• 30 May 2013
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  • By B Venugopal

Gen Y makes up the bulk of workforce

Mr B Venugopal, head, HR, Molecular Connections, talks about the company’s hiring process and explains the pros and cons of hiring freshers


Mr B Venugopal is heading the HR function at Molecular Connections

Molecular Connections is an equal opportunity employer and all our hiring policies and practices are woven around this guiding principle to help us find the best fit for a given job. The diversity and multicultural background of our workforce is the product of our philosophy and value system that welcomes, nurtures and promotes talent from every corner of the country. This approach has helped us build highly competent teams for a wide array of scientific projects in multiple domains providing the competitive edge to the company on a global scale. As a result, Molecular Connections today is known for its vibrant and enthusiasm filled work place with a modern outlook and inclusive work culture.

When it comes to hiring freshers, in addition to good academic performance, the key attributes that we look for include analytical skills, quick learning capabilities, clear thinking and ability to communicate with clarity, team orientation and commitment levels to the job. In principle, we are open to look at any institution as long as the candidates have a good academic record combined with additional courses and project works of relevance to showcase to the recruiters. Those who graduate from a reputed institution might have better chances of receiving our attention and may make it to our prospective list. But beyond that stage, reputation of the institution does not guarantee selection.

We have come across several cases of candidates who have done very well in academics, but exhibited poor skills when it came to applying their knowledge for practical purposes and sometimes even failed to understand the problems posed to them. It is, therefore, difficult to generalize candidates solely based on the institution they studied.

Considering the vast number of domains we cater to, it might help to hire the candidates with a narrow specialization if it is for a highly specific project domain. For example, organic chemistry is a key skill set for some of our chemistry oriented projects and therefore a masters degree offering that specialization may be the preferred choice for these projects. But, there are several instances where we also hired from broader specialization of chemistry if they have cleared our written test and proven to be strong with their fundamentals with good conceptual clarity of the domain. The same can also be said about the engineering domain. However, we do hire people with diverse specializations from life sciences background like biochemistry, molecular biology, biotechnology, microbiology, and applied genetics.

Life sciences being a vast domain, candidates are tested for their grasp of the fundamental concepts and their ability to apply their knowledge to the problems posed to them. The best of the lot who are selected by the end of the evaluation rounds are provided further training by the company to bring them on par with the specified standards for the scientific domain.
Last year, we hired more than 150 freshers across different domains. While the vacant positions are posted on the company's website and the responses are tracked for good applicants, the majority of freshers are hired through various colleges/institutions either directly from campuses or through off-campus mode where the top scorers are invited to attend the selection process at our offices. Further, the use of job portals like Naukri, Timesjobs and more can be helpful to understand the spread (geographically) and density of the skill sets as well as track competition and compensation trends.

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