Q. What kind of standardization is needed in India across companies in terms of HR curriculums?
The standardization should have for statutory benefits like PF, Gratuity, Leave policies, and Health & Wellness benefits for sure. It should also look at gender diversity, % of women in higher management, creche facility, Work from Home options, flexible timings since these are some of the benefits that the millennial crowd looks forward to.
Q. What hidden abilities do you look into a candidate apart from tech and soft skills?
For me, it is important to see if the student has done any homework in his area of interest. If he is trying to learn that skill on his own, I would look to any blog or website or person.
Q. In terms of policy, what steps should be taken against companies who do not provide meaningful benefits, uch as healthcare, paid time off, provident fund, etc?
Well PF is linked to the number of employees an organization has hence, if it meets the minimum criteria then its mandatory for the company to provide PF eligibility to the employees. All companies are registered with the govt. hence, while doing the same the govt. can also do a check on the benefits that will be provided from their end to the employees. The employees should also be educated on their eligibility from companies or know that they can always reach out to labour law for the same.
Q. How do you review a resume?
While reviewing the resumes the skills and education are definitely given high importance but also look at his extracurricular activities or interests since it talks about a healthy mind.
Even though skills and education are given high importance, also extracurricular activities or interests are vital since they talk about a healthy mind
Q. How important is the social network for recruitment
It plays multiple and crucial roles – his interest areas, the blogs and he is part of, the kind of companies he follows. If he is active on platforms like LinkedIn and if he is aware of things trending in his interest areas.
Q. How do you evaluate a candidate if he/she is from an employer with a bad reputation?
We would check whether it’s on professional platform like glassdoor, linkedIn or anywhere else. The candidate is probed on his reason for the change and how he is looking at his career to shape up but definitely not rule out his hiring due to company’s bad reputation. It will be quite unfair in that case; it’s required to be cautious but not discouraging.