Hong Kong Science and Technology Parks Corporation (HKSTP) held its annual Elevator Pitch Competition 2020 (EPiC) virtually on 6 November for the first time. This year, EPiC attracted 476 entries from 37 countries and cities, who presented their innovative business ideas with a one-minute video pitch to simulate the signature 60-second elevator ride to leading investors and judges. US-based biotechnology startup, Mi Terro, crowned champion and claimed the top prize of US$100,000 at the competition. Mi Terro, also the winner of the Smart City category, is a company that upcycles and reengineers protein food waste into plastic and cotton alternative fibres for the fashion, medical and packaging industries. The three Tech Category Winners, including UK-based AI & Robotics startup Arctoris, Philippines-based fintech startup PearlPay, and Portugal-based health technology startup RUBYnanomed, showcased their potential as innovators in the competition. Startups which participate EPiC have to present their innovative business ideas in a one-minute elevator pitch. The top ten finalists were given another opportunity to face the judges in a three-minute live pitch and two-minute Q&A, before announcing the overall champion, who took away a cash prize of US$100,000 while each of the category winners received a cash prize of US$10,000 and all ten finalists won US$6,000 each. This year the event was expanded to a week-long virtual programme. Please visit https://epic.hkstp.org/ for more details. List of Winners: Award Company Name Countries and Cities Champion and Tech Category Winner – Smart City Mi Terro United States Tech Category Winner – Artificial Intelligence & Robotics Arctoris United Kingdom Tech Category Winner – FinTech PearlPay Philippines Tech Category Winner – Health Technology RUBYnanomed Portugal Other Top 10 Finalists Augmented Bionics Australia D-Engraver Hong Kong FindOurView United States Pivotal Technologies Limited Hong Kong PurCity Denmark Qi Sensor Technologies Limited Hong Kong
Is your startup going to recruit and prepare for launch? Let’s go through the seven common questions below and learn about the points to note when you are hiring and handling personal data. 1. How to ensure that the job seeker is lawfully employable? The law requires an employer to take all practical steps to ensure that the job seeker is lawfully employable. If the job seeker is not holding a Hong Kong permanent identity card, the law requires an employer to inspect the job seeker's valid travel document. 2. Can an employer collect copies of the identity cards of job applicants? Generally speaking, an employer must not collect a copy of the identity card of a job applicant during the recruitment process unless and until the individual has accepted an offer of employment. 3. Under what circumstances can job applicants be asked in a recruitment advertisement to submit personal data? An employer or recruitment agency who clearly indicates its identity may ask job applicants to submit personal data in a recruitment advertisement, provided that the data is adequate but not excessive in relation to the purpose of recruitment and is to be used lawfully. 4. Can an employer directly solicit personal data from job applicants if it merely uses its company email address, telephone number or fax number as a means of identifying itself in a recruitment advertisement? No. A company email address, telephone number or fax number by itself is generally not considered to be sufficient identification of the employer. If the employer does not wish to disclose its identity, it may simply provide a telephone number in the advertisement and indicate that the applicants can make further enquiries before submitting any personal data. 5. Should an employer provide, within a recruitment advertisement, a statement regarding the purpose for which the personal data submitted by job applicants will be used? Recruitment advertisements that directly ask job applicants to provide their personal data should include a statement, as an integral part of the advertisement, informing applicants about the purposes for which their personal data are to be used. Here is an example of such statement: "Personal data collected will be used for recruitment purposes only". 6. How long is an employer allowed to keep the personal data of unsuccessful job applicants? Personal data of unsuccessful applicants (for future recruitment purposes) can be retained for a period of up to two years from the date of rejecting the applicants, and must then be destroyed. 7. Must we obtain consent from an employee or ex-employee before giving an employment reference to another employer? Yes, you should obtain the prescribed consent from an employee or ex-employee (preferably in writing) as disclosure of the employee’s records (including performance assessment) to another person would constitute to a change in the purpose of use of the data. Source: The Office of the Privacy Commissioner for Personal Data, Hong Kong - Understanding the Code of Practice on Human Resource Management Frequently Asked Questions About Recruitment Advertisements , Immigration Department “Startup How-tos” is an introductory guidebook written for entrepreneurship newbies, providing startup tips and related public services information.
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Apart from capital and social networks, young people may also need office space or studio to launch their businesses. In recent years, many young entrepreneurs prefer to develop their business in a co-working space. Paying heed to their own needs and budget, young people can choose a suitable one from the many co-working spaces across the territory.