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We follow a competency based recruitment process, wherein technical as well as behavioural competencies are assessed. ADVIK's competency model is customized to different roles and levels. Psychometric assessments, aptitude tests, panel interviews, and antecedent checks are utilized in selecting candidates for the roles in the company.

We have two modes of recruiting people:
  • Graduate Engineer Trainees and Management Trainees: We induct and launch graduate engineers and management trainees in various company functions including Marketing, Finance, Human Resources, Operations, Materials, and Research & Development. The tenure of the programme is designed to develop technical excellence from the onset of an employee's time at the company. The programme includes induction sessions, hands on workplace training, classroom training, weekly reviews, presentations etc. The GET/MTs get absorbed as confirmed employees on successful completion of the programme, subject to performance.
  • Lateral Hiring: On a continuing basis, we hire experienced professionals from different disciplines to meet our varied business needs. The assessments of the candidates are based on the competencies (technical, functional, and/or behavioural) as well as their compatibility with ADVIK values and ethics. Upon recruitment, they have to undergo an orientation process.

Employee Orientation Process:

All new Joinees have to undergo a two-day orientation process. They are made aware of the company policies, processes, rules, and regulations. The new employees also interact with senior executives and work groups to understand about the roles and responsibilities.

We also utilize a 'Buddy' Programme, which is intended to accelerate productivity and enhance job satisfaction. A new employee is less familiar and to some extent insecure when it comes to relating with their colleagues, seniors, peers, or juniors. Not knowing what is right or what is accepted in the company can make a new employee hesitant and confused in interpreting the responses of others. Hence, the Buddy Programme is a great way to accelerate the new employee’s ability to deal with these issues. The system helps build an immediate personal connection between the new employee and the organization. This allows new employees to have an effective introduction to the company.

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