Dr. Pramod Sadarjoshi-Founder & CEO-Talentsmith Consulting

“If you evaluate a fish on its ability to climb the tree, the fish will always fail.” Dr. Pramod Sadarjoshi-Founder & CEO-Talentsmith Consulting

Dr. Pramod Sadarjoshi is a senior, C-suite HCM professional, with an impactful blend of passion prowess, Pramod has spearheaded leadership interventions that have had demonstrable direct results anchored to Business growth mandates organizational effectiveness. His key accomplishments have been in the following domains –; Business Strategy Transformation; Business Development Consulting; Sales Marketing; OD Change Management; Talent acquisition; Leadership development; HR Analytics, Systems / Process re-engineering; Compensation Benefits; L D; Executive Coaching; Diversity Management; Employee Relations Employee Engagement and People Change Coaching interventions at CEO/CXO levels. 

 

In an exclusive interaction with SCIKEY, Dr. Pramod shared his thoughts on how companies can build their employer brand strategy and what are the essentials to incorporate while creating one.

 

What are the internal external factors that need to be considered while building an employer brand strategy?

Internal Factors: When we speak of internal brand strategy, we first consider the organization’s health index that is the climate within the organization. You need to see if the atmosphere is hostile, if it uses the hire and fire policy or if it is leaning towards nurturing and development ecosystem — basically the culture of the organization. The second thing we consider is the diversity within the organization, in terms of the intellectual level, background etc. Quite a few companies today are hiring specially abled individuals.  After Article 377 was passed, companies have begun hiring from the LGBTQ community as well. Companies now focus on employer employee bonding and making sure there is no bias based on their background.

It becomes important to name and shame those who do not adhere to principals of diversity and inclusion . Not taking actions against such situations leads to toxicity within the atmosphere. A lot of employees are finding it challenging to work because of this negative atmosphere at work. Such cases don’t come out in the open, which is why not many know of them. The third factor is the learning and development opportunities, fourth being career progression opportunities and the fifth is equal opportunities. Equal opportunities mean all candidates get a fair shot at a job. There is no inbuilt nepotism, favouritism or prejudice involved. A candidate should be given a level playing field. The most critical factor being that employees come to work for their self-respect, recognition of their expertise and ofcourse salary. Any factor that dismisses this can be a harmful atmosphere to work in.

 

External Factors: Is the company a law-abiding company? Do they follow the rules and guidelines given by APEX level bodies and governing councils? This is referred to as corporate governance. The next factor is Corporate Social Responsibility. In CSR, we look at something called the three P’s that is, Planet, People and the Profit, and that too in that order, means first, companies should think of Planet, then People then making Profits.

What are the possible metrics, employer branding can bring a positive impact to at an Recruitment department and Organization level?


At the talent acquisition level: You need to have a very clean merit-based selection which is free of biases of any kind, and without bending any rule due to external pressures, avoiding nepotism etc. It is essential to be respectful towards the candidate since the recruiter himself is an employee at the organization. If you evaluate a fish on its ability to climb the tree, the fish will always fail. Similarly, the candidate must be asked questions about the position he/she has applied for.

It should indicate that you have hired the right person, for the right job, at the right time, at the right cost.


At an Organization level: There are many avenues of feedback (Glassdoor rating, best employers lists, great places to work etc.) which gives an organization branding. There are many surveys that look at metrics like the best place to work, employee engagement scores, gender ratios, turnover, employee health index, employee wellness, safe working environment – which highlight the key metrics of an employer brand.


Your thoughts on an online company review website like glass door etc., how these websites are impacting the business employer brand.


Primarily, all these websites work as a double-edged sword. The positive here is that the platform it provides to speak your mind without the fear of losing your job or getting stigmatized. However, the negative here is a frustrated employee too can abuse this website to bad mouth about the company he is working for because of his personal experience. The damage from this is enormous since companies lose a chunk of the good candidates as they judge based on such reviews. One needs to take a balanced view of all metrics available and also the qualitative feedback (obtain by word of mouth and references) before branding a company. Needless to mention, online company review websites are also keen to maintain to build and sustain their credibility and hence they are required to practice authenticity and transparency

 

About SCIKEY:


SCIKEY Talent Commerce Platform is a Managed Talent Marketplace that enables employers globally, to build manage productive teams. With its online platform powered by AI platform-enabled services, Intelligent Automation, and patented “SCIKEY MindMatch” algorithm; it simplifies how businesses contract or employ the best quality talent anywhere while focusing on leveraging the talent mindset (psyche) as their prime competitive advantage.

 

SCIKEY’s mission is to provide the best cost, plenty of choices unmatched convenience to the employers across the globe, in employing or contracting the best quality talent On-Premise, Offshore as well as in a Remote engagement.


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