Rashmi Shenoy

Quality of hire cheat sheet for TA leaders. This one pager includes; - Principles - Core metrics - Key milestones - Q of H formula - Tool stack ideas - Key stakeholders Use this to start implementing quality of hire in your org. This will help you get from 0 to 1. How do you track quality of hire?

90

25 Comments

Transforming Identity Security! Super excited to get a sneak peak of our upcoming intelligence product launch. Make sure to be a part of it by signing up for the launch event. Please join us for this informative presentation! LET'S GO Saviynt!!! #ProductLaunch #Cybersecurity #IdentitySecurity #LinkedInLive #SaviyntIntelligence #iamsaviynt #Identityauthotity #teaser #Saviynt

4

Untapped Potential is Within Reach. Think of an undiscovered goldmine under your feet. That's internal mobility - often ignored, but richly beneficial. In a fast-paced corporate world, fresh talent is persistently sought. But the real game-changer may be your colleague down the corridor. Internal mobility isn't just about filling vacancies - it's about fostering a culture of growth and loyalty. Here's why: Clear paths to advancement boost employee engagement. They see their dedication equal tangible rewards. It's mutually beneficial - employees progress in-house; employers retain their best hands and save recruitment costs. The twist? Internal mobility needs a mindset shift. It's not just vertical moves - lateral shifts, cross-departmental projects, and temporary assignments bring fresh insights to stagnant teams. How to cultivate this? Start with transparency in opportunities. Encourage managers to mentor, not restrict. Invest in training that refines current skills and readies employees for future roles. Let's not overlook the talent among us. Time to tap into this goldmine within our organizations. How about your team? Do they have untapped potential? Share your internal mobility experiences below.

4

2 Comments

🌟 Preparing for Annual Reviews and Salary Hikes 📈 As we approach the end of another year, companies across the world are gearing up for the rigorous process of annual reviews and salary hikes. It's a time when we meticulously evaluate market trends and categorize employee performance. Last year, we observed significant trends that guided our decisions, and this year, we are keenly watching how these may influence the hikes for 2025. A key question on everyone's mind: Will the hikes in India reach 9.5% or even more? In the dynamic environment of service-based tech firms, predicting precise percentages can be challenging, yet it's an exciting discussion that impacts motivation and retention strategies. Would love to hear thoughts from fellow professionals on their predictions and insights for the upcoming year! #AnnualReviews #TechIndustry #SalaryHikes #EmployeeEngagement #MarketTrends

11

Did you know that there are now 5 generations working under any given roof - ranging from Silent Generation (born Pre-WWII) to the Gen Z? I heard this multiple times in past few months and now with each passing conversation - starting to notice what impact this could make in the workplace. Managing a team of people from different generations can be quite adventure. You've got Gen Xers, Gen Y Gen Z Millennials Baby Boomers - it's like a generational melting pot! Each generation brings its own set of quirks, preferences, and ways of doing things.   Managing multigenerational workforce is one of the more nuanced challenges facing Leaders, HR professionals today. This presents leaders leading multigenerational teams with many opportunities and even more challenges To realise the benefits and power of a generationally diverse workforce, we must learn how to collaborate and appreciate our unique preferences, habits, and behaviors. Managers, HR practitioners can collaborate and lead the way. How ? 🤔    - Open Communication - regular focus groups featuring a mix of generations to discuss their needs and expectations. - Diverse Learning Opportunities - Develop training programs that are accessible in various formats, from traditional in-person workshops to online modules and mobile-friendly learning apps. - Reverse Mentoring - Pair younger employees with more experienced staff in a reverse mentoring program where skills such as digital literacy = younger generation, while leadership and industry knowledge = older generations. - Recognize and Respect Different Work Ethics and Values - Enable all employees, regardless of age, have equal access to opportunities for advancement and development. - Policies - Continuously revisit and revise policies to ensure they remain relevant to changing times It's all about communication, humility, and a genuine curiosity about each other's strengths and limitations. Generational differences in the workplace are a specific type of diversity that goes largely ignored. While many companies focus on improving diversity and inclusion, age-based stereotypes remain across industries and organizations of every size   (Image outlines the anticipated breakdown of generations that will be active in the labor market in 2025) Tell me more how you are dealing with this topic in the workpace. #hr #hrcommunity #hrprofessionals #workforce #generations #diversity #HumanResources

