Prasad Tataverty: Strategic Partner To Global Clients Identifying Top Excutives Having High Business Impacts
Prasad Tataverty
Founder-Director
"We are not in the game of volume, rather we are in the game of value, and owing to that reason, our main focus has been to create a cohesive team that can offer the best services to our clients consistently"
In an exclusive interview with CEO Insights, Prasad talks more about the unique business operations of Renascence Talent.
The Founder & Director of a company undertakes various roles such as a leader, visionary, decision maker, manager, board developer and others. What different roles have you been undertaking at Renascence Talent Solution?
As someone who is playing multiple roles of Founder, CEO, Hunter/Farmer, Brand Ambassador for your organization the key focus must be to define & share the vision, purpose, competitive advantage and direction of your organization with your key team members to think of a bigger picture and remain agile to transformation/opportunities to grow.
As a founder it's very important to coach the team as a Chief Mentor. Coaching helps in becoming a value driven organization and team is aligned to organizational goals. I am also responsible to build a great company culture where we communicate regularly and honestly, and this helps us combat competition, hurdles and spur new ideas and innovation in what/how we delivery our services. As some one who is representing the organization at leadership level, you
are responsible to build relationship with your customers and understanding their needs should be your key strategy. Our boardroom discussions are around company culture, strategy, D&I, CSR and create a right image of the organization in the industry.
What were the initial challenges at Renascence Talent Solution that taught you some crucial lessons of Recruitment functions?
As said earlier, I had started the business with a concept to resolve the problems I had faced when I was a Talent Acquisition Leader in a large Corporate. We had entered an already crowded market with lakhs of vendors providing Recruitment/Staffing services, but the idea was to compete with value driven services, which was the weak spot for many of our competitors. To deliver value, you need to have a team that shares the same values, and must be highly experienced, efficient and knowledgeable to find the right kind of mix takes time. We today have an efficient and knowledgeable team that is delivering great value to our customers globally. We started with Recruitment services and Sales Hiring product in parallel, which was a wrong approach and it impacted hard on our revenues putting energies into multiple areas will not lead to efficiency. We then created two different teams to concentrate on their core jobs which got us back on track. Today, we serve clients in 13+ countries and are looking to open at international locations in next few years.
How has been the growth of the company?
We had a very good start and our vision was to be a consultant that caters to leadership and sales hiring for clients across the globe. We were quickly recognized for our value driven search practices by various media outlets and were nominated for multiple awards as well. We are recognized by World HRD Congress as well as various other prestigious professional bodies and magazines. Forbes also covered us for our contribution in this industry.
We are not in the game of volume, rather we are in the game of value, and owing to that reason, our main focus has been to create a cohesive team that can offer the best services to our clients consistently. Also, most of our employees have more than 18 years of experience in the industry, and this allows us to be a strategic consultant who is result oriented. We are currently working on a new idea which is driven by data and AI, and this will help our clients from attracting talent,
What were the initial challenges at Renascence Talent Solution that taught you some crucial lessons of Recruitment functions?
As said earlier, I had started the business with a concept to resolve the problems I had faced when I was a Talent Acquisition Leader in a large Corporate. We had entered an already crowded market with lakhs of vendors providing Recruitment/Staffing services, but the idea was to compete with value driven services, which was the weak spot for many of our competitors. To deliver value, you need to have a team that shares the same values, and must be highly experienced, efficient and knowledgeable to find the right kind of mix takes time. We today have an efficient and knowledgeable team that is delivering great value to our customers globally. We started with Recruitment services and Sales Hiring product in parallel, which was a wrong approach and it impacted hard on our revenues putting energies into multiple areas will not lead to efficiency. We then created two different teams to concentrate on their core jobs which got us back on track. Today, we serve clients in 13+ countries and are looking to open at international locations in next few years.
To deliver value, you need to have a team that shares the same values, and must be highly experienced, efficient and knowledgeable to find the right kind of mix takes time
How has been the growth of the company?
We had a very good start and our vision was to be a consultant that caters to leadership and sales hiring for clients across the globe. We were quickly recognized for our value driven search practices by various media outlets and were nominated for multiple awards as well. We are recognized by World HRD Congress as well as various other prestigious professional bodies and magazines. Forbes also covered us for our contribution in this industry.
