Sun TV Network

1. Online application

Candidates apply through Jobaaj or Sun TV Network's careers channels, and recruiters shortlist profiles based on relevant media, broadcast, or functional experience. Applications are typically routed to the relevant channel or department based on the role.

2. Resume screening call

Shortlisted candidates receive a call to discuss their background, language proficiency, and interest in the specific channel or department. Recruiters also gauge familiarity with the channel's audience and content style.

3. Assignment or portfolio review

For content and creative roles, candidates may be asked to submit writing samples, portfolios, or a short assignment relevant to the role. This helps the hiring team assess practical creative or analytical skills early.

4. Functional interview

A panel from the relevant department, such as programming, sales, or operations, evaluates domain knowledge and creative or analytical thinking. Candidates are often asked to discuss past work in detail.

5. Final round with senior management

A senior leader assesses overall fit, communication, and alignment with the company's regional media focus. This round may also cover the candidate's understanding of the broader media landscape.

6. HR discussion and offer

The HR team finalises compensation and joining details before extending a formal offer. HR also shares onboarding details for the specific channel or business unit.

Sun TV Network's interview process typically runs three to four rounds depending on the role.

Round 1: Resume and portfolio screening

An initial screening, typically over a call, reviews relevant experience, language skills, and for creative roles, past work samples. This stage filters candidates before scheduling further assessment or interviews.

• Familiarity with the channel's content or programming style
• Language proficiency relevant to the role

Round 2: Assignment or case discussion

For content, sales, or marketing roles, a short assignment or case discussion, typically 30-45 minutes, tests practical skills. Candidates are evaluated on creativity, clarity, and understanding of the target audience.

• Pitching a programming or content idea for a target audience
• Analysing a sales or advertising scenario

Round 3: Functional interview

A 30-40 minute round with a department panel evaluates domain expertise, creativity, and problem-solving relevant to broadcasting operations. Interviewers often probe how candidates would handle real production or programming decisions.

• Handling a tight production or broadcast deadline
• Understanding of regional media audience preferences

Round 4: Final management and HR round

A 20-30 minute discussion with senior management and HR covers overall fit, compensation, and joining timelines. This round also confirms the candidate's long-term interest in the media industry.

• Reasons for wanting to join a large media conglomerate
• Adaptability to a fast-paced broadcast environment