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SHARAD PATHANE SENIOR MANAGER-HR, INTEX TECHNOLOGIES (I) LTD
Rapport Appeals
Sharad Pathane (Senior Manager-HR, Intex Technologies (I) Ltd) believes in maintaining rapport at each step of hiring process
Issue Date - 01/03/2013
 
Q. How would you define a talent that is perfect for recruitment? What do you see in candidates?

A. A talent that we believe should have synergic fit in our organisation, desired skills set, aptitude and interpersonal orientation that can enable individuals to stand as a key functional resource while blending with the organisation’s culture and teams. The core competencies that we look in a candidate while recruiting are one’s relevant experience, soft skills, ability to perform and grow in a team and organisation and a positive attitude.

Q. How unique is your recruitment process?

A. We follow a detailed process while identifying and recruiting talent and set clear mandates of qualities we look in a candidate. This is half the job done. For saving time and efforts we refer to the requirements desired by the business heads and proceed towards the traditional recruitment procedure for hiring.

We follow a three-pronged strategy in our recruitment process that includes evaluation of the CV by HR and validation by domain experts; written tests to assess subjective, objective and psychometric aptitudes; and personal interview. Once we find our potential hire, we judge him on various parameters such as evaluating the skills required for the job, testing presence of mind by asking situational questions and by analysing the behaviour towards work and organisation.

Q. What are the current recruitment challenges for HR? Define ways to overcome them?

A. During recruitment and while setting the recruitment targets, HR faces various constraints. The job of hiring talent every time is not easy; it has its own process of reaching out to many candidates before finalising anyone. Getting a person with all the required competencies is a time taking and taxing process. Due to evolving marketing conditions, fresh talent have higher chances of switching the jobs, whenever a new opportunity knocks.

At Intex, we have open forums to listen to all the issues of the employees and take effective measures to resolve them. Good relationships among peers, superiors and subordinates give a proper sense of belongingness that increases the retention capacity of the company. We work on increasing the visibility of the brand in the market and building a positive image of the company to attract talent.

Q. How would you define a flawless recruitment process?

A. For a flawless recruitment process, we abide by certain guidelines that not only we have adapted but have also passed on to the team so that there is no disparity in the way we conduct interviews. We establish an interview plan before calling the candidates for an interview and maintain rapport at each step while communicating with them.

In HR, it is more important to hear than being heard. While conducting the interview we pay attention to minute activities and pick clues from all what is said by a candidate and all that was said by his gestures. A controlled interview with pre-prepared set of questions and deliberate separation of facts from assumption shows how proactively we work towards hiring the right candidate.

Q. Your advice on practicing an ethics based recruitment process.

A. Hiring is not only about closing a position. Young HR people should conduct HR functions in a strategic manner. Recruitment is investment on human capital which eventually becomes an asset.
Shishir Parasher           

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