Rohit Kapoor, CEO of Swiggy Meals Market, has make clear the important thing attributes he seeks in potential staff, underlining a give attention to resilience, drive, authenticity, and powerful character. Throughout a latest look on the Josh Talks Podcast, Kapoor articulated his perception that hiring transcends mere technical proficiency; it’s extra about nurturing people who embody these core qualities.
He said emphatically, “Hiring is extra artwork than science. You may have all of the checklists on the planet, however on the finish of the day, groups aren’t constructed on bullet factors, they’re constructed on folks,” highlighting his philosophy that efficient groups are constructed round folks, not simply {qualifications}.
Resilience stands out as one of many major traits Kapoor prefers, reflecting his conviction that it’s a predictor of how candidates will handle adversity of their skilled roles. Kapoor mentioned that the flexibility to navigate private {and professional} challenges is indicative of a candidate’s capability to carry out beneath strain. Alongside resilience, the drive stays a crucial attribute.
Kapoor emphasised that whereas abilities could be imparted, the intrinsic starvation and ambition that fuels a person’s success can’t be taught. “You may educate abilities, however you possibly can’t educate drive. You may hand somebody a chance, however you possibly can’t make them hungry for it. And in an interview, you possibly can virtually all the time inform within the first couple of minutes,” Kapoor remarked, pointing to the immediacy with which real motivation turns into evident.
Authenticity additionally performs an important position in Kapoor’s hiring standards. He burdened that throughout the first couple of minutes of an interview, it’s often obvious whether or not a candidate is real or projecting a façade. He values honesty and sincerity, as they usually correlate with a candidate’s capacity to mix effectively inside a workforce. Kapoor’s method diverges from standard hiring practices that rely closely on checklists and {qualifications}, as an alternative valuing actual human connections and interpersonal dynamics.
Along with the aforementioned qualities, Kapoor locations vital weight on character, believing it’s equally as vital as competence. He asserts that nice groups are constructed on a basis of robust character. This attitude means that whereas technical competence is important, it’s the moral and ethical fibre of people that in the end drives workforce success and cohesion. Kapoor’s method positions character as a non-negotiable trait in his hiring choices, underscoring the significance of non-public integrity and moral conduct.
Kapoor’s insights, shared through platforms like Instagram, reinforce his perception that profitable groups are anchored by sturdy private attributes relatively than merely technical abilities. His hiring philosophy advocates for a stability, the place the intrinsic qualities of resilience, drive, authenticity, and character are seen because the bedrock of high-performing groups. This attitude invitations a broader trade reflection on how hiring practices can evolve to prioritise private qualities alongside technical talents, doubtlessly resulting in extra cohesive and efficient groups.
