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“I think remote work is a very positive move and it is definitely here to stay even after the pandemic”
In an interview with Rishwa Shah, she describes virtual work as a more positive move as it has increased the radius for talent acquisition. At the same time, she also recognizes some of the disadvantages like increased ghosting by candidates.
Rishwa is a Talent Acquisition Specialist at System Soft Technologies based out of Tampa, Florida. She talks about how she found her calling to be an HR professional coming from a family of Chartered Accountants.
Rishwa has the responsibility of her organization’s talent acquisition strategy from sourcing to attracting, selecting and hiring top talent. She also builds the campus recruiting programme at her organization and is enthusiastic about diversity and inclusion.
Journey of being the only person in the family to go against the grain of Chartered Accountants to become an HR professional
Since Rishwa has a family full of Chartered Accountants, it was natural for her to pursue something in finance and accounting. She completed her graduation in finance and accounting and a three-month internship with Deloitte in financial advisory. It didn’t take long before she realised that Finance and accounting were not her forte. Soon, she got familiar with some HR professionals and spoke to them. To be sure of being interested before pursuing her master’s in Human Resources, she did a four-month internship with Deloitte, Mumbai as an HR Generalist. This internship turned out to be a game changer for her, making her even more inclined towards the HR domain, and she decided to go to Purdue university, USA to pursue her master’s.
During her master’s, she got to work with a couple of great organizations like Cummin, an HR Analyst professional and Consultant for Lockheed Martin.
Remote work is increasing the talent pool and benefiting employers
Rishwa expresses that she loves working remotely. Remote work has broadened the talent pool for the organization, she says. When it comes to attracting talent, remote positions remove the geographic boundaries from the available talent pool. As a result, companies can connect and engage with potential new hires based on their qualifications and suitability for roles regardless of where they live. On the other hand, she also agrees that remote work has its fair share of disadvantages such as candidates’ ghosting and no-shows have definitely increased with instances of candidates agreeing for an interview, but then not showing up later.
The art of aligning recruitment strategy with the business strategy
Rishwa shares her thumb rule which is to always try and plan recruitment according to business needs and strategy.
She rephrases one of her professors here,
“HR can only sustain or HR can only be as effective if their strategies align with business, because ultimately, everything is directed towards the business.”
To prioritise hiring based on the business’ needs is something that HR should strategically plan for. Secondly, they need to know and understand the hiring manager’s requirements. They need to know what the position is about, what is the urgency of that position, and try to connect the answers with the business strategy.
She explains this with an example:
“I’m right now hiring for a lot of design people. System Soft Technologies is building a world class design studio in Dallas. So, I know that this is the business plan and this is the number of designers that we need to hire in a month or so. That makes this position a priority and a lot of my other positions take a little bit of backseat. So that’s exactly how I go about the whole procedure.”
Mitigate ghosting or no- shows through employer branding
Rishwa explains how the best way to prevent cancellations and no-shows is to truly invest time in building a good rapport with a candidate, selling the job opportunity to the candidate, and gaining a firm buy-in from them regarding their interest in working at the company.
She shares that an organization’s employer brand is a necessity for any company and affects a lot of no-shows. But with everything being online, interview are being ptaken lightly by the candidates.
“I’ve worked at Deloitte, which I feel has a stronger employer brand. But I’ve also had a lot of candidates not showing up, even when we weren’t remote. But right now, I think that’s just happening a lot more.
I’ve never seen this trend in the US, but there are Indian candidates who don’t even show up after they accept an offer. I had a candidate who was going to join on a Monday, and I called him on Friday. He sounded excited on the call. On his joining day, the whole IT team and HR team were trying to contact him. He ended up not picking up our calls.
To avoid being in these situations again, we started our pre-boarding process to take advantage of that initial excitement and engagement by sending a Personalised Welcome Email, introducing the manager and team, the tools and technology our company uses., and giving access to correct information about our company before the official start date to maintain the same level of enthusiasm during the hiring process.”
Recruiters and Marketers Work Better Together
Rishwa feels it’s very important for these two teams to work together.
She shares one example to support:
“So we were actually finding very few women applying for the leadership position. And this, I’m talking about the US. And then our marketing team started Women’s History Month, and then they would tell us about women and technology. So they started these groups, where we actually found a lot of women interacting. And then just by doing this one simple thing, making videos, academies, webinars, and more, we saw almost a 50% increase in the number of women applying. It was like this one fabulous campaign pulled off by our marketing team, along with the recruiting team, and the business strategies.”
Follow Rishwa on LinkedIn