Recruitment

Mohit Juneja, HR Leader – Engineering and Technology Centre & Org Capability – MEIA at Ingersoll Rand. The session was moderated by Kashyap Raibagi , Manager – ...

Additionally, it’s important to involve both data leaders and recruitment heads in the decision-making process and make sure that their voices are heard and considered. It is noteworthy that providing training and development opportunities for both data leaders and recruitment heads to learn about each other’s roles and responsibilities can help bridge this gap and improve collaboration. Lastly, it’s important to note that bridging the gap between data leaders and recruitment heads is an ongoing process and requires relentless effort. If all the data leaders could come together and unify the definition, that would be of great help to us. That is one of the key essential things that I would want in my team to deliver the best to my business. Ability to upskill a recruiter is a must and that has led to the result of what we did as a Gemba walk. To consider the cultural fitment, because some hires just come in, it could be a disaster for the team [if they do not understand the culture of the organisation]. What is critical is the conversation that is happening between a data leader and an HR leader, when it is not a recruitment conversation. What they also do is segregation in terms of what are the essential skills and what are the desired skills. They’re just given an absolute number, on the number of people to be brought on board at the end of the month. There is a way to explain in a layman’s language, what this is about and the same holds the other way around that the data leader takes ownership of the talent they need to build the product and solution. Both data leaders and recruitment leaders play a vital role in the success of an organisation, but their responsibilities and priorities may not always align.