33

7 Comments

Great opportunity in India

6

1 Comment

Chief HR officer roles in India Inc have experienced significant turnover, as revealed by a recent analysis by Xpheno. Out of 37,000 C-suite movements, the study found that 1 in 10 CXOs changed jobs in the year ending June. Specifically, the role of chief human resources officer (CHRO) recorded the highest turnover at 20%, followed by chief sales officers (CSOs) at 18% and chief product officers (CPOs) at 15%. According to SV Nathan, CEO of Visara Partners, the role of the COO is becoming increasingly vital alongside the CHRO. Nathan highlighted the evolving responsibilities within organizations, stressing the governance function of the COO and the strategic insights provided by the CHRO. Moreover, the CFO, traditionally focused on finance and accounting, now plays a critical role in areas such as M&A, corporate finance, and investment management. Stakeholders' impatience is identified as a key factor driving these executive departures. Seeking change at the CXO level as a potential solution, stakeholders trigger disruptions that can take at least eight months to stabilize, posing challenges and causing lengthy and disruptive transition periods for organizations. #leadershiphiring #C-suite talents #executivesearch

3

Building success through strong team culture Multiple interactions with fellow talent folks have outlined changed priorities of talent market. A growing focus on strong managers and leaders who "get it". Inspired, I spent some time with one of our APJ leaders, and wow! did I walk away with some gems (..and a few chuckles). Here's what stuck with me: ✏️ Challenges? Of course. No organisation is without its hurdles, and no work is "easy". But, as he puts it "Challenges can either frustrate you or push you to innovate and collaborate. Choose the latter and you'll grow" ✏️ Why Cognizant stands out? Our appetite for change and our people. We don't just keep with market trends - we anticipate, adapt, thrive. We embrace innovation, support each other irrespective of regions and celebrate wins. ✏️ The Secret Sauce: Flexibility, trust and team that knows how to solve problems! It was a refreshing reminder that while challenges are inevitable, the culture you create and perspective you bring makes all the difference. Well, if this sounds like a kind of team you'd love to be a part of, we're hiring for leadership roles across APJ. ▪️ Service Line Sales Manager, CX, Australia ▪️ Client Partner, BFS, Singapore ▪️ Client Partner, Malaysia ▪️ Client Executive, ServiceNow, Australia ▪️ Solution Consultants, ServiceNow, Australia ▪️ Client Relationship Manager, New Zealand ▪️ Service Line Specialist, SAP, Singapore Come join a team where we tackle challenges head-on, grow together, and have a little fun while we're at it. Sachin Kulkarni Sriram Ramanujam Varun Katyal Thomas M. Pankesh Upadhyay Hugo Harris Somnath Chakraborty Natalie White Mo Abdelsalam Chris Pullen Parichay Bapna Christopher Bishop Sue R.

55

6 Comments

There is so much talk happening on technology versus humans or has technology replaced human touch? Quite the contrary, in fact. I shared my thoughts on this subject with All Things Talent and would be very interested to know your thoughts too. #rrdgocreative #talent #technology

