Hiring can be fun

Having the right person in the right job is the crux of business success. With today’s changing market dynamics many organisations are fashioning their hiring strategies to appeal to the young, creative and the whimsy. Heineken’s recent hiring campaign – The Candidate, received mixed reviews from the industry. Where some see this as just an attention seeking stint, others feel that such hiring strategies can be the game changers.

Putting on the creative caps 

According to Ashish Arora, Founder & MD, HR Anexi, “Making hiring fun is a great way to truly judge and analyse a prospective employee.” He stated that in traditional interviews, candidates are very likely to be someone you “expect” them to be. “Being creative is the alternative as the candidate does not have a set precedent to fall back on; as long as the creative method measures the outcomes expected from the candidate in the role offered,” he added.

With the rapidly changing organisation dynamics, recruiters often need to improvise hiring practices. Consequently, organisations are thinking out of the box to attract the best talent available. Udit Mittal, Founder & MD, Unison International agree that hiring in a fun way is a good practice, indeed, but “It takes experience, exposure and brainstorming to have creative thoughts while hiring,” he exclaimed.

The right approach

Before taking on the first step to have fun hiring strategies in place on should assess the practicalities of the recruitment environment. These include the profile and position you are hiring for and also the budgetary allocations, the desired final outcome and business implications.

Arora explains, “It is definitely practical to apply such an approach to recruiting. However this approach may not be applicable to all job profiles or companies. Every job requires a different skill set; for instance, a brand analyst, a banker and an HR manager have very different skills or traits a recruiter would look for.” He explained, “For jobs where being creative, open and vibrant are imperative, it would be ideal to make hiring extremely fun. However, for jobs that are more serious, strategic and research based, the right approach would be to have a blend between a serious and fun interview.”

All gain, no pain

A creative hiring technique, besides being novel, cost effective and an energetic way of hiring, also adds to the employer brand value. As Vinay Nijhawan, COO, PurpleLeap puts it, “Such hiring practices keep the stress out and culturally, it shows that the organisation encourages out of the box thinking and is a cool place to work for.”

For Mittal, hiring in a creative/fun way ensures an interesting recruitment process. “It brings out the inherent personality of the candidate and helps in breaking the ice.” Arora highlighted, “It provides the much needed competitive advantage. If you are just doing a traditional interview, the chances of you being played by the candidate is high where people might be seasoned to impress in a job interview. Introducing fun, creative techniques gives that one glimpse into the candidate’s true self and whether he will blend with the company culture.” 

Be warned

There are certain things that should be kept in mind while applying creative/fun hiring tactics. According to Nijhawan, “It requires very high levels of maturity on the part of the interviewer. Creative formats have to be thoroughly thought through before applying.”

Arora makes a point, “Being creative during the hiring process does not necessarily imply being ‘crazy’. Debrief the candidates post the interview session, just to let them know that it was all part of the interview process. They shouldn’t feel awkward and confused, resulting in them turning down the job before they are even hired.” He suggests vigilance on recruiter’s part, “Ensure the recruiter does lose focus amidst all the fun but carefully and thoroughly evaluates the candidate.”

Such practices only reinforce that “Work is not all drudgery. It follows a safe assumption that if you enjoy doing what you are doing, then you do it the best,” concludes Nijhawan.

Source: http://content.timesjobs.com

The World of Robotics

Amit Bansal, CEO and co-founder , PurpleLeap, gives a lowdown on Robotics as a career.

Robot Institute of America defines a robot as, ‘a reprogrammable, multifunctional manipulator designed to move material parts, tools or specialised devices through various programmed motions for the performance of a variety of tasks’ .

Robotics finds application in diverse areas such as industrial automation, intelligent security systems, automotive industry, space exploration, defense services, healthcare etc. Essentially, robots are used widely to handle hazardous situations, carry out tasks that need high accuracy and speed, and replace monotonous and routine tasks for better efficiency.

While in Japan and Korea, most industries are heavily automated with robots, in India, the trend is still in a nascent stage. In India, automotive companies like Maruti, Tata Motors and heavy engineering companies like Tata Steel have deployed robots for industrial automation.

Although industrial robots have been around for quite some time, the trend of home robots is yet to catch up. Computing power and energy sources are the two main areas that are holding robots back from invading our homes and cooking our food.

This field offers opportunities in the area of design, industrial robotics and applied embedded systems.

As a design professional, you may find a place in the design section of a robot or embedded design firm and work on robotic assemblies like actuators, sensors and interface circuitries and develop graphical user interfaces and control mechanisms for the robots.

In the manufacturing sector, there are opportunities in the areas of maintenance and operation. The roles involve programming , troubleshooting and maintenance of the automation system (including robots, hydraulics and pneumatics system, control systems etc.)

Apart from the core robotics jobs, a professional skilled in the area of robotics can also join the area of applied embedded systems.

The sector is poised for huge growth and early entrants can reap dividends in coming times. A fresher in the sector could earn a starting salary in the range of Rs 25,000 to Rs 40,000 and with 4-5 years of experience the remuneration could rise to Rs 1,00,000. More importantly, you should enter this sector only if the world of robotics fascinates you!

