being a community conscious startup means giving back to their community on a consistent basis and in ways that truly helps their community. The startup plans to offer jobs and opportunities specifically for students and residents in Camden. Their goal is to hire as many talents as they can from the city with the hope of keeping those talents in Camden. Camden is home to major school institutions such as Rutgers, Rowan, Camden County, and Cooper. Despite having these big names investing in the city, few job opportunities currently exist for students graduating from any of these 4 colleges.

“The only way to successfully revitalize Camden sustainably is if our students are willing to stay in the city and invest in the city themselves. And they can only do that if there are good paying jobs available in Camden. Currently there aren’t many available, and we plan to change that.”- Khai Tran


The startup already hired 4 students from Camden and have plans to hire more as they grow in Camden. Things are definitely looking up for Camden NJ as the interests for startups are growing from surrounding cities. The Camden city has been struggling with bringing in new businesses for the past few decades and many efforts have been put forth to revitalize the city. Things may be different this time around if enough startup companies join Penji in Camden and invest in the city.

Melissa Le (office manager of Waterfront Lab, Camden’s very own co-working space) is optimistic that Camden will be revitalized this time around.

“We’re feeling good about Camden’s revitalization and we know it will be successful if enough key industries get involved. Having major companies such as American Water, Holtec, and Subaru is a great start, however we need more interests from startups and small businesses to make Camden’s growth sustainable.”




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0 – 100 With Peter Hwang CEO of Bite App Inc.



bite app inc.

0 – 100 With Peter Hwang CEO of Bite App Inc. Exclusive interviewed Peter Hwang, current CEO of Bite App Inc., a startup company based in Philadelphia that’s changing the way you discover your next meal.

“Bite is a mobile app that makes deciding what to eat easy by mitigating the time and energy required to evaluate a restaurant dish. It also provides a platform for users to share useful, concise reviews that help improve others’ dining experiences.”


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