How does interaction with industry leaders help students in their education?

Interaction with industry leaders helps students understand real workplace expectations that cannot be learned from textbooks alone. It provides real-world knowledge that students can apply to practical problems.

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What CHROs Expect from Today’s and Future PGDM Graduates?

Q: What are the skills required by the hiring managers in candidates?

Hiring managers evaluate candidates through their mental approach and essential competencies along with their subject expertise. The ideal candidate should demonstrate strong teamwork skills, the ability to handle feedback positively, and a dedication to learning new skills.

Q: What do hiring managers look for in candidates while hiring?

Hiring managers look for adaptability, problem-solving ability, and reliability as the primary essential qualities in a candidate.

Q: Is technical or functional knowledge important for the candidates?

Yes, technical knowledge is the foundation for all candidates, but it is not the only requirement. Recruiters also value learning ability, openness to feedback, and willingness to upgrade knowledge as equally important.

Q: What are some common reasons candidates get rejected during HR interviews?

Candidates may be rejected during HR interviews if they fail to meet basic requirements beyond academic qualifications. Common issues include poor communication skills, difficulty organizing thoughts, and inability to effectively engage with interviewers.

“What are companies really looking for when they hire fresh PGDM graduates?”

This question comes up repeatedly in student interactions at the Kirloskar Institute of Management (KIM). While there are many opinions, the most valuable answers come from people who make these decisions every day.

As part of an industry interaction at KIM, senior HR leaders came together for an open conversation on fresher hiring. Moderated by Shankar Rane, the session focused on how CHROs look at young talent today and how those expectations are changing.

What made the discussion especially relevant was the experience in the room. Each panelist brought between 15- 25 years of hands-on HR leadership experience, spanning manufacturing, banking, talent acquisition, labour relations, and organisational development. This depth of experience shaped a very practical discussion on how fresh PGDM graduates are assessed today.

A CHRO’s View on Fresher Hiring

The theme of the session was simple but important: how do CHROs evaluate fresh PGDM graduates in a world where work itself is changing?

Ganesh Chaudhary, Abhik Sinha, Kiran Khapre, and Ritesh all agreed on one thing early in the discussion: organisations are no longer hiring for fixed roles. They are hiring for potential.

Careers today are not linear. Roles evolve quickly. This has changed how companies think about freshers.

Why Hiring Expectations Have Shifted?

In the past, organisations focused heavily on functional skills. Train people well, put them into roles, and expect stability.

That approach no longer works.

As Abhik Sinha explained, many organisations spent years training specialists, only to see them leave once they became employable elsewhere. This forced companies to rethink hiring.

Today, organisations are more open to inexperienced graduates who may lack complete knowledge but demonstrate proper workplace behavior. The three traits of learning willingness, feedback acceptance, and organizational cultural compatibility exceed the importance of meeting all technical requirements.

Simply put, skills can be taught. Attitude cannot.

What CHROs Actually Look For?

From a CHRO’s perspective, learning agility has become a critical signal.

Ganesh Chaudhary spoke about how hiring managers often look for signs of hunger to learn and flexibility in thinking.

Technical knowledge helps, but it does not guarantee success. Graduates who are curious and adaptable tend to grow faster and stay relevant longer.

Adding structure to this idea, Kiran Khapre spoke about four qualities that consistently stand out during hiring conversations. These are often referred to as the 4Cs:

Curiosity to ask the right questions
Courage to try new approaches
Conviction to stand by one’s ideas
Content, or continuous upskilling

Together, these qualities help organisations identify people who can grow with the business.

Where Many Students Go Wrong?

Despite good academic performance, many students still struggle in interviews.

Ritesh highlighted a common issue. Students focus heavily on what they know, but organisations are more interested in how that knowledge is used. Clear thinking, structured communication, and context matter.

Some common reasons candidates get rejected include unclear CVs, weak articulation of ideas, and limited understanding of the organisation itself.

Preparation today goes beyond knowing the role. Candidates are expected to understand the company’s background, culture, and expectations.

The Role of Internships and Real Exposure

From a CHRO’s point of view, internships show how students apply classroom learning in real situations. Interviewers often ask about what students actually did during internships, what worked, and what did not.

For organisations, internships reduce hiring risk. For students, they provide clarity and early exposure to the realities of work.

Beyond Academics

One clear takeaway from the KIM interaction was that employability is shaped well beyond the classroom.

CHROs value students who learn from peers, participate actively in campus life, stay aware of industry developments, and use the opportunities their institute provides. These experiences often build confidence and perspective that grades alone cannot.

The session at Kirloskar Institute of Management made one thing clear. Organisations are not hiring perfect resumes. The company is seeking candidates who possess the ability to acquire new skills and adjust to changing circumstances and develop their professional capabilities.

PGDM students can benefit from this message. Focus less on being job-ready on day one, and more on becoming future-ready for the long run.

What CHROs Expect from Today’s and Future PGDM Graduates?

What are the skills required by the hiring managers in candidates?

What do hiring managers look for in candidates while hiring?

Is technical or functional knowledge important for the candidates?

What are some common reasons candidates get rejected during hr interviews?

How does interaction with industry leaders helps students in their education?

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