Client: Panasonic Avionics

Location: Pune, India

Objective: Fill 100 specialized technical roles in six months

In early 2023, Panasonic Avionics presented us with a formidable challenge: recruit 100 highly specialized technology professionals for its Pune division within a six-month timeframe. The roles spanned entry-level to managerial positions, each with stringent technical requirements. Compounding the challenge was a competitive hiring landscape and a high rejection rate due to the need for highly niche skills

Recruitment Challenges

1. Niche and Specialized Skill Requirements

The positions required expertise in specific technological domains, narrowing the available candidate pool. For example:

• Android SDK Development: Candidates needed direct experience in Android SDKs, not general Android app development, requiring a unique skill set tailored to the avionics sector.
• C++ Programming for Hardware Integration: Ideal candidates needed extensive experience in hardware-level programming, blending software engineering skills with an understanding of complex hardware systems.

2. High Rejection Rates

A significant number of candidates were turned down due to insufficient technical skills or depth of knowledge, especially as the bar for entry was set to accommodate highly experienced professionals. Entry-level developers, while abundant, often did not meet the expectations needed for these roles, leading to a preference for seasoned candidates.

Strategic Approach

1. Streamlining the Screening Process

To address the high rejection rate, we collaborated with an external recruiting partner to conduct preliminary interviews. This partnership ensured that only fully qualified candidates proceeded to Panasonic’s hiring managers, significantly reducing rejection rates and expediting the recruitment process.

2. Building a Robust Talent Pool

Our team conducted extensive market research on local product and engineering companies in Pune to tap into relevant talent pools. We gathered detailed information on salary benchmarks, industry domains, and specific technical skills prevalent in Pune, which enabled us to precisely target candidates.

3. Agile Adjustments Through Continuous Feedback

Regular meetings with Panasonic’s hiring managers proved essential for refining our strategy. These interactions provided real-time insights into evolving skill requirements and facilitated adaptive sourcing methods. By integrating feedback, we expanded beyond traditional sourcing channels like job boards and LinkedIn, reaching out to previously untapped networks.

4. Emphasis on Learning Potential

Recognizing that some technical skills can be acquired on the job, we shifted part of our focus towards candidates with strong learning potential. Candidates demonstrating eagerness to learn and adapt were given opportunities to showcase their capabilities during interviews, broadening our candidate selection criteria.

Results

After three months, we successfully filled 45% of the roles, positioning us well to meet the six-month target. Our proactive, adaptive approach to sourcing, screening, and candidate selection generated significant progress, with over 50 offers made and 25 candidates successfully onboarded. By March 2025, we aim to exceed 75 joiners

Key Takeaways and Lessons Learned

1. Process Optimization Over Time

The recruitment process tends to stabilize midway as the alignment between job requirements and candidate profiles improves. Greater clarity in hiring requirements and job descriptions helped reduce mismatches and strengthened our strategy.

2. Anticipated Challenges

As the project progresses, potential adjustments to candidate profiles or skills may arise in response to Panasonic’s evolving project scope. Maintaining agile communication with the client will be crucial to address any shifting requirements.

Conclusion

This case highlights the effectiveness of a targeted, flexible recruitment strategy in filling niche technical roles. Our approach highlights the importance of proactive communication with hiring managers, adaptability in sourcing, and an openness to candidates with potential for growth. We are on track to meet our six-month goal and are confident that our ongoing efforts will successfully fulfill Panasonic’s specialized talent needs. Our continued efforts will ensure we meet the six-month goal and fulfill all 100 specialized roles.