SAURABH NIGAM VICE- PRESIDENT – HR, IT & ADMIN, BEROE INC. No margin of error Saurabh Nigam (Vice- President – HR, IT & Admin, Beroe Inc.) says there is a dire need for scientific recruitment and selection process to reduce the level of subjectivity in hiring decisions Issue Date - 01/03/2013 |
Q. The Kantian theory holds that human beings should be treated as ends and never as means, which suggests that candidates must be treated equally. As an HR head, how do you ensure that? A. In our organisation, we ensure that every candidate is treated with respect and dignity without any prejudice irrespective of the level for which we are hiring. We do regular coaching sessions with line managers to help them be objective in their assessments. We also follow a stringent reference check mechanism to ensure that only the truly deserving candidates go through our process and join the organisation. Q. Many organisations provide attractive benefit packages to woo job applicants. Does this form a part of your recruitment strategy as well? A. We offer a range of benefits for our prospective employees, such as: 1 Mediclaim policies for self, spouse and kids. 2 Gym facility. 3 Recreational facilities. 4 Creche for working mothers. 5 Retiring rooms. 6 Subscription to online libraries. 7 Discounts and gift vouchers. Q. According to you, what are the accurate and cost effective recruitment sources? A. n Social media channels like Facebook, Linkedin. 1 Headhunting. 2 Job portals like naukri.com and monster.com. 3 Employee referrals. Q. How do you define the scientific recruitment and selection policy, and how critical is it in today’s competitive age? A. I think it is extremely critical to have a scientific recruitment and selection process in an organisation to reduce the level of subjectivity in hiring decisions to a bare minimum. It is because in today’s time, the war for talent has made it imperative that there is no margin of error in decisions related to recruitment and selection. |
Syed Zafar Mehdi
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