R NANDA VICE-PRESIDENT – CORPORATE HR, TATA CHEMICALS How to get it right, everytime R Nanda (Vice-President – Corporate HR, Tata Chemicals) warns against hiring that compromises either on job requirement or cultural alignment Issue Date - 01/03/2013 |
 Q. What are the procedures you follow while assessing a candidate?A. The assessment starts from: Pre-screening (before candidates apply): We concentrate on the quality of JD which plays an important role in screening the candidate – the JDs are prepared based on the expectations of the functional /SBU head from that positions/role. Based on the exact need we source the resumes. Job description: Giving shortlisted candidates an actual job description before the interview. With this process we assess the interests of the candidate and whether they are matching with the expectations of business. Employee assessment: Assessing the behaviour of candidates before the interview begins through employees/job portals/network. This process helps when it comes to jobs which require interaction with customers and also whether the person culturally fits in the organisation and is ethically good. LinkedIn or Facebook profile: Reading and assessing candidate’s LinkedIn and Facebook profiles along and their resumes. Online tests: Using online technical skill assessment tests to supplement interviews. Psychometric tests – Using online psychometric tests or personality tests to assess job fit. Assessing their references or background: We have engaged a third party who helps in assessing the candidate’s educational and credit history. Likewise a more structured conversation with professional referees, past managers help to ascertain key aspects that can aid the selection decision. Assessment through interviews: An initial phone call screening is done by HR team followed with personal interview with functional head and business/corporate HR. Remote interviews Live remote video interviewing: We do video interviews to assess candidates wherever personal interviews are not possible, in fact this eases scheduling issues and also saves travel costs. Q. How do you rate a candidate’s approach towards engendering values and ethics? A. Values and ethics are of utmost importance in the Tata group. We are sure skills can be developed or honed by virtue of training. In ratio terms, it can be 70:30. |
 Q. What are the challenges facing the HR in this area?A. The biggest challenge for HR is to source or recruit the best talent for the organisation at the right time and right place. The emerging IT systems are both an opportunity and a challenge. Therefore, reviewing staffing needs and prioritising tasks to meet the changes in the market has become a challenge for recruitment professionals. Competitors offering higher salary for the position for immediate gain is another challenge. Q. Tell us about the best recruitment practice at Tata? A. Best experience also includes the overall experience of the candidate with the recruitment process. • Being the first face of the organisation, we give a memorable experience to the candidate by ensuring utmost comfort during the recruitment process. This happens proactively addressing their queries and issues on the ground. Candidates appreciate the time spent by HR handholding them till on-boarding. The best experience is even if the candidate is not selected for whatsoever reason they refer other suitably qualified candidates for the position One of our recruitment strengths is maintaining connect with the current and prospective candidates. We maintain an active database of prospective candidates for critical position and stay in touch with them. Q. How can one ensure fair recruitment practices? A. Since recruitment process is the starting point of a company’s relationship with a candidate, we have an internal commitment code to be honest throughout the recruitment process and beyond. We promise to make the process a professional experience and to align the candidate’s skill sets with the position requirements. Q. What are your key expectations while hiring? A. We expect our new joinee to build a successful and long-lasting career with us and take active part in the growth – working together with intra and inter functional teams to achieve the company’s objectives. Q. What are the current flaws in selection and recruitment strategies adopted by organisations? A. 1 Proper care is not taken while engaging consultants. 2 Companies are not tracking the ‘cost of recruitment’. 3 Industries are not following the latest recruitment processes. 4 Getting restricted to same job portals/agencies and ignoring better options based on newer talent pools. 5 Rushed recruitment process. 6 Lack of ethical practices. 7 Rush to close the position, therefore, compromising on job fit or cultural alignment. 8 Lack of investment in building the employer value proposition. |
Shishir parasher
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