Rohit Kapoor, CEO of Swiggy Meals Market, has make clear the important thing attributes he seeks in potential workers, underlining a deal with resilience, drive, authenticity, and robust 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 possibly can 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 folks,” highlighting his philosophy that efficient groups are constructed round folks, not simply {qualifications}.
Resilience stands out as one of many main 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 below stress. Alongside resilience, the drive stays a important attribute.
Kapoor emphasised that whereas abilities may be imparted, the intrinsic starvation and ambition that fuels a person’s success can’t be taught. “You possibly can train abilities, however you possibly can’t train drive. You possibly can hand somebody a possibility, 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 jiffy,” Kapoor remarked, pointing to the immediacy with which real motivation turns into evident.
Authenticity additionally performs a necessary position in Kapoor’s hiring standards. He burdened that inside the first jiffy 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 crew. Kapoor’s strategy 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 important weight on character, believing it’s equally as necessary as competence. He asserts that nice groups are constructed on a basis of robust character. This attitude means that whereas technical competence is critical, it’s the moral and ethical fibre of people that finally drives crew success and cohesion. Kapoor’s strategy positions character as a non-negotiable trait in his hiring selections, underscoring the significance of private integrity and moral conduct.
Kapoor’s insights, shared through platforms like Instagram, reinforce his perception that profitable groups are anchored by strong private attributes relatively than merely technical abilities. 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 attitude invitations a broader business reflection on how hiring practices can evolve to prioritise private qualities alongside technical talents, probably resulting in extra cohesive and efficient groups.
