@Omkar Pradhan Good afternoon! I have a couple of questions: 1) Till what stage do you think founders should be involved in hiring of the team and when can it be delegated? 2) Exit interviews are usually just taken as a formality by organisations, what do you think we can do better during offboarding of an employee? (Can be voluntary or involuntary leave) 3) What are some perks and benefits that can increase retention of employees? (Let’s say 3+ years) 4) Are resumes still relevant in hiring processes? What do you think about resumes vs proof of work?

hey @Janhavi 1. I don't think Founders should ever completely Delegate, What I mean here is for Extremely Critical Roles (which are Founder -2) in the Hierarchy they should always be involved in the process - Because A) They are Business Drivers B) They are Culture Custodians & Protectors - So any wrong hire at this level will cost company 6 Months Growth plans (Monetary is separate) - On Other Hiring which are more at Mid Senior & Junior Level - Founder can offload once they have HOD's running these functions. 2. Off-boarding should be as respectful as Onboarding, There is dire need of taking feedbacks seriously which come in exit conversations, And at GoKwik, I've also implemented something as "GoKwik Alumni" - This a separate Group wherein all Employees who are exiting are added (With their permission) & It is an Effort to keep in touch with them - Companies should try something of similar nature - this way you even celebrate exits 3. It is extremely important for Organization today to understand that perks & benefits doesn't only mean In Cash or some Freebies - If competing Organization has deep pockets - they can still fetch your best to average talent - Perks & Benefits needs to be more around Employee Development, Career Growth, Org Culture - Wherein Employee feels proud to be associated with the Organization - Is more of say Citizen then just employee 4. I think Resumes in Word/PDF Format are being very well replaced by Well crafted & updated LinkedIN Profiles - There have been many instances where I myself haven't asked for resume as such when LinkedIN Profiles are upto the mark, Because in this there is more for an Interviewer to hear-out.

1. That makes sense. Thank you! 2. That sounds amazing! How do you do your exit interviews? Do managers do it or the HR department? 3. That is interesting, employees as citizens. 4. Linkedin profiles do work as an replacement to resumes, and we’re also seeing platforms like Fueler, Behance etc to help non-tech folks create a portfolio and proof of work in public. Thank you so much for taking out time and answering!

Such an insightful answer @Omkar Pradhan 🙌