Finding the ideal candidate in today's competitive job market has become challenging for employers. Companies are constantly looking for people who not only have the necessary skills and certifications but also fit the culture and values ​​of the organization. Attracting and retaining top employees and the right candidates requires a comprehensive approach that includes expert hiring strategies—everything from writing engaging job descriptions to creating rigorous interview processes with hiring mastery techniques.  

The Art of Strategic Sourcing

Finding the perfect candidate for an open position is like searching for a needle in a haystack.  According to a study, 76 percent of hiring managers admit attracting the right job candidates is their greatest challenge.

All generations want career growth, so it's no surprise that it's also a top priority for Gen Z. However, they differ from their older peers in other areas. Generation Z focuses more on personal well-being and also needs to know their employer. They also see the workplace as a place of community, so it's important that your culture emphasizes both professional and social connections. As the workforce is infused with novel practices and expectations, with Gen Z projected to make up a third of the workforce by 2030, leaders should take time now to better understand how to work well with this new generation.

CEO Insights interacted with the top industry leaders. Here is what we learned about the qualities they look for in fresh candidates when they hire them for the company.

Sanjay Netrabile, Chief Technology Officer, Pepperfry, says, “As an IT leader, I look for strong problem-solving skills, the ability to work collaboratively in a team environment, creativity, and enthusiasm in fresh candidates. Coding skills come with experience, a hunger for learning, curiosity about the system ecosystem, and an innate ability to be not afraid of asking questions trumps experience in an environment where people work together towards a common goal. Additionally, knowledge of or interest in cutting-edge technologies that create better experiences is valued here, too.”

Sanjay Vyas, EVP, Global SBU Head-Clinical Logistics & Global Safety Services & Managing Director India, Parexel,  says, “For me, it's about more than just the skills. Of course, skills are critical for certain job roles that are of a core scientific nature. But what is more critical for me is aptitude and attitude. In my conversations with new candidates, I look for the passion that the person brings to the table and the commitment to learn new things. A candidate sitting opposite me might have the highest skill set, but if s/he doesn't have the right attitude or aptitude, they might not be the right match for us.”  

“People having the right attitude & aptitude, ability to up-skill & upscale themselves, that fine balance of head, heart, and guts. This is also one of the reasons why I don't talk much about the work aspect when I take an interview. I talk more about the personal element, their experiences, the challenges, and how they tackled them,” adds Vyas.

 

Rishi Chhabra, Head of Merchant, Cobrand and Acquiring for India & South Asia, Visa says, “As a leading technology company, we obviously look for technical skills. But beyond that, I look for the overarching aptitude. Are they in for the long run? Do they have the aptitude to be creative? Can they figure out ways to get the job done? Will they raise their hand at regular intervals and say I want to do more? Enthusiasm and excitement are of utmost importance. They should also be able to collaborate with the stakeholders, including different functional teams and clients, seamlessly.”

Sunil Badesra, Country Head, Sungrow India, says, “The renewable energy industry is an extremely fast-growing industry. It’s no wonder many youngsters opt for a career in this industry and are incredibly eager to participate in the renewable revolution. In the process, they often overcommit while joining a company and eventually end up in a position of not being able to honor those commitments. My suggestion to candidates enthusiastic about the renewable energy industry is to have a mindset of learning and gradually growing by using those learnings. They should elaborately think about the commitments, which help eventually help them honor their commitments.”

“On the other hand, transparency is critical. Young professionals should be able to maintain transparency, be it the engagement with clients or their leaders.”

Manikandan Bala, Senior Vice President, Elekta, says, “People often immediately say that it’s all about the knowledge about the industry. Make no mistake; for any candidate, knowledge is an excellent trait to have. But what I look for in a candidate is attitude and aptitude. Attitude to learn and adapt is crucial. I generally advocate cross-industry work if you have the right attitude. I have got people from the automobile and banking industries to work for the medical sector.” 

He continues, “On the other hand, the zest for continuous learning is also vital. It’s beyond any reasonable doubt that you will become obsolete in no time if you don’t constantly learn and adapt to the changes. Additionally, great communication skills are something I always look for in a candidate because good communication helps establish trust and good relationships with all the stakeholders, including clients.”

What does the Current Generation Look for? Positive Work Environment?

Yes, not only the current generation, but people always look for a positive work culture that makes them feel valued and supported and where communication is open and honest. But here's the thing - what makes a good work environment can also vary greatly from person to person. For some, it may be about flexible working hours and the freedom to work from home. For others, it means a team supporting them and a boss listening to their ideas. Commitment is also an important issue. A healthy workplace is one where everyone has a fair chance and feels they belong, regardless of their background. It's about celebrating diversity and ensuring equal opportunities for all, as well as team lunches, office parties, or just the good old water coolers. These things may seem small, but they can help make the workplace feel like a community. The basics usually consist of respect, support, communication and opportunities for growth. It's about creating a non-toxic workplace where everyone is happy every day and can grow professionally and personally.

A healthy work environment benefits both employees and employers and can have a significant impact on employees' mental health.