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.
With a vast experience of 15 years in Human Resources across different industries, Neena Bhaskar is our guest for this episode of “The Shape of Work.”
GUEST AT A GLANCE:
Name of the guest: Neena Bhaskar
What she does: Talent Acquisition Leader, Asia Pacific, BD
Find her on LinkedIn
Get Smart: “We should continue to upskill ourselves, to keep our eye on the ball and see what’s happening in the market and what are the different tools and technologies coming up in the market. Because that’s how we add value by providing the right programs, processes, and tools to the businesses so that they can do their work more efficiently.”
From this blog, you will receive valuable insights into:
- Effective Employer Branding.
- Attracting and retaining employees.
- Changes in a diverse work environment.
- Building trust among the employees.
- Technology investments and long-term values a company should have.
- Advice to HR professionals
Know the guest:
She completed her education at Fox School of Business at Temple University, specializing in Human Resources Management. She began her career with HeroITES as an Assistant Manager. Today, she is leading Talent Acquisition for the entire Asia-Pacific region for BD, Singapore. Neena’s remarkable growth in her career is a direct result of her passion for building and engaging teams. She loves making connections and understanding them.
Choose Effective Employer Branding:
Neena mentions that, for effective employer branding, companies should focus on two areas of communication- External and Internal. Internal communication revolves around what the companies manage and provide to their employees. However, external communication is knowing the audience better, analyzing through demographics, and finding and leveraging in the channels of these communications. Moreover, Neena throws light on the importance of storytelling in making employer branding visual and more effective.
‘How do I attract and retain the best talent? How do people see us as an authentic company?’
A good interview defines a person’s character. The recruiters should ask creative questions. These are the puzzles that HR professionals need to solve to ensure better recruitment. They should challenge the potential employees by giving them situations to solve. As a result, it reveals the true character of these candidates.
HR professionals need to keep an eye on their critical thinking, soft skills, and problem-solving skills.
Peer-to-peer meetings can be organized to understand how their organization and the teams operate. Most importantly, they need to make the organization’s culture a significant part of the hiring process. They need to see which candidates best align with their values.
Challenges that prevail in a diverse work environment? How should a company deal with them?
A diverse and hybrid work environment helps employees think beyond their creativity. However, issues regarding communication, trust, cultures, and language barriers might start prevailing too.
In order to deal with these issues, the first step is to identify them. However, stopping there is not enough. Companies should analyze them to come up with solutions. Accordingly, investing in training programs and resources can definitely help in this process.
In addition, companies can consider having a representative committee consisting of members from all groups to ensure all voices are being heard.
How do managers build trust among their employees?
Especially after the pandemic, the value of trust within an organization has become extremely significant. Our guest asks everyone to observe trust as a two-way process. To receive trust among the employees, the company needs to trust them too. It keeps the employees motivated and productive. Moreover, the company should not leave the employees confused and unclear. They need to be provided with enough resources and tools.
Well-being programs, online support programs, relevant training, etc., can ensure that the employees feel belonged in the organization. People managers should consider regular check-ins with the team, taking feedback, and building a personal connection with them. These ideas will help employees stay focused, engaged, and invested.
What are some long-term values companies should focus on?
A few long-term values that a company should focus on for smooth growth and employee retention are:
- Having a clear purpose.
- Being inclusive before going diverse.
- Being connected with the employees.
- Holding a high level of integrity.
- Having transparency and clarity.
In the remote work environment, most of the employees prefer flexible work arrangements. Additionally, offering team collaborations, employee well-being programs, and other perks can bring these values into the company.
Technology investments a startup should make:
According to Neena, the first step a startup should take is to invest in Human Resources teams and technology. Being a startup, they would want to hire more employees. As a result, technology will help them not only hire but retain these employees.
Good recruitment tools ease the process of screening, candidate assessments, scheduling, and onboarding.
Startups should make sure that they have platforms where all their data can be found by the employees themselves. A performance management system can be used to nurture and reward good talent. Furthermore, involving peer-to-peer feedback, gamification of platforms, and offering training modules can help to build great productivity among the employees.
What tips can you give to the HR professionals about their role in the pandemic?
Neena agrees with the fact that the HR function has grown far ahead. It has successfully become ‘a voice on the table.’
However, HR teams should continue to learn and upskill themselves. They need to keep an eye on the new tools and technologies, handing out the right programs, and effective ideas to grow the businesses.
In conclusion, Neena mentions that organizations willing to practice employer branding need to understand their audience. Moreover, their employees should speak about their experiences. Organizations need to be authentic, thoughtful, and certainly, truthful.
And, most importantly, these organizations need to invest in individual HR professionals instead of teams for better results.