66

8 Comments

Driving in Pune: A Daily Odyssey Are you ready for a thrilling adventure ride? Imagine yourself at the starting line of an exhilarating journey. You get to choose your adventure park—the one that promises the most unforgettable experience. If you're up for a real challenge, try navigating the roads of Pune. Trust me, it's an adventure like no other. In this adventure, forget about the usual safety gadgets—no helmets required. You can weave through any lane—left, right, or just zip, zap, zoom! Feel free to enter the BRT lane without worrying about fines. You can drive in the wrong zones, enter from the wrong side of the road, and keep honking to your heart's content. Talk on the phone while driving, and pack as many people into your vehicle as you can, regardless of capacity limits. But there's a catch. To survive this ride, your mind and eyes must possess 360-degree vision. Your side mirrors and rear view mirror are your best allies. For example, if you need to turn left, you signal your intention. But that's not all. You must assess the driving patterns of those around you, anticipating their unpredictable moves. Always be on the lookout for daring individuals who might take a right turn from the wrong side. It's up to you to protect your vehicle and navigate safely around these unexpected obstacles. While I present this scenario with a touch of humor, it underscores a serious issue. The current state of traffic in Pune is concerning. City officials need to address these challenges urgently to ensure the safety of all drivers and public transport users. Implementing mandatory helmet use, enforcing lane discipline, imposing fines, and installing more cameras for monitoring are critical steps. These measures will help foster self-discipline among drivers. I envision a future with better traffic rules and policies. To achieve this, we need the collective effort of all drivers. I urge everyone reading this to take a pledge to drive responsibly. By setting an example, we can lead the way and inspire others in our city to follow suit. Let's transform our streets from a chaotic adventure into a safe and enjoyable journey for everyone. Together, we can make a difference and create a driving culture that prioritizes safety, respect, and responsibility.

68

2 Comments

Talent acquisition leaders; Quality of hire cheat sheet for 2025. This one pager includes; - Principles - Core metrics - Key milestones - Q of H formula - Tool stack ideas - Key stakeholders Use this to start implementing quality of hire in your org. This will help you get from 0 to 1. How do you track quality of hire?

123

15 Comments

Never take credit for other's work! More often than not, folks on the ground worry about this. They are worried that the work they have done, they may not get the visibility/credit for the same. As a Manager it's important to ensure the team gets the credit for the work they deserve ☑ that's how you grow them ☑ that's how you motivate them ☑ that's how you show them that you care An appreciation over a meeting or atleast through an email goes a long way! Doesn't matter if the person reports to you or not - appreciate good work! #teamwork #careertips #manager #employeeexperience

193

2 Comments

💼 Boss's Day Appreciation Post! 💼 Hey LinkedIn fam, today is #BossesDay, and while I normally handle my own words of wisdom (you know, like a boss), I decided to let ChatGPT help me out this time. (Including the video and the music!) 😉 So here goes: Dear Jensen Harris, You're not just any boss. You're the kind of boss that makes Mondays less "ugh" and more "let's go!" You're the visionary that keeps us striving for greatness—plus, your ability to decipher my endless stream of ideas is a true superpower. 🦸‍♂️ Whether we're tackling DEIB challenges or planning the next big thing at Textio, you've got the leadership mojo that keeps it all running smoothly. And while ChatGPT may have helped write this, the gratitude is all me. 😎 Here's to more brilliant ideas, groundbreaking work at Textio, and a few more “how did we get here” moments! 🙌 Thanks for leading the way and making it fun. Happy Boss's Day! 🎉 #Leadership #BossAppreciation #Teamwork #ChatGPTDidTheHeavyLifting #ThanksJensen #GratefulAF

37

4 Comments

Here's Ritesh Prasad and Swati Paliwal discussing our Ideal Customer Profiles with respect to GTM and the crucial role of UX design in crafting enterprise SaaS products. Watch the conversation on YouTube: https://lnkd.in/gnPEzXKp #GTM #ICP #UXD #Enterprise #SaaS #LeapOnboard

