Rohit Kapoor, CEO of Swiggy Meals Market, has make clear the important thing attributes he seeks in potential staff, underlining a concentrate on resilience, drive, authenticity, and robust character. Throughout a current 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 this planet, however on the finish of the day, groups aren’t constructed on bullet factors, they’re constructed on individuals,” highlighting his philosophy that efficient groups are constructed round individuals, 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 stated that the flexibility to navigate private {and professional} challenges is indicative of a candidate’s capability to carry out below strain. Alongside resilience, the drive stays a vital attribute.
Kapoor emphasised that whereas expertise might be imparted, the intrinsic starvation and ambition that fuels a person’s success can’t be taught. “You may train expertise, however you possibly can’t train drive. You may hand somebody a chance, however you possibly can’t make them hungry for it. And in an interview, you possibly can nearly 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 confused that inside the first couple of minutes of an interview, it’s normally obvious whether or not a candidate is real or projecting a façade. He values honesty and sincerity, as they typically correlate with a candidate’s skill to mix effectively inside a staff. Kapoor’s method diverges from standard hiring practices that rely closely on checklists and {qualifications}, as a substitute valuing actual human connections and interpersonal dynamics.
Along with the aforementioned qualities, Kapoor locations important weight on character, believing it’s equally as vital as competence. He asserts that nice groups are constructed on a basis of sturdy character. This angle means that whereas technical competence is critical, it’s the moral and ethical fibre of people that in the end drives staff success and cohesion. Kapoor’s method positions character as a non-negotiable trait in his hiring selections, underscoring the significance of non-public integrity and moral conduct.
Kapoor’s insights, shared by way of platforms like Instagram, reinforce his perception that profitable groups are anchored by strong private attributes slightly than merely technical expertise. His hiring philosophy advocates for a steadiness, the place the intrinsic qualities of resilience, drive, authenticity, and character are seen because the bedrock of high-performing groups. This angle invitations a broader business reflection on how hiring practices can evolve to prioritise private qualities alongside technical talents, doubtlessly resulting in extra cohesive and efficient groups.
