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HR Processes Have Fastened With Technology: Sangram Chavan, CHRO, Tata Sky

Tata Sky encourages everyone to be their own CEO, which is Collaboration- Experimentation- Ownership at work


CEO for Tata Sky stands for Collaboration-Experimentation-Ownership, wherein they induct everyone to be their own CEO. The company aims to incorporate all possible avenues of comfort and relaxation, driving productivity and making it easier for employees to bring out the best in them, ultimately contributing to the overall business goals.

Talking to BW Businessworld. Sangram Chavan, CHRO, Tata Sky shares his viewpoints about the changing work dynamics of HR industry, change in hiring pattern and jobs in the company. 

Can you talk about the latest trends in the HR industry? How are the recruiters enhancing the quality of recruitment?

Recruitment will be on the uptrend as the world of business is rapidly changing. Rapidly revolving HR is led by technology and employee experience. Data mining & analytics is a key aspect of HR process and decision making. HR processes are far more sharply aligned with businesses.

We believe in recruiting and retaining our employees with the key focus towards the well-being of our people and empowers employees to flexibly manage their work life. 

At Tata Sky, we are aggressively adopting technology across the entire process of HR by including various selection tools, right fit for candidates, quarter by quarter reducing turnaround time, so that there is quicker and meaningful impact to business.  

How has the role of HR changed with the shift in technology; in terms of better hiring for business development?

HR solutions are driven by the value proposition to create an employer brand for the organisation. Technology has saved a lot time and these assessment tools aid in making the hiring process far more effective and seamless. 

The HR team of Tata Sky works with partners such as Gartner-CEB and Development Dimensions and International (DDI) for talent management and hiring candidates. In association with CEB (now SHL), we introduced pre-hire assessments in the evaluation process to evaluate candidates on cognitive and behavioural aspects depending on their hiring levels. Key members of the hiring team at senior levels also go through a workshop with SHL to equip themselves with the knowledge and skills to utilize the assessment report for better hiring decisions. These improved processes help Tata Sky to create sharper candidate fit. 

How has the hiring pattern changed with job roles being re-defined?

Tata Sky belongs to a re-defining space and thus the job opportunities are evolving constantly. Our business objective is to drive narrative around the re-defining of content distribution platform – from Direct-to-Home to Direct-to-Screen. Hence with changing dynamics of work and use of technology, the hiring patterns have also changed as the job roles are being re-defined. 

With the development of technology, the OTT and the digital space, the processes are evolving giving rise to newer job roles within the organization. Tata Sky on one end is on the look-out for niche skills and emerging skill sets for newer jobs and roles which are constantly evolving, while on the other side the organization is constantly building an in- house talent pipeline to address its talent needs to strengthen Tata Sky’s thought leadership position in customer centricity. 

What roles do you typically hire for? What does a typical hiring process look like in Tata Sky?  

Tata Sky is a consumer-centric brand, so more than 70 percent of our hiring is for customer facing roles. We hire employees from a mix of sectors including consumer, durables, telecom, media, consulting.  We believe that an industry mix is required to drive our business growth considering the nature of our business and the changing environment.  

Our hiring process is integrated on Oracle HCM’s e-Recruitment module (Taleo) which enables end-to-end recruitment, hiring and on- boarding management. All the pre- joining documentation is completed by the new joiner in Taleo system before the joining date. This helped in reducing joining day transactions and positive on- boarding experience.  

How important is background checking during the hiring process?

Background checking is very important as a part for any hiring process. At Tata Sky being a part of the Tata Group, there is a strong emphasis on trust, ethics and earnest approach to work. Hence the employee selection process is not complete unless the necessary back ground checks are in place. 

What are the best tips to ace an interview? 

Be the way you are, be genuine, and be authentic instead of trying to ace interviews. Talk about your strengths. At Tata Sky we focus on behavior strands that are aligned with the (in-house) Anchor competencies, hence during the selection process, we look at understanding the opportunities where candidates depict, display or narrate these positive traits. Any organisation or candidate should look out for a good match of skills and attitude to business opportunities and the work environment. 

Things that can help get a job in Tata Sky?

Tata Sky has a unique work culture and a very interesting workspace. Everyone at Tata Sky is inducted to ‘Be Your Own CEO’. Where CEO stands for Collaboration- Experimentation- Ownership at work. The organisation goes beyond its way to provide a conducive environment to help the employees develop the C.E.O behaviour. Hence being self-driven, willing to take risks, courage to take ownership, strongly anchored in ethics are key at Tata Sky. 

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