Tapesh Kotwani

Talent today wants to know what kind of organization they are joining. Which means they would like to get a view of life at that company, how they treat their employees, development opportunities, efforts around being inclusive etc. It is important for an organization to connect with their target pool in an organic manner.

Being inclusive and implementing processes within our organizations recruiting practices is what every organization should look at: Few key points: 1. Educate yourselves: What does diversity and equality mean for where you are. It may mean different in all parts of the world. 2. Focus on the why and how: identify the why behind it and work on the how will you make an impact. 3. Find champions and advocates: this is where leadership could play a role as leading by example goes a long way. 4. Define goals which will create a positive impact on the processes and the overall process.

Data in today’s day and age is one of the most critical aspects of professional life. In an HR or TA role practitioners have to stay ahead of the curve to be able to utilize data to assist them make right business decisions. Some key data points: 1. Awaresss of internal talent and future capabilities 2. Market benchmarking 3. Candidate pool coming in for our open jobs 4. How will these 3 points above drive our decisions and practices to be inclusive and where will our efforts be.

Networking is key: networking can be done in many ways. A wise person once said: People remember how you make them feel! Networking can be done so you are able to bring in qualified diverse talent for the current open opportunities: 1. identify a list of organizations you want to partner with to share what you/your organizations culture is and what do you have to offer. 2. Show up with integrity: share authentically and be appreciative of the individuals life condition (no judgement zone) 3 Follow through: if you network, if you offer help, show up the right way and have a closure as that will assist in creating your personal as well the organizations brand.

Culture is what brings people together. Everyone wants to work for an organization with a meaningful vision, mission and values. These 3 key words define the culture but it has to be reflected in the organizations day to day operations, this is how the leadership teams should embody and showcase that. For HR and TA teams it’s critical to understand how they will translate this into candidate life cycle. What efforts are we making to organically share it through our employment brand, visuals, experiences, candidate lifecycle etc. They should also consider creating supporting tools for hiring teams to equip them with capabilities to embed a new hire in the organizations ways of working.

In todays day and age it is imperative for us to stay in line with where the new age tech is going: AI is here to stay and it will assist in creating efficiency in our day to day operations. All HR and TA leaders need to have few key areas to address as they get ready to embrace AI and its usage. 1. Organizations appetite 2. Partnership with Information security, Legal & compliance teams 3. Identify (used cases) processes and practices where AI can assist with bringing efficiencies 4. Define guardrails for internal teams to assist them with the use of AI.