Our special guest is Gaurangi B, Talent Acquisition Leader, Chairman’s Office at Reliance Retail where she manages leadership mandates across Reliance Retail. With over 20 years of experience, Gaurangi has worked across various HR verticals and has a passion for talent acquisition.
Surekha: Great to have you here, Gaurangi. With your extensive experience and the diverse companies you have worked for, can you share how the recruitment landscape has changed over the last decade? Do we see a difference in the way organizations recruit now?
Gaurangi: Yes, definitely. The use of technology has significantly improved the recruitment process. AI tools have made candidate screening much more efficient, handling tasks like pre-screening based on education, location, and basic skills. This has increased the talent pipeline, especially with many organizations still working remotely, giving access to a larger talent pool. Post-COVID, organizations are more open to considering candidates for advisory roles, especially for leadership and niche mandates. The talent acquisition landscape has certainly changed for the better.
Surekha: You mentioned the use of AI tools in recruitment. When I started my career, everything was manual, with candidate data kept on Excel sheets. Do you think AI tools are a boon, or is the human element still key to a successful recruitment strategy?
Gaurangi: AI tools are indeed a boon for pre-screening candidates based on basic criteria. However, human intervention is crucial beyond that point. Candidates need to understand the organization’s culture, the role they’ll take on, and the team they’ll work with. Organizations also need to assess a candidate’s personality, leadership potential, and whether they are a team player or an individual contributor. These aspects require human interaction, so it’s a mix of both AI and human touch.
Surekha: That brings me to the next question. You mentioned that current candidates have different expectations compared to a decade ago. Do you think there’s a difference in what Gen Z looks for when applying for jobs compared to previous generations?
Gaurangi: Yes, younger candidates today seek a happy workplace, a challenging environment, and a mentor to guide their growth. Compensation is still important, but they also value the organization’s culture and the role’s growth opportunities. In contrast, a decade ago, stability and the reputation of the organization were more significant. Family status also plays a larger role in job considerations for people in their 30s and 40s.
Surekha: We all know that culture building is crucial for an organization. What are the three key things organizations need to do to build culture before and after candidates join?
Gaurangi: Firstly, transparency is vital. Communicate clearly about policies, procedures, culture, and growth paths before candidates join. Secondly, ensure a smooth onboarding process. Thirdly, chart a definite growth path and provide examples of how previous employees have grown within the organization. These steps build a positive culture and enhance employer branding.
Surekha: How important is communication for an organization from the interview stage to onboarding and beyond?
Gaurangi: Communication is crucial from the initial contact with a candidate through onboarding and beyond. Having a dedicated point of contact during the onboarding process helps address any candidate queries and shows that the organization is genuinely interested in them. Prompt communication creates a sense of belonging and demonstrates the organization’s commitment to the candidate.
Surekha: Finally, based on your extensive HR experience, what advice would you give to someone new to the HR field?
Gaurangi: Be open to learning, as HR encompasses various facets like talent acquisition, talent management, PMS, compensation and benefits, employee engagement, and training and development. Explore these areas, understand your strengths, and build your career accordingly. In the initial years, be ready to get hands-on experience and learn as much as possible about different HR aspects.
Surekha: Thank you so much, Gaurangi, for sharing your insights and being part of the Culture Champions podcast.
Gaurangi: Thank you for having me.
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