Life is challenging, especially for a working woman who continuously has to juggle between her work and family. When it comes to the human resources domain, all the employees of the organization add up to the list which an HR has to take care of. After all, an HR is the first person we all would go to when we are clueless about where to go. However, all these responsibilities does not seem to bother Isukaplli Mythri, the Talent Management Lead at Unbxd who has mastered the art of achieving a perfect balance between work and personal life. In a freewheeling chat with Aircto, Mythri talks about her journey in HR domain, the challenges of recruitment and how to overcome them, and also provides a glimpse into how social recruitment is changing the game.
Early Journey in the HR domain
“For most people, jobs just happen, similar was the case for me”, says Mythri. After completing her MBA, Mythri started her career at a Staffing Firm. She appreciates the opportunity to work with Ramadurai Ramaswamy, a senior leader who had been in the industry for over 20+ years and he guided her in the early stage of her career. Her first lessons of hiring made her think about the deeper impact of HR as a profession and how one would thank you or that gratitude that you would receive for offering them a job. She believes that the key success in recruitment is to have thorough understanding about the job market you are hiring for and the company or client you represent.
“Unless you understand what your company is looking for, you can’t hire the right fit."
She strongly believes that rather than randomly picking up job descriptions and calling the candidates, one should precisely focus on the job requirements.She feels very fortunate to have worked for companies of different scales; small and big enterprises as well as services and product companies. This has given her a fair understanding of Talent Market and a strong consulting experience in Talent Acquisition.
Experience in anstablished Corporate vs Startup
Mythri had worked with companies like Sasken, MetricStream, and Payback before moving to Unbxd. On MNC and startup experience she says, “The experience is completely different, when you are working in a bigger enterprise, the roles are clearly defined and you are expected to deliver as per your role. However, on the plus side, it invariably means that you will become highly proficient at your particular role and also offer much more as a mentor."
"In Bigger Enterprises, We have everything in place; policies, documents, SOPs etc. But in a startup, you have to start from the scratch and come up with a process flow. On the plus side, you take a complete ownership, get a lot of freedom and be responsible, which I believe is very important. Now coming to the function of HRs, they play a very critical role in the business, as they are the make or break part. "
"If you don’t get in the right hire who don’t add to the business promptly or don’t meet the timelines, it is going to have a vivid effect.”
Most important hiring metrics
Mythri believes there are three main metrics; the first being the quality of the hire. “Firstly, you will have to define the term quality that has to be defined in conjunction with different stakeholders and it varies from company to company. Specially, it is important in the initial stage where the start-up is rapidly growing and you have to look for the A players only. On-boarding the right talent is the foremost task."
"The second criteria would be timelines. When you have been assigned a hiring project, you need to understand the timelines for the project as in most cases the timelines keep on getting extended due to the drop-offs or dependencies. Setting a realistic timeline for your hiring project is very important."
"The last one would be the total cost incurred while bringing in the hire. If all these 3 metrics are aligned to your hiring budget, you will be able to form an effective hiring plan.”
The most difficult part of technical recruitment and the solution
Mythri thinks that closures are the most challenging part of tech recruitment, the reason being that one is not always sure if the offered candidate will join the company or not. She further adds, “In the era of wide demand for tech products, the demand for tech talents is high and the supply is inadequate. Besides, your competitor is always eying for your talent. This creates a strong candidate driven market and makes conversions a big concern."
"However one can have a better approach to this solution by having a strong backup plan, fast turnaround time in the hiring cycle, and most importantly better engagement with prospective candidates."
" Since compensation is not always the destined factor for most of the engineers, the best approach would be a very strong engagement. The key lies in a transparent and honest conversation where you provide the talent with every details that they are looking for, like your business model, the technology that the company is working on etc. "
"You must avoid overselling, if the candidates think that it is in line with their career expectations and are excited about your company's product and technology they would come back to you.”
Ways in which candidates can get themselves noticed in the age of social media recruitment
“The best way to get noticed in social media recruitment is to have active profile at different relevant channels and It’s all about networking."
"It depends on how well you are connected with the network of people in the same line as that of your business. I don’t believe CVs have much importance nowadays, it’s more about how you talk about the work that you have done and how strong your social media presence is.For example, if we are hiring a designer, recruiters would check out the profiles from Behance or dribble or any relevant community platforms rather than job portals."
Message to aspiring HRs
"The key to be successful in any field is to understand the impact of your job - try and understand what an HR role is all about. You will have to decide if it is in line with your interest. Learn what you are doing and once you understand the bigger impact that it makes, it’s an easy call."
"I am still meddling and have a lot to learn from many successful HR Leaders. I would say that this profession has the power to significantly influence the functioning of a company, it also helps people grow and be the custodian of the culture to create a positive work ethic. This role has evolved from just transactional to a transformational function."
"For me, I would sum up the role of HR in the below points apart from the known tangible aspects. You have to be someone who can be the catalyst agent and not just the change agent; and you will be able to bring a group of strangers in an office together at the end of the day, as a team. Be someone who can impact not just an employee, but also have a positive influence in their career."