Like all others, Karma Management has also gone through the two waves of Covid-19 and has equally faced the onslaught of economic down turn. Earlier, the down turns were used in learning new ways of how to regain the lost position and to come back to the original stand of being on par or above the competitive rivals. However, things have changed with this pandemic and establishments have been looking for avenues to sustain and keep the business afloat.
In this kind of temporary down turn scenario, Karma Management seized the opportunity to outmaneuver its own strengths by doubling up on its capacity. It really put in an effort to systematically assess its own capabilities to weather the storm and to take corrective action and search for unique ways to reach out to the clients who have been engaged with us for availing a range of activities related to hiring, on-boarding, payroll, outsourcing, shared services, entire HR circuits and labour law compliances.
During the pandemic period, it went heads-on into the process of digitalization. With data analytics and digital marketing in very high demand, it turned around its winds of sails in the direction of the changing swings in the market.
In the earlier period when Karma Management was establishing itself as a renowned practitioner of labour laws; at the same time, it focused its energy on two important verticals viz. (1) Recruitment and on-boarding and (2) Shared services and outsourcing.
Today, Karma Management has gone far ahead in the businesses of Hiring and Outsourcing and in fact, due to its resilience and reliance on innovation and technology, its effective model of hiring, grooming and retaining talent has made its clients acclaim its digital delivery in an enthusiastic manner. This has come about only because of its leaders who have been wired to see and solve problems in a digitalized manner.
Many investors have approached Karma Management with a view to further boost the entrepreneurial spirit to greater heights as it sees in Karma, leaders who practice what they preach, and who watch the interest of every one by embracing failures, taking accountability and encouraging collaboration with excellence to the next level.
Karma has a large network of people engaged also as freelancers and associates , besides it regular staff, on pan india basis and is always looking around to spot the right talent and to select them for the job that suits the profile and the skill sets. The jobs may be urgent, important, critical and routine replacement, however, Karma Management dutifully draws up a recruitment plan in accordance with the roles that needs to be filled in and also adds a buffer mark to the numbers so that at the same time, a large talent pool or bench reserves is also created to absorb them in times of emergency requirement.
Besides the recruitment calendar, it depends largely on two other support systems viz. tracking and assessment tools. Candidates with shortage of skill sets are sounded in advance on the need to develop the skills lacking in them so that within a matter of months, they are able to harness and fill these skill gaps , thereby becoming a fully ready material for selection.
When it comes to sourcing middle and junior level talent, it largely depends on external environmental factors like referrals, campuses, interns, apprentices, social media platforms, fairs, seminars, events, exhibitions, video calling, video interviews, in-bound programs and so on. It also conducts a family visit at its Head Office where the family members turning up in large numbers, are given a walk through of the office environment so that feelings of closeness and affection helps to sustain meaningful relationships in good times and not so good times.
Karma Management , over the years, has laid heavy emphasis on competencies. Candidates may prepare and develop impressive resumes but if the end product fails to deliver at client locations, then things just don’t work out and relations get soured in the end. It is , therefore, in this perspective that Karma Management gives a lot of weightage to competency based interviews as it helps to match accurately the skill sets with the needs of the job. Karma Management has developed its competency model keeping in mind the combination of knowledge, skills, judgement and attributes which also includes team work, leadership and decision making.
The questions are focused on candidates strengths and weaknesses in the key competencies that an Organization needs the candidates to contribute. The responses against agreed criteria helps to build up an objective picture of candidates suitability for the role.
Psychometric tests are also set up as a larger design of the interviewing process because it helps to assess candidates’ intelligence, logic, reasoning ability, numerical ability and verbal ability. When it comes to screening new hires, we keep on refining our psychometric testing processes as it provides valuable insights into candidates personality. Only a company with a strong team is able to drive this process and Karma Management strikes a wonderful balance between the Hiring Managers and Process driven Executives by means of a proper harmony and work flow.
They say, Shrewd hiring, is a fundamental part of corporate growth and therefore, Karma Management has adopted psychometric testing as part of the rigorous assessment process needed to build strong teams of employees with all the right traits and skills. Karma Management keeps on expanding its capabilities with a view to constantly support talent development and talent deployment. Karma management puts a lot of trust on human capabilities as they are the fundamental drivers of economic development. It believes that talent acquisition is vital for success of any business. Depending upon the clients requirements, it goes into a recruitment process for short term hiring needs and if the goals are long term, then it goes into the talent acquisition process of sourcing, attracting, interviewing, hiring, and onboarding employees. Karma Management sees recruitment as just one aspect of talent acquisition, that has to do with the selection and hiring of a candidate to fit a job vacancy. At the same time for critical processes, it simply fills the positions that are open at a given moment by identifying the best candidates for future positions that can be harder to fill, such as executive-level positions, leadership roles, or jobs that require specialized training.
Sometimes, bad decisions also do create elevated risk and are prejudicial to the company. With this in mind, Karma Management takes a more strategic approach to talent acquisition and focuses on investing more in the attraction and selection of the talent that is most valuable to the businesses of clients .
Karma Management puts in a lot of effort to ensure that best talent is retained and it does this by constantly measuring the quality of hire and to determine who is responsible for it. Consequently, everyone from senior leaders to HR, talent management, talent acquisition, and front-line leaders in Karma Management, plays a part in measuring, managing and improving quality of hire and this is what makes Karma, a high-performing organization where a lot of emphasis is laid on talent acquisition efforts.
