Our special guest is Diksha Bhojwani, Senior HR Leader with more than 20 years of experience in technology companies across IT products and services. Diksha firmly believes that organizational success is achieved through the effective integration of people, processes, and systems.
Surekha: Good morning everyone and welcome to another session of our HR Champions. Today with us, our guest is Diksha Bhojwani, a senior HR leader with 20 years of experience in the HR domain, leading companies to the pinnacle of success. Thank you so much, Diksha, for taking the time to join our podcast today.
Diksha: Thank you so much, Surekha, for having me here. It’s indeed a great opportunity to connect with you and the larger audience.
Surekha: Let me start by asking, how do you think employer branding is relevant in attracting and retaining talent? What do you think companies must do to build and maintain employer branding?
Diksha: Employer branding has shifted significantly over the last decade or two. Previously, larger, well-known companies were automatically attractive to candidates. Today, in a world of startups, employer branding has become even more crucial. The market is competitive, and candidates have many options. Employer branding is essentially the first impression a candidate has of your company, which heavily influences their decision to join.
To build and maintain employer branding, companies need to engage with potential employees through social media, promote their culture and values, share employee experiences through testimonials, and highlight growth opportunities and benefits. Most importantly, it’s about keeping your current employees happy so that they become your brand ambassadors, helping to attract new talent.
Surekha: I love the way you summarized it by saying that both employer and employee branding go hand in hand. How do organizations communicate and align their values, culture, mission, and vision to new hires? Is it important, and what are companies doing about it?
Diksha: It is extremely important. When sourcing a candidate, we first look at their skills and experience to match the job profile. But the next step is to see if they fit the company culture. For this, the company’s vision, mission, and values must be clearly defined and communicated to prospective hires. This helps set role expectations and align the candidate’s work with the organization’s goals.
Companies are conducting regular check-ins, feedback sessions, and structured processes to engage new hires, making them feel aligned with the company’s values and objectives right from the start.
Surekha: Engaging new hires is indeed critical, but I believe it’s also about engaging the current employees. Could you share some key initiatives you’ve taken for employee engagement based on your experience?
Diksha: Employee engagement has evolved from traditional “fun at work” concepts to more meaningful initiatives that genuinely connect employees with the organization. Some initiatives I’ve implemented include creating platforms for employees to connect with senior leaders for career development, structured recognition programs to celebrate achievements, and professional development through new training programs.
Wellness initiatives are also crucial, such as flexible work options, unlimited leave, and programs addressing mental, physical, and emotional health. We also use feedback mechanisms, like one-on-one meetings and cross-functional interactions, to understand what’s happening in different teams. Team-building activities are essential to foster collaboration and a sense of belonging among employees.
Surekha: You’ve shared a range of initiatives, demonstrating that HR is about much more than just fun at work. There are numerous strategies HR teams implement to ensure that employee engagement is vital for an organization’s overall development. How do you see the relationship between technology and HR evolving?
Diksha: Technology has revolutionized HR practices by automating administrative tasks and enhancing decision-making processes. For example, AI tools can now assist in shortlisting candidates by following predefined criteria. HR software helps improve employee experience, and technology enables remote working and virtual engagement activities. However, a mix of human interaction and technology is essential to elevate HR practices to the next level.
Surekha: I agree. A mix of human touch and technology is what will take HR practices to the next level. What advice would you give to people just starting their journey and aiming to build a career in HR?
Diksha: Focus on understanding not only HR principles but also the business context in which you are working. Develop strong business acumen to understand how HR contributes to the company’s growth and bottom line. Stay curious, keep learning, and understand the different aspects of your business to create a strong foundation for your career in HR.
Surekha: That was some brilliant advice, and I wish someone had told me all of this when I started my career. Back then, I was only told that HR was about handling people, managing the tasks given to you, and maybe having some fun at work. But since then, as you said, we’ve evolved a lot. Things have changed over time, with both HR and technology now working hand in hand. You’ve given the best advice that anyone could benefit from.
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