The biggest challenge of working with millennials is aligning their expectations with reality
1) What is the value of Wellness of your workforce? What steps are you taking for it in your organization?
The way we define Wellness at Spuul is through happiness and that's gratified with flexibility, good quality of work and convenience. Wellness is foremost in our mind when it comes to our organization. We believe in promoting Wellness in a tangible way in helping an employee with what he/she actually wants. That includes flexible timings, unlimited paid leaves, gender equality and easy and instant accessibility to top management through all communication channels.
2) What is the importance of an inspiring workplace?
An inspiring workplace is truly an amalgamation of an inspiring and a challenging work culture. Highly constituting in challenging work and inspiring colleagues, bosses and policies and the ability to innovate constantly.
3) What are the challenges of working with instant gratification seeking millennials?
The biggest challenge is to actually align expectations with reality. Be it constantly innovating and evolving work culture, compensation and work flexibility and it needs to be addressed through various measures - Continuously setting standards, clear and a transparent evaluation and benchmarking techniques. Wherein, they are able to objectively and honestly review themselves.
4) What are the best practices that CHRO’s are leveraging from Social Media for the right kind of hiring and recruitment?
Technology has made screens smaller, today hiring and recruitment is not just restricted to the laptop screens but one can actually find, review and connect with a profile with just a swipe on the phone. Through social media, we can also now pitch and promote company's profile requirements much more effectively and instantly. Lastly, it also most definitely empowers us to complete many other HR activities and hiring processes for the right kind of candidate.
5) A job interview is a conversation between two liars, how to get the best out of that is the skill of a CHRO. Can you give us some hacks for the same?
At Spuul, we feel that a 30-45 minute job interview is not the right barometer to completely gauge the quality and the fit of the candidate. You cannot be 100% sure, no matter how many hacks you apply. One needs to conduct a good combination of a
technical round of tests, analysis of projects delivered, checking school and college records and social media interaction to complete the process.
6) Explain the fine line between Talent Acquisition and hiring?
Hiring is something you do to fill empty positions in a team and talent acquisition is something that you do to fill skill gaps within the team. Simply explained, when you hire a taxi, you don’t prioritize it according to the car model, taxi driver, car features, etc. But when you buy a car, you’ll checklist all the nitty-gritty like price, features, etc. That's how I can explain the fine line between hiring and talent acquisition. Hiring can also be done through external consultancies while Talent acquisition has to be done by an in-house expert who aligns himself/herself with the company's goals and visions. Talent acquisition is extremely strategic that includes a long-term analysis and clear candidate roadmap.
7) How to keep your employees motivated in a crisis situation?
There's nothing called as a crisis, the only thing that exists is challenges. If you don't overcome those challenges, it’s a crisis. Motivating our employees to overcome those challenges, is something we believe and follow.
