Anand’s Recruitment Demand


Anand compels Swaminathan to recruit a team for HR, Developnent & Sales with right attitude…

Swaminathan Kasiviswanathan Immediately swings into action to accomplish the mission…


Some People Create a Mark

Human Resource at Cogzidel has always been a challenge… First four HR concentrated more on recruitment and was not up to expectation… Faced many challenges with them like;

– They were too much aligned towards management or with the employees…
– They failed to carry management point to employee and didn’t carry employees grievances to management…
– Were not aggressive or innovative when it came to recruitment…
– Some misused power and became abusive…
– Didn’t understand the expectations of the role…

After failing four times we moved our SEO as HR…To my surprise he understood the dynamics of HR… He managed well between management and employees… He helped solve lot of challenges… Most important thing was he successfully executed things said by his superior… He was with us for year and half… As an HR he served for 7 months…

He called me on 2nd Jan and I thought he has called me to wish for the new year… As expected he wished me and slowly came to the topic… He said he was planning to quit… Without me asking he said he is planning to go abroad and he has taken a call… He said he can give notice as we expected…

All we told him is to give 45 day notice, find a replacement, train him and give Knowledge Transfer… He never shows the exit mood and he worked with same enthusiasm… He fulfilled all our expectations…

Yesterday was his last day and I couldn’t believe we are going to miss him…

I’ve never blogged about the relieving of many core people who had a descent exit… But this guy deserved more and he will always have a special place in our heart and Cogzidel… He has set a new benchmark for the role and for his successor…

I take this opportunity to wish Mr.Senthil Ganesh best luck for a successful career and future….

Tips to select a candidate…

When we talk about hiring the candidates, interview process comes up as the first thing in our mind. Without interviewing anyone, it is impossible to judge if he/she is a suitable candidate. But how does the interview process happening now in the IT industry? What time frame do we take to close a position? We do interviews and judge candidate on the following two methods only. I suddenly remember a zen story which describes the scenario better.
Now the story starts like this…..
Disciple X of a great zen guru clarifies a doubt with his master.
Disciple X: Master, I have a doubt to be clarified.
Master: Yes, goahead X.
Disciple X: What is love?
Master: Can you see a paddy field in front of you?
Disciple X: Yes master.
Master: Get inside the field and pick the tallest paddy crop of the entire field. But one condition, you can start from east to west, but you can’t turn back and see if the previous crop was a taller one than what you have in your hands.
Disciple X agreed, starts from east to west. First crop of the field seemed to be the tallest, but he had a curiosity to find the better and taller crop. He travelled much inside, saw another taller crop but still wanted to explore the best. Atlast he came to the end of west paddy field where he found that the first crop on the east field was the tallest ever he saw in the field. As he can’t turn back and check or pick the tallest he returned with the empty hands. He explained everything to his master and said he was looking for the best, but when the best has gone he couldn’t pick up again. Great zen master smiled at him and said, this is called as ‘Love’. You can’t get it back if you lose to choose once.
Then, disciple X asked another question, ‘Master, then what is marriage?’
Master: Same rules and laws applicable, but you have to choose the tallest bamboo tree from the nearby forest.
Disciple X immediately overlooked the eastern side of the forest and started cutting the first bamboo tree. When the great zen master asked why he didn’t went inside the forest to see if there are any other tallest tree than what he had. Disciple humbly said, ‘master, this time I don’t want to return in empty hands and not interested to hunt for the best to get disappointment. So I cut the first tallest tree I saw in the forest. Great zen guru said, ‘X this is called as marriage’.
  • We always find our interviews between two different things. To see more candidates on finding the best and get disappointed at last or selecting the average candidate whom we see at first.
  • The selection process should not be dragged and the best candidates won’t wait for our feedback till we are in the process of finding the best.


Event on startup challenges

Event focusing on operational challenges for running a startup. The upcoming event (August 22, 2009) deals with hiring challenges in startups.

Here are the details

Hiring in a startup is a challenge – right from finding the right match, figuring out salary structure to keeping the employees motivated (especially in tight situation). While there aren’t any ‘right ways’ to do so, the best way out is to share experiences. is conducting a ‘Hiring strategy for startups’ event (half-day) where we are inviting entrepreneurs to share their experiences; and a HR consulting firm to show the ‘other’ side of the world.

Topic: How to combat Hiring Blues in Startups

Date: August 22nd, 2009, Saturday [10AM – 1 PM]


  • How do I structure employee salary? ESOP vs. Salary Distribution?
  • Employee Agreement – what are the points one need
  • I am not a funded startup and don’t have a lot of money to give away. How do I recruit smart people?
  • How do I judge the commitment of candidates when they are applying? [Share/learn from experiences…]

And related topics on hiring @ startups visit

Cogzidel Attrition Report Sep 08 – Mar 09!!!

Today i’m excited to get this report from my HR Manager Mr.Boopathi… I’m thrilled for two reasons

  1. There were many specialised HR’s who worked for me who didnt do this…
  2. Boopathi is not specialised HR in terms of qualification or experience…

One nice take away form this experience is, hire people who have passion than specialization… Also i must not say i’m inspired because of this report, he has always excelled in all aspects of HR’s function…

ATTRITION REPORT – Sept – 2008 to Mar  2009
Sl No. Month Opening balance (Employee Strength as on 15-Sep-08) No. of Employees Joined Employees Left Attrition %
Closing balance (As on    16-Mar-09)
1 September 9 1 2 8 10.00%
2 October 8 9 17 0.00%
3 November 17 8 1 24 4.00%
4 December 24 1 1 24 4.00%
5 January 24 1 3 22 12.00%
6 February 22 4 5 21 19.23%
7 March 21 3 1 23 4.17%
8 April 0 0 0 0 #DIV/0!
9 May