1

PSA By Vandan Patel Attention, all hiring gurus and talent acquisition wizards! 🚨 Here's a revelation that will shake the very foundations of your recruiting strategy: No candidate is 100% fit when you hire them. Shocking, right? 🤯 Imagine this - taking a chance on someone who doesn't check every single box on your impossibly long list of "must-haves" might just lead to your top hires. Crazy concept, huh? 😲 Who knew that giving people a chance could actually result in success? It's almost like... humans can learn and grow! 🤔 Mind-blowing stuff, really. So, next time you're sifting through resumes, maybe, just maybe, consider that the perfect candidate doesn't exist. Instead, hire the person who shows potential, passion, and a willingness to learn. 🎓💼 But hey, what do I know? I'm just here dropping truth bombs on LinkedIn. 💣 Like if you agree? Or even if you don't. I'm not picky. 😂 #HiringTruths #RecruitmentRealTalk #HumanPotential #GiveChances #TopHires #MindBlown #SarcasmCentral #LinkedInWisdom #Hiring #Recruitment #HR Feel free to share this groundbreaking PSA with your network. Let's revolutionize hiring, one sarcastic post at a time! 😎🚀

8

1 Comment

Once booming, tech market has been unsteady since 2020pandemic and subsequent layoffs. Add the exponential growth of AI and automation, and it's no surprise the tech job market has been unstable between 2022-24 technology continues to make leaps, and companies attempt to keep pace amid constant volatility, it begs the question: Will uncertainty of tech job market -- slow job growth, continuous layoffs and skill shortages -- continue into 2025? You’re in your current role and doing just fine, like so many other people. But it does feel like there’s something missing—whether it’s a salary that reflects your hard work and education, flexible work arrangements that let you enjoy life outside the office, or a career that genuinely feels like you’re making a difference. These are common concerns for people in jobs that don’t quite align with their goals and aspirations, and reasons cited by those who’ve transitioned into tech. Using WEFs report, key skills that will define and make a difference and how these are gaining essence in the workplace of future.. Though tech does replace jobs, they are creating new work in every industry - that most of us cannot even imagine, and all we need to do is re-skill. Don't get mislead that tech will replace humans, instead it will open up more avenues.. an example of 2011 study by McKinsey & Company  found that Internet had destroyed 500,000 jobs in France in the previous 15 years, but same time had created 1.2 million others, a net addition of 700,000, or 2.4 jobs created for every job destroyed.. Tech will create ways for meaningful work.. and reskilling will define your future #hr #humanreosurces #career #jobs #skills #talent source - McKinsey & Company , World Economic Forum Dave Ulrich Christopher Rainey LinkedIn

26

2 Comments

💭 Lately, I’ve been inspired by stories of professionals making bold decisions to prioritize well-being over relentless career advancement. A friend of mine in Europe, constantly bombarded by emails, is considering a sabbatical to pause and reset. The chairman of my husband’s cricket club voluntarily declined a promotion to focus more on the club and its activities. An ex-colleague in Germany recently stepped down from a leadership role to avoid the emotional toll of managing others after hours. 🌍 It’s refreshing to see these examples, especially coming from a culture where constant productivity is the norm and ‘taking it easy’ is often frowned upon. From childhood, many of us are taught to compete and compare—breaks and contentment are seen as signs of underperformance. In contrast, European countries embody a healthier ethos. Take France’s 35-hour work week, for example, or Germany’s strict limits on after-hours emails. Scandinavian countries like Denmark and Sweden guarantee 20–30 days of paid vacation annually, and progressive parental leave policies ensure that both parents get ample time with their newborns. These policies reflect the European notion that life’s purpose extends beyond economic success, and that societal values should prioritize broader human fulfillment. As Simon Kuper aptly put it in the Financial Times, Europeans see work as part of life, not its sole purpose. Nordic countries frequently top happiness and well-being indices for good reason. 🎯 The world has much to learn from this. Here’s to hoping we see a future where well-being is not only normalized but celebrated. After all, as John Maynard Keynes once said, "The day is not far off when the economic problem will take a back seat where it belongs." Let’s embrace that thought and dare to live it! 🌿 #WorkLifeBalance #WellBeing #LifeBeyondWork

48

4 Comments

As per the article in today’s ET… The Dream Job is Dying—But That’s Not a Bad Thing according to me. The concept of a “dream job” is rapidly changing. For Gen Z, it’s no longer about finding a prestigious title or a lifelong position. Recent tech layoffs and workplace shifts have led many young professionals to view work as