Building a People-Friendly Culture at the Workplace with Shreedevi Roogi

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This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.

In this episode of The Shape of Work, we have Shreedevi Roogi, a passionate recruiter for the last fifteen years. She has worked with some big names like Accenture, Dell Services, Sabre Corporations, and EY.


Name of the guest: Shreedevi Roogi

What she does: Head of Talent Acquisition- India, APAC, and EMEA, Epicor Software.

Find her on LinkedIn.

Get Smart: “You are selling the brand for an individual or talent to join in. Sales and marketing traits overlap 80% for recruiting.”


In this episode, you will get valuable insights into:

  1. Challenges while hiring- Startups vs MNCs
  2. Influence of digital media on networking
  3. Women’s Indian Chamber of Commerce and Industry
  4. Career gaps taken by Indian women
  5. Is Diversity and Inclusion really aligned to the values of the organization?
  6. Bringing freshers from different cities on the same page
  7. Employer branding in today’s job market
  8. A well-defined people culture


Challenges while hiring- Startups vs MNCs:

Shreedevi has a great career journey, having worked with both startups and MNCs. She feels that working for both has its challenges, and it goes with how one wants to deal with it.

Hence, sales and marketing come into the picture, reading into the organization and talent. 

Talent is crucial everywhere, be it a startup or an established company. It is a fundamental pillar for every organization to progress. Startups are not process-driven, but that gives them flexibility and adaptability towards talent. However, an established organization has a more structured set of policies with a more rigid hiring process.

Shreedevi feels that a startup gives more edge and preference while an established organization has to work a little extra to sell its brand and tech. It is not an easy process for startups.

Influence of digital media on networking:

Networking has turned into a more sophisticated step with digital media. There are plenty of social media platforms where like-minded people form communities and gather. They discuss common topics and help each other in tasks. Networking is an important practice across leadership roles as well. There are plenty of platforms like Github, Dribble, Stack Overflow, etc. The more a leader has an edge and solves other’s problems, the more they will be noticed.

Women’s Indian Chamber of Commerce and Industry:

The Women’s Indian Chamber of Commerce and Industry is a non-profit organization working with the central/state government to support the women cohort in that particular council. There are 160 councils (HR/entrepreneurship/sexual harassment, and others) building policies to pass through central or local ministries.

Career gaps taken by Indian women:

India has seen decent growth in the percentage of women working in senior management roles. Our guest talks about career breaks women have to take due to maternity or marriage. She feels that companies are trying to take a step forward and welcome them back. In addition, the increase in the gig workforce and the remote working policy will lead to an increase in the percentage of women in senior roles. 

Is Diversity and Inclusion really aligned to the values of the organization?

Organizations talk about diversity and inclusion as a more strategic approach. However, according to Shreedevi, the effectiveness of D&I is minimalistic with the lack of a business championship. Till business does not champion, it becomes difficult to build this initiative as an integral part of an organization.

A business leader’s sole focus would be to get the work done. The biggest gap Indian organizations have compared to western countries is the lack of designing patterns of policies. They should focus on accurately practicing their facts.

Bringing freshers from different cities on the same page:

Shreedevi feels that Gen-Z keeps updating their knowledge about technology. Hence, there is not much to be nurtured. However, the difference lies between students from tier-1 cities and the same of tier-2/3 cities. They come from different backgrounds, and organizations need to manage this cultural aspect. They should design campus recruitment programs where all three cohorts can land on the same page. The focus should be on soft skills and should be designed according to their background. It might look time-consuming to organizations. However, they will have an edge by shaping these students who will stay in the organization longer. Considering the job-hopping trend prevailing in the industries, holding this procedure is an investment.

Employer branding in today’s job market:

A recruiter can easily understand whether a candidate’s main goal to join the company is the brand, tech, or money.

Hence, as a brand, the recruiter should analyze where they stand as a company. If the brand is already established, it should go for subtle branding like an employee value proposition. Here employees can mention certain attributes through which an organization can have an edge over the others. These attributes can be used for branding and attracting talent.

A well-defined people culture:

While working from home is crucial currently, giving employees space and helping them improve can be immunity to black swan events. There are a few companies that prefer micromanaging their employees. However, an organization requires a trust factor to keep working smoothly. They need to focus on how people are remotely able to help each other and maintain productivity.

Dhristi Shah

Hi, this is Dhristi, Content Writer and Editor at Springworks India. I am a keen learner and am passionate about everything related to writing.

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