Colleges for robotics engineering:

Indian Institute of Technology, Kanpur National Institute of Technology, Warangal (AP), Surathkal (Karnataka) BITS, Pilani International Institute of Information Technology, Hyderabad

Eligibility:

For admission in a Bachelor’s degree, the candidate must have passed the higher secondary school certificate (10+2) examination with science subjects. For IITs, it is mandatory to qualify in the Joint Entrance Examinations (JEE). For a Master’s degree, the candidate should have a BTech in mechanical engineering, electronics and communication engineering or computer science engineering.

Courtesy: Educationtimes.com

Source: timesofindia

EMPLOYERS – ARE THEY CAMPUS-READY?

Customising the recruitment agenda is key to attracting the right talent during campus recruitments, finds Ankita Shreeram

No two B-schools are the same, even if they do have similar curricula and student profiles. When organisations understand that placement offerings have to be tailor-made as per the aspirations and aptitude of the audience, they are able to nail precisely the right talent to suit their requirements.
What an employer considers as his/her most attractive qualities may not essentially be what students are drawn to the most. “Most students seek financial rewards for the kind of work they do; they seek stability in their job and hence like to work for established organisations and prefer to work with market leaders. However, mid-sized organisations offer more challenging roles and may use the entrepreneurial instinct of a young manager and students who seek roles like these, gravitate to these career paths,” reveals Prof Brahmaprakash Tripathi, dean, Sir M Visvesvaraya Institute of Management Studies & Research (SVIMS). Thus, mid-sized organisations should appeal to the entrepreneurial spirit in students while larger ones should highlight their brand value.
Interacting with and engaging the audience during presentations will ensure greater recall, even among the tons of presentations that students have to sit through during the recruitment season. “It is important to make the presentation interactive by interacting with students, asking them questions and then distributing exciting goodies like Tshirts, watches, iPod shuffle, etc. It is also a good idea to have one of the alumnus of the college working with the company walk up the stage, share his/her experience of working with the company, which other students can relate to,” suggests Kinnari Gandhi, senior manager, talent acquisition.
Campus recruitment require careful planning and strategising in order to yield the desired results. “Good campus hiring is not
a matter of serendipity but an outcome of well-strategised plans of each and every phase of the process. It all begins with an understanding of the kind of talent you are looking at and choosing the right institute. A clarity on requirements and realism inshortlisting campuses are cornerstones for a successful sourcing strategy,” says Indrajit Chatterjee, vice president and head, human resources, Nitco Ltd. “Campus recruitment is no more about being there on day one and recruiting students in large numbers. Candidates are more aware of their choices than ever before. An increasing use of social media platforms is certainly going to play a key role. Organisations that are able to project the desired employer brand will stand out,” avers Nitinchandra Shende, general manager, talent management, Persistent Systems.

Differentiating oneself from the competition must be the focal area during campus recruitment.
“Some organisations bundle a job offer with options for higher studies to deserving candidates through a sponsorship programme. Some project the various cultural and extra-curricular activities to indicate a different side of the corporate world itself. Quite a few also come with differentiation in their own selection process to identify high-profile candidates early and bring them to the final round directly instead of making them go through all the initial rounds of selection,” illustrates Kannan Sethuraman, principal consultant, Maveric Systems. “We believe that companies/recruiters must have an important role in students’ education. By taking advantage of a wide range of services provided by the ‘MISB Bocconi Career Development Service’, firms can approach the best students; conduct employer branding and share expertise and company values. This happens since the very beginning of our PGPB program and throughout its duration. Recruiters are involved in a number of career guidance activities – counselling, mock interviews, round tables, in-company training and company visits,” reveals Alessandro Giuliani, managing director, MISB Bocconi.
At the end of the day, nothing is as attractive as honesty. “Organisations should be transparent and present their true culture to candidates as it helps them take a rational decision. We talk about our open and entrepreneurial environment with applicants during the course of the selection process,” says Vivek Punekar, chief human resources officer, HCL Infosystems. “While presenting to candidates, it is important to discuss with openness and provoke them to ask questions like ‘so what’s in it for me?’ and give them clarity on how they can make a difference. Instead of just presenting ‘what we do’, corporates need to spend enough time talking about how they offer an environment that provides a candidate’s all-round development. Students are becoming increasingly aware of their choices. While presenting their value proposition to students during campus recruitment  organisations need to keep this aspect in mind,” says Shende.

Campuses are also recognising the challenges that organisations encounter in tailoring their job offerings and understanding student aspirations, and making efforts to ease the process. “In addition to traditional job-posting, CV book circulation and interview spaces, we arrange personalised profile searches, company presentations, tailormade recruitment events, multicompany career events, industrywise recruiting dates and drop-in sessions, based on the most advanced practices that recruiters are used to experiencing in top management schools worldwide,” shares Giuliani.

No organisation today can ignore campus recruitments as an avenue for entry-level talent but understanding and responding to the intricacies involved in presenting oneself to students at different institutes are essential.

Source:Times of India