In the latest edition of our View From The Top series, we sit down with Calvin D'Souza, Senior Human Resources Business Partner, APAC at SWIFT to find out his views on the evolving role of HR.
What do you believe to be the key factors influencing current candidates when they are applying for jobs and have you developed specific strategies to attract millennials/what do these involve?
Candidate experience matters the most nowadays. Candidates expect employers to be able to communicate and reach out to them socially. Hence it is important for hiring companies to be active on social media as well as on other mobile devices and platforms as a way to communicate with applicable talent. At SWIFT, recruiters and hiring managers are encouraged to utilise different chat platforms (i.e. Whatsapp, Wechat, face-time) to communicate and/or conduct interviews with potential candidates versus the traditional style of emails or phone calls. Traditional in-person interviews still happen but these mobile channels are definitely how we conduct most interviews. Therefore even during this time of COVID, it has not really slowed down our interview process.
Another factor is that candidates want to know the reality of what is happening within a company. They rely on existing employees comments or feedback for this. We, at SWIFT have gathered a group of SWIFT ambassadors, who are employees from different divisions, voluntarily helping to speak about SWIFT on different social media platforms. Brand Ambassadors also support the recruitment selection process, where they will call the final candidate to provide insight about the company to help the potential employee make their final decision on SWIFT.
What do you predict will be the major trends impacting talent acquisition and management over the coming year?
Virtual recruitment will be a trend. COVID has made human interaction virtual and therefore hiring managers and recruiters will start to see the necessity of the in person interview fade away eventually and will need to get used to the reality of not seeing a person “in-person” before hiring him or her. We will eventually see assessment centers, panel recruitment also moving virtually, utilising tools like Zoom, google Meet or Webex training to conduct these activities.
We will also see more short term roles perhaps popping up. COVID has stopped some work but most work /projects still continue. We will see these projects requiring short term support in different areas as they become the focus of the company in many ways. As a result, management might start to move employees with more down time to short term roles in projects that have carried on during the COVID period. Hence I do expect in-house recruiters to be doing any more internal recruitment than external recruitment for at least the coming year.
In what practical ways do you believe HR can attract future talent into the profession?
I believe as HR we often encourage our business to go down to campuses and take part as mentors at universities to help people understand the business and their role, in a way to attract people into their profession. This should be the same ideology for the HR profession. We should encourage HR professionals to actively go to schools and universities to share stories on the future of the workforce through participating in university campus activities and/or by being mentors on university mentorship programs.
Do you think HR is viewed as an attractive career option and what do you consider its key selling points?
It is becoming more and more attractive as many HR leaders have done a good job in making a positive impact for their respective companies. With that being said, HR is not for everyone, as it does require individuals to have a passion for the “H” in HR, where it means you want to help others build a career and grow, whilst at the same time being able and willing to deal with their mishaps. If those interested want to make an impact in people’s career life, want to take ownership of the most crucial resources of the firm (humans), and want to experience something different daily with strong visibility with management (as they are key day to day stake olders), then theHR is a profession for them. The positive impact HR does is more longer term than a short term gig for both the employees we work with as well as the firm we work for.
Please note that all commentary and opinions provided are those of the individual, and not the organisation/company.