On the back of Zebra Technologies APAC HQ launch last week, Human Resources Online spoke to Doreen Cheah, Director of Human Resource, Zebra Technologies APAC, to find out more about the firm's hiring plans and candidate selection process.
Cheah said: "We are continuously expanding in APAC and are looking into new hires to meet the expansion demands. We are laser-focused on finding the right fit, which may take a longer time; hence, hiring will be a gradual process."
Could you further explain how you integrate agility into the culture?
At Zebra, we are committed to creating an environment that fosters continuous learning, providing resources for our employees to constantly upskill themselves. In doing so, we hope to provide an environment that gives them more opportunities to grow and hone different skills, allowing them to be agile in their day-to-day operations.
In line with that, how does HR select candidates when hiring?
Underpinned by this agility culture, we hire our candidates based on our core values and 12 Zebra competencies as below:
- Understanding the business
- Making complex decisions
- Creating the new and different
- Taking initiative
- Managing execution
- Focusing on performance
- Building collaborative relationships
- Optimising diverse talent
- Influencing people
- Being authentic
- Being open
- Being flexible and adaptable
Choosing a potential candidate entails more than just an impressive resume. At Zebra, we want someone who is aligned with our vision, core values and philosophy and is a good fit with Zebra's existing culture.
We look for people who wish to make a difference in the technology space, think out of the box, and bring in new ideas – be it the younger generation with fresh perspectives or an experienced worker who can bring invaluable knowledge and expertise.
We embrace inclusivity and diversity – we are always on the lookout for talent who can bring new and different perspectives and challenge the status quo.
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