What are your campus hiring plans this year, how many freshers do you plan to hire?
Our campus plans are well on-track and we are targeting to induct top quality students in good numbers (approximately 500-600). Campus hiring is our most significant source of inducting best-in-class talent pool while we hire laterally for only niche and technical roles. The on-boarding of last year’s batch was done on-time through online mode despite these tough times. We look at it as our investment in the future of the organization.
What are the roles you plan to hire for – tech and non-tech?
All our campus hires go through a training and probation period for the first 12 months of joining the organization. These roles involve decision-making and delivery which gives them exposure and learning. The domains include project management, business analyst & strategy, digital & technology, taxation, M&A, supply chain management, marketing, financial planning, operational excellence, quality control, asset optimization, new product development, manufacturing, industrial safety, technical services, exploration & mining operations, mineral processing, security & intelligence.
Is there a business case in hiring fresh graduates and grooming them to be future managers and leaders?
The talent philosophy at Vedanta focuses on “building leaders from within”. We believe in hiring top talent from campuses and grooming them with the right career path, cross-functional exposure and anchoring to build the next set of leadership teams. In the long run it also makes business sense. At the end we have a strong set of home-grown leaders who are completely aligned with the organization’s philosophy. We also have a clear visibility to their strengths and hence all pieces fit together seamlessly. In addition to this, it also protects us from the uncertainty around the availability of right talent in the market and is more economical compared to hiring laterally.
How will the hiring process take place this year – will it all be done remotely? Will that in turn open the opportunity to widen the talent pool?
Our campus hiring process is completely digital this year. It is a good opportunity for us to embrace technology and enter into the new era. In fact a lot of campuses have already reached out to us confirming that their interview process will be completely online. It also saves the senior leaders travelling time for interviews which is critical.
Do you see any impact of the Covid headwinds on compensation?
We don’t think compensation at campuses will be significantly affected. The industry is recovering from the impact created by Covid. Even during tough times, most companies have focused on their high cost talent. Since campus hires are the right investment any company can make, we don’t see a significant impact in terms of compensation.
Do you see an increase in demand for candidates with knowledge of evolving digital technology?
Definitely, there’s an increase in demand for candidates with a digital mindset. Vedanta, as an organization, is on the holy grail of digitalization which will reap us huge benefits. Apart from increasing production and reducing cost, it will also help us with improved employee productivity and to an extent predictability through data analytics. In today’s age, it has become inevitable to unlock the next phase of growth.