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What are some of the challenges that you face in the HR industry while recruiting people or managing new recruits? 
Zenobia Madon, Director HR - Talent, Strategy, Whirlpool
Organizations, whether small or large, are a rapidly changing environment. No one can predict the next five years since there are so many things that can’t be foreseen, like the COVID-19 pandemic, cost inflation, changing energy prices, and more. One challenging aspect is that, as leaders, we should shape and influence the day-to-day routine of people even when there is so much change around us. Leaders must show a lot of agility and resilience to connect with their businesses.
Another challenge was the great resignation during the COVID-19 pandemic, and we lost a lot of talent. While the worst is behind us, the possibilities of a job offer will also increase. Also, as we have experienced both sides of the work landscape, that is, working in the office and at home, we saw a shift in attracting or retaining talent. With work culture evolving, HR leaders should continue to partner with businesses closely and speak up for their employees simultaneously.
What are the strategies that businesses should use to detect and identify some of the talent that aligns with the business interests?
The strategy that every business should follow is supporting the trajectory of the organization’s growth rate or sustaining phase. Your techniques have to be tailored around the stage that the industry is in, the kind of talent needed in the organization, and employee retention, and you have to stay close to your teams. You need many data points like onboarding surveys, employee engagement surveys, and more to empower your employees and make them feel valued and understood in the company.
What are some technologies that help HR leaders in hiring, retaining, and managing the workplace?
Technology plays a huge role in organizations because it enables HR to be a mediator between the employees and the organization and start the proper dialogue. From a talent acquisition perspective, software like SAPSuccessFactor helps chat with the recruitment management department. Additionally, AI plays a significant role in pulling suitable candidates from multiple online sources like LinkedIn.
From a diversity and inclusion perspective, however, we have a technology that prevents hiring managers from making choices based on irrelevant information like gender, nationality, color, and more. The AI shortlists candidates for the core skills and competencies they will bring to the organization. There is also technology available that helps recruiters stay in touch with candidates during the whole onboarding and recruiting process. It also allows them to leverage different digital sources like LinkedIn or Instagram to advertise their company and organization to potential candidates.
A big, stable technology that plays a significant role in talent management is data envelopment analysis (DEA), which we use to track people’s engagement surveys via apps like Glint. Through this technology, you can reach out to employees informally, through bots, to talk about any change in the organization.
What advice would you give your counterparts in the industry to improve their HR strategies?
My advice would be that there is a great deal that we can learn from each other. We must find opportunities to come together, network, share challenges, and more. Also, we should not hesitate to reach out to our colleagues about what is or isn’t working out in the organization because we all struggle with similar challenges. By reaching out and helping each other, we can learn much from each other and do good for our community. My second advice would be to be a good role model for the younger generation joining our organization by being their mentor and encouraging them to be their best. We should be leaders who inspire and connect with budding talent because they are the future leaders.
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