Excerpts from the discussion:

Mr. Samir Kukade, Director – HR, Lear Automotive India Pvt. Ltd.

He spoke about the challenges students can face due to changes in recruitment process. He told that recruitment process in the coming years would change drastically. With Indian government’s initiative “Make for India”, manufacturing industries might see a boom. As a result, the students need to prepare themselves for taking up more challenges. Mr. Kukade went on to differentiate between the IT and ITES sectors which are currently ruling the recruitment scenario with the upcoming manufacturing industries.

Mr. Kukade then explained the four important levels based on which the entire recruitment process is strategized: blue collar, supervisory, middle management and senior management. Each of these levels have different recruitment strategies. While recruiting for blue collar level, companies look for flexibility, productivity and sustainability. To fulfil the criteria for supervisory level, the companies focus on the consistency of the potential employees and their ability to align themselves with the regulations of the company. The challenge in recruitment lies in finding the right match for middle and senior management levels. This is when the companies focus on the innovating ability and leadership qualities of the potential employees.

Mr. Kukade concluded his discussion by stressing on the importance of understanding one’s likes and passion while making career decisions.

Ms. Radhika Changoiwalla, Senior Manager, TIME Inc.

She shared her views on the new age recruitment process from the perspective of start-ups. According to her, in a start-up, there is no luxury of being a corporate university. One needs to understand the strength of one’s organization and have the ability to know everyone around and to grow one’s network. She spoke about a certain tool named “Mass Email” that is usedto hire people at TIME Inc. She said, “If you are a leader, you must have followers”. According to her, change management adaptability and understanding the values of organisation helps one to sustain in the organisation. She suggested, “When you are in an industry, try to know more about business rather than using management principle”. She then went on to share her experience on handling huge recruitment.

She also talked about talent retention strategy. The main reason behind employee attrition, according to her, is not getting recognition for the job. She said performance management system needs to be revised. To end with, she stated that the main aspect of talent retention is to create a culture of transparency and communication.

Mr. Kamal Karanth, MD CEO, Kelly Services.

He spoke about the opportunity of recruiting and the amount that Indian companies spend on recruiting. The four key things to focus on hiring while recruiting are Speed (S) of recruiting, Scale (S), Quality (Q) and Productivity (P) or SSQP. He stressed on the importance of having both outsourced and inside talent in order to create disruption. Commenting on present day recruitment, he said that while in the olden days, candidates were hired based on specialization, today it can only take them to the interview table. Beyond that it is the potential that wins it for the candidate. He also expressed the importance of being at the right place at the right time and the benefits of having experience by one’s side.

To end with, he told the students to avoid leaving black marks behind, always be on the lookout for new opportunities, make positive decisions and most importantly, remain in touch with their alumni as the role of networking is second to none.

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