We are not in the game of volume, rather we are in the game of value, and owing to that reason, our main focus has been to create a cohesive team that can offer the best services to our clients consistently. Also, most of our employees have more than 18 years of experience in the industry, and this allows us to be a strategic consultant who is result oriented. We are currently working on a new idea which is driven by data and AI, and this will help our clients from attracting talent,
retaining talent, brand building, and rehiring exemployees. Renascence Talent will continue to expand Globally, and we are planning to have local presence in US and Dubai in next couple of years.
How do you create a positive work environment?
I firmly believe that positive mindset and positive experiences create a happy work environment. What a business leader should do is to be transparent and share your vision & ideas with your team. This will create a sense of belonging, which will encourage innovation and transformation that will reflect in the services we are providing to our clients.
We had committed to the flexible/remote working right from the beginning of our operations, whereas most companies adopted to that model during pandemic. We had established a permanent remote working strategy in 2016, allowing our teams to work from where ever they are. This helped us have best talent onboard and we could create a culture of belonging at a very early stage. Owing to this aspect, the impact of covid was very minimal for us. We also onboarded many women who gaveup their professional career due to varied reasons and we gave them an option to have flexible working hours. This was one of the best decisions that we have made.
How has Covid impacted your search business?
2019 was tough for firms like us, but the market bounced back very quickly as most companies have accelerated their digital transformation journey including ours. We suddenly, saw a much awaited shift in organizations culture from managing to engaging effectively with the teams. Now that the entire hiring process has been virtual, it's getting faster and the emphasis is on different values with greater focus on key behavioral skills, cultural fitment, technology strategy to diversity agenda.
The pandemic scenario has exposed the lack of behavioral skills in most leaders. Finding leaders who can exhibit high engagement levels with multiple ranks within the organizations is not easy. With rapidly changing business environment, mostly driven by digital transformation, emphasis is on hiring leaders who can drive this agenda for the organization and encourage innovation at every stage are in high demand. Identifying candidates who are perceived fit to an organizations culture, values and behavior is the task we have in hand. With the new hybrid workforce model in place, it will be interesting to see how leaders handle the distributed workforce and how effectively they engage. We too are exploring on possibilities of how data can be used to attract and retain talent.
Prasad Tataverty, Founder-Director, Renascence Talent Solution
Prasad is a pioneering business leader who strives to have a positive impact on the global HR industry through constant innovation.
How do you create a positive work environment?
I firmly believe that positive mindset and positive experiences create a happy work environment. What a business leader should do is to be transparent and share your vision & ideas with your team. This will create a sense of belonging, which will encourage innovation and transformation that will reflect in the services we are providing to our clients.
We had committed to the flexible/remote working right from the beginning of our operations, whereas most companies adopted to that model during pandemic. We had established a permanent remote working strategy in 2016, allowing our teams to work from where ever they are. This helped us have best talent onboard and we could create a culture of belonging at a very early stage. Owing to this aspect, the impact of covid was very minimal for us. We also onboarded many women who gaveup their professional career due to varied reasons and we gave them an option to have flexible working hours. This was one of the best decisions that we have made.
How has Covid impacted your search business?
2019 was tough for firms like us, but the market bounced back very quickly as most companies have accelerated their digital transformation journey including ours. We suddenly, saw a much awaited shift in organizations culture from managing to engaging effectively with the teams. Now that the entire hiring process has been virtual, it's getting faster and the emphasis is on different values with greater focus on key behavioral skills, cultural fitment, technology strategy to diversity agenda.
The pandemic scenario has exposed the lack of behavioral skills in most leaders. Finding leaders who can exhibit high engagement levels with multiple ranks within the organizations is not easy. With rapidly changing business environment, mostly driven by digital transformation, emphasis is on hiring leaders who can drive this agenda for the organization and encourage innovation at every stage are in high demand. Identifying candidates who are perceived fit to an organizations culture, values and behavior is the task we have in hand. With the new hybrid workforce model in place, it will be interesting to see how leaders handle the distributed workforce and how effectively they engage. We too are exploring on possibilities of how data can be used to attract and retain talent.
Prasad Tataverty, Founder-Director, Renascence Talent Solution
Prasad is a pioneering business leader who strives to have a positive impact on the global HR industry through constant innovation.