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KIRANMAI DUTT PENDYALA HEAD-HR, INDIA, ADVANCED MICRO DEVICES
Assessing Values Early
Kiranmai Dutt Pendyala (Head-HR, India, advanced micro devices) affirms that the values of a candidate must be assessed at an early stage of his or her career
Issue Date - 01/03/2013
 
Q. What areas do you see in particular while selecting a person’s profile and recruiting him or her?

A. I usually assess candidates’ behaviour through competence matrix and the skill sets match based on the role and job description.

Q. Are values and ethics of employees more important than the skill sets? What role do they play in selection process?

A. Values and ethics are the fundamental elements. An organisation needs to focus on its march for sustainability and productive effectiveness. However, these are under scanner for recruiting employees at higher grade levels, rather than at junior levels. Younger employees can always be mentored and coached for right behaviour, whereas senior levels have the responsibility of leading by example. Hence, it is critical to assess these attributes during recruiting/acquiring talent at an early level.

Q. How do you access the people who share the same organisational values?

A. Tapping into homogenous communities may not be a great idea. Diversity of perspectives always makes the table stakes more enriching and vibrant. However, instilling and driving the organisational values, and having the thoroughbreds align and gallop at the same pace or in the same direction is a challenge but a good problem to have.

It is achievable with the translation of right intent, and leveraging upon and appealing to the basic core emotions of high standards of performance upheld by thoroughbred.

Q. What are the common mistakes and pitfalls that you have observed over the years, in the process of selection?

A. There are only two possible pitfalls in the process of selection:

1 Selecting a misfit candidate in the organisation causes disruption and noise in the system. 2 Selecting the right fit, but an inappropriate team mix. Thus, not setting up the right candidate for success.

Q. Have you ever faced a situation where the candidate proved to be opposite of what you assessed?

A. It has been a rare instance of not being able to spot a hare vs a lion during interviews. Behavioural attributes and situational leadership assessment allows one to make a fairly accurate assessment of the prospects, and it is a skill which one gets better at, with more exposure and experience. I choose my words carefully, and I assess candidates on their capabilities. I refrain from judging people. I only see if they are job fit.

Arshiya Ismail           

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