Interview with Mr. Hariram V. M., HR, TUV Rheinland. TUV Rheinland offers the roles of ‘Central Marketing’ to IFIM students and have been recruiting from the b-school since last 4-5 years.
1. What are the new sets of skills expected from an MBA graduate by recruiters today, beyond what is taught in the curriculum?
B-schools are poised on very unstable podium today. PG course enrollments have a sudden influx of mediocrity; HR fraternity voice skepticism about the value of the individuals in terms of corporate readiness of the newly-minted MBA graduates.i. Adept with Business Acumen (aspiring industry knowledge) – Understand the Business Environment – From Different Perspectivesii. Implementation / Execution Skillsiii. Emotional Intelligenceiv. Problem Solving for self and othersv. Managing self like a brandvi. Working in cross cultural teamsAwareness of self – specially in terms of humility / self-effacement / modesty (every individual to realize, MBA does not give them wings)In a gist, what business houses need are knowledgeable, principled, and skilled leaders for their future, and not just well trained professionals.2. How do you identify good talent from all the campus placements activities that you conduct for MBA grads? We predominantly follow competency based assessments only. We have specified competencies for each role that we interview candidates for. Basis the responses, we do a mapping against competencies established, and if qualified we pursue the candidate. Our main focus is not the “conceptual knowledge” about the subjects, but is on the behavioral aspects and culture fitment.Also, our modus of recruitment is, we provide internships post a careful assessment, and only on fitment during the internship period, we plan and hire these individuals.3. You have been hiring MBA grads from IFIM for the past few years now. What are the key qualities of the students that brings you back to the campus for recruitment, year on year? Also list other factors, if any.From the students we have hired from IFIM, these are the traits observed; that we think is helpful in building our talent pipeline for our future:- Openness to learning- Adopting to our Culture- Humility- Earnest and HardworkingYou can interact with the current students at IFIM and know more about the placement scenario.4. How important is prior work experience? Is it the duration, or the job function of the prior work ex, that matter?When we go to a B-School our primary focus is to bring talent that will value add to my current talent pool. Work experience, especially in the relevant work area is always a plus to have, however it is not mandatory for us at TUV Rheinland.5. Which other business schools do you recruit from, for the same job profiles as the one you offer to IFIM grads?When it comes to MBA graduates, the campuses we frequently hire from (either for internships or placements) are:- Indo-German Training Centre- Alliance Business School- ISBRKnow more about the Centre of Continuous Employability at IFIM. 6. What is your general suggestion to IFIM in terms of creating new learning systems for their grads?Invite guest faculty from Business Houses right from first year, to ensure exchange of business acumen for students.Few life skills as we call is a must – like – MS Office Suite, basic email etiquettes, basic call handling etiquettes and “Office Culture” etc.Personality development sessions involving inputs from frequently hired businesses. This will ensure it is customized and eventually help in hiring of these candidates.Allow / invite corporate sponsorships, which starts from identifying prospective students onwards (include corporates in your selection panel)Have queries? Get them solved from the IFIM admissions team right away!Note: This is a sponsored article and has NOT been written by the PaGaLGuY Editorial Team. It is intended from an informational perspective only and it is up to the readers to research and verify the claims and judgements in the article before reaching a conclusion.