How Companies Identify Talent with Viktoryia Muraveika & Kage Spatz

HR Strategy Series, Real Human Resources

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Konstruktork Human Resources Hiring Strategies

Sometimes our personal attitudes don’t allow us to see people clearly and we tend to judge other people and this is no more than a part of human nature.

As a part of my HR Strategy Series, I’m talking to top experts in the field to teach prospects what hiring managers are actually looking for, while also supporting business leaders in their hiring and retention strategies. Today I had the pleasure of talking with Viktoryia Muraveika.

Viktoryia Muraveika is Director of Business Development, North America for Konstruktor Service Company. Viktoryia has spent her whole career in the area of information technology since holding such positions as a software engineer, business analyst, and project manager. She has also gained important international experience working for different companies in Western Europe and the Middle East as well. Over the last 2 years, she has focused on the development of Konstruktor Service. She also loves to read, especially biography books, practice yoga, and camping.

Thank you so much for doing this with us! First, please tell us what brought you to this specific career path?

In a way or another I was involved in the hiring stuff process at each of my position. As a technical specialist, I had to identify the right candidates with respect for their technical skills. As a manager, I had to interview people for different positions. I find it challenging to understand if a person fits a role.

Can you share the most interesting or funny story that happened to you since you started this career and what lesson you learned from that?

Yes, I would like to tell you a funny story. Maybe for someone, it is also going to be a lesson.

I had to interview a candidate for the HR-manager position. He seemed a good fit for the position, had relevant experience, seemed ambitious to me, and also, he was able to speak 3 languages. I explained to him that the job is a remote full-time position, he can work from home from any country. We discussed the salary level, the tasks required and so on. He said that everything is clear for him. After a while, I sent a job proposal to him through email and here started the most interesting part. He was sure that he had to move to Redwood City, California and started to ask when he has to move, if there any relocation allowance, and so on. He was really disappointed that he didn’t have to relocate to work with us and it seemed that was his greatest desire was to live and work in the California bay area. I hope he was able to fulfill his dream.

The lesson I learned from this situation is that it is always better to make a few more questions and spend a few more minutes to clarify essential things for a potential employee. Such as salary level, job conditions, and professional requirements. Both interviewer and interviewee must have a clear idea about the proposed job.

Wonderful. Now let’s jump into the main focus of our series. Hiring can be very time consuming and difficult. Can you share 5 techniques that you use to identify the talent that would be best suited for the job you want to fill?

1. Describe clearly the requirements in the job ad. We spend significant time to fully clear our requirements to a potential employee before we post them. This process allows to save our workers’ time and hopefully also time for a person in his/her job search.

2. Clearly identify the skills and experience. Since the main workers in our organization are engineers, we pay a lot of attention to the job experience of each candidate. Sometimes it is even more important than the degree level.

3. Common corporation and business culture. I am sure that during an interview, a qualified HR specialist is able to understand the cultural level of an interviewer. We pay a lot of attention to a personal cultural level, the way a person speaks, how a person describes his relationships with former boss and team member if he is able to listen to the questions and answer correctly and politely and so on. All these aspects are extremely important for us, they allow to understand better how a potential employee will best fit in our team.

4. Background checking. This is not a secret that nowadays every person uses social networking services. We do certain checking of a potential employee before making a job proposal. We can contact former employers, we can check the social networks, and LinkedIn.

5. Identify prospective high potential employees. For every potential employee, we try to identify a few things: What are their potential research areas? Do they want to advance in a career? How can they make our company more profitable?

If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be?

This is not a secret that now the biggest problem worldwide there are several viruses and diseases which but that can easily mutate genetically depending on the various environmental conditions. I would start a movement that would provide medicine for the poorest and vulnerable populations all around the world. Here we are talking not only about people in the poorest countries like Tanzania or Mozambique but also potentially rich countries like in South America where they also live. Wherever poor people are not able to afford healthcare and medicine for themselves and their families.

Can you please give us your favorite “Life Lesson Quote” and how that was relevant to you in your life?

“It pays to know the enemy — not least because at some time you may have the opportunity to turn him into a friend.”- this is the quote of Margaret Thatcher.

I think this is so right. Sometimes our personal attitudes don’t allow us to see people clearly and we tend to judge other people and this is no more than a part of human nature. But we also have good minds to think and estimate other people. Every time when in my mind come negative thoughts about any person I do remember this quote and try to make a step forward to understand the point of view of my opponent and if here comes a slight shadow that I might be wrong and he is right, then bad thoughts disappear themselves.

We are very blessed to have some of the biggest names in Business, VC, Sports, and Entertainment read this column. Is there a person in the world whom you would love to have a private lunch with, and why?

Some of my colleagues, whom I consider, are the wisest business and/or technically very skilled people. I would love to have a private lunch with Mr. Elon Musk. He is a very interesting person, according to his biography and a few other business books about him. The results that he is able to reach leading his companies and the ways he leads them are definitely something unique. I am really fond of ecological electric cars, new futuristic vehicles, and I am curious how Mr. Musk is overcoming space’s hostile environment challenges and his new propulsion technologies. The fact Mr. Musk was able to compete with NASA and the Defense Department (DOD) makes his enterprises unique and fascinating. Indeed no-one had been able to compete with NASA technologies until a very a few years ago. Maybe nowadays this technological maturity has only been reached by other government’s military agencies like the Russian and the Chinese ones.

Elon is a great choice! Thank you so much for these fantastic insights!

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