Article from Dr. S Pandey for TJ Insite

Articles from Dr. Siddhartha Pandey for TJ Insite

Articles from Dr. Siddhartha Pandey for TJ Insite

Dr. Siddhartha Pandey

Chief People Officer (Group Head HR)

Bhushan Power & Steel Limited.

Email: siddharthapan@gmail.com ;siddharthapandey@bpsl.net .

Does Word-of-Mouth Hiring Harm Diversity? How?

Word of mouth hiring is the typical process of staffing that is done through internal/external referral and Diversity in the other hand is the phenomenon wherein a workplace culture is created with employees of various culture and from different demography to promote growth of the organization as well as the employees. So at the time of word of mouth hiring definitely the referred candidates can be considered for first preference but at the same time the recruitment which shall be used should be used without any biasness, be it a psychometric evaluation process or technical interview or HR Interview etc.

If the evaluation process is carried out without biasness then the referred candidate if gets selected for the respective post shall be totally through his potential / capability. As a result of this the positivity of Diversity shall sustain in the organization bringing in growth. Now if the opposite scenario is considered and candidature is considered without proper screening then there is a possibility of on boarding an off beam recruit and thus shall result in failing the idea of establishing diverse workforce.

What are the 5 key traits of Gen Z and how they will affect the talent management processes?    

Gen Z is about the generation of people born between 1990s and 2010. These people are more technologically savvy and grow up in a world with real and virtual friends with trait of sharing of thoughts and feelings with high transparency. A person from Gen Z Era affects talent management processes in a big way for their character traits. 

People from this generation always give priority to their personal career portfolio then being committed to a single employer from beginning. They always look for better opportunities and go for the best deal available in the market.

Now this generation of people has grown up in a constant environment of feedback culture, from school, parents and colleagues etc for continuous development feedback. So when these people come into work their expectation becomes regular feedback approach rather than sporadic reviews.

                Gen Z persons are very innovative and welcoming towards new ideas. Such people in organization shall definitely have tendency to innovate and shall always welcome new ideas from others.

                Multitasking is another important trait for this generation. They always prefer to run parallel tasks at the same time efficiently. This is very effective in terms of organization’s delivery of projects way before deadlines.

                Lastly this generation also does not support fully the concept of diversity. They don’t believe in any concept of discrimination. They very practically depend on any sector of people giving outputs .

5 Mistakes Common in all Jobseekers/Candidates.

There are very common errors which Jobseekers make at the time of screening which generally we HR personnel witness. Few of the observations are

                First it is very important for a candidate (irrespective of the level) to reach the scheduled interview venue at scheduled time as this definitely shows the Time Management skills of the respective candidate.

                Secondly for the case of telephonic round of interview the candidate should either stay at home or choose a quieter place so that the incoming communication from the interviewer should be clearly audible so that answers can be appropriate and relevant. Sometimes it happens that candidates unable to hear clearly tend to land up giving wrong answers which becomes unacceptable by the recruiter.

                There are scenarios wherein employers give chance to the candidate to ask questions. Here starts the opportunity wherein candidate may ask relevant questions about the position and organization. So candidate should always do some research about the company which in turn shall portray interest of the candidate for the company which is positive state for employment.

                Another fatal error which candidates make is enquiring about compensation early at the interview causes rejection of candidature immediately.

                Lastly in many cases we find the candidate speaking negatively about his present employer. This clearly shows a complaining tendency of the candidate and imbibes a negative attitude against his own nature causing high possibility of no consideration of candidature.

Why employees commit fraud and what is HR role in curbing fraud/scams in companies?

Generally what has been observed is in maximum fraud cases it has occurred from employees in the age group of 40 to 45years, consistent in the same company for an average 10 years at a middle level with not much substantial growth in career.

Sometimes it happens that this sector of people gets into too much financial obligation which they cannot shoulder. Automatically they get inclined to do fraudulent activities. Even employees sometimes get involved into such activities for some short term monetary gains without thinking of consequences.

Here HRD has a very important role to play to prevent and minimize the incidents as much possible as when fraud happens not only it creates a bad name for the employee also spreads a bad reputation of the company in the market. HRD should always initiate a risk based approach to prevent such incidents from happening .

At the level of ground 0 when a applicants resume comes in HRD has to ensure few things at a very high priority like doing proper reference checks , proper checking of the candidates credentials ( if required to do it from some agency). Even for critical positions background verification from correct authority is also very essential to confirm any criminal activity in the past.

Above all HRD should also initiate organizational structure change or staff structure change so that no one gets the same chair for long. HR should frequently educate employees on healthy working culture, motivate employees and address grievances on priority.