At Feruni Ceramiche, the hiring process has been revamped into a talent audition meant to allow the company and potential workers to get know each other better. It also ensures that the new people they hire are a good ‘cultural fit’, reports MEK ZHIN.
A DYNAMIC company needs dynamic individuals to drive it from within, but if you’re using the typical hiring process, you may not find the right kind of people.
Ralising this, Feruni Ceramiche has chucked out the old way of doing this, and in its place, they have adopted a Talent Audition — two-way procedure that allows them to get to know candidates better and vice versa.
The process starts with a pre-audition whereby candidates are invited to attend the Discover Feruni tour. It’s a briefing of sorts which will provide the candidate with a general picture of the company and what it’s all about.
“We want them to get a better understanding of our working environment and the office culture here. This allows them to determine if Feruni is a right fit for them and their new careers,” says managing director Datuk C.C. Ngei.
“This also meets the Talent Audition objective which is to match the right people to the right jobs so they are happy in what they do,” he adds.
After the tour, the candidate meets with the hiring manager or head of department as well as the talent agent for a short chat, the result of which will determine if they proceed to the Talent Audition.
One of the highlights of the Talent Audition process is Talent Performance, whereby the candidate is given between three to five minutes to showcase any talent he or she might have.
“There have been demonstrations of singing, dancing, acting, cooking, painting, playing musical instruments and even martial arts during this segment. I believe this portion really makes the process fun and memorable,” Ngei says.
This performance segment is part of their Culture Assessment, which helps the company to determine if the candidate is a “cultural fit” for the company. The assessment is also supported by other processes including Moment Sharing, Personal Value Analysis, Strength Finding Assessment and more.
He says the company’s management gains an in-depth perspective of the candidate throughout this thorough and focused process.
“The interactive and friendly manner we conduct it in makes the candidates feel comfortable and more open to talking. They are also allowed to dress casually, which adds to their comfort.
“During the cultural assessment, they naturally start sharing about their personal values, life journey, struggles and so on, which helps us understand them better as a person and not just as an employee,” Ngei explains.
Talent Audition has a second part to it, which is Technical Assessment, which comes in the form of role-playing, presentations, mathematical tests and more. It helps define the candidate’s competencies related to the specific roles they are auditioning for.
“Feruni has a very clearly defined organisational culture, and we strongly believe that ‘cultural fit’ is the essence that holds an organisation together. Our staff have to be able to adapt to our culture and accept our core values, thus candidates going through the Talent Audition have to participate in our assessments,” Ngei stresses.
He says Feruni is always on the lookout for people with great passion in what they do and believe in, regardless of the industry they come from.
“We see ourselves as a platform where people with the right attitude and who move in the same direction as Feruni can learn and grow. Everyone has a unique talent, and given the right opportunity, they can achieve much greater heights in life,” Ngei says, adding that all this is in line with the company’s purpose of cultivating talent and promoting transformation.
Since the Talent Audition process was launched in April last year, they have had an average of 10 candidates trying out per month. Feruni has even hired staff with medical and law backgrounds.
Ngei says that companies wishing to attract fresh talents should first look at their corporate direction and mission.
“There really is no right or wrong way of doing this. What’s important is to come up with a process that aligns with your company culture, purpose and core values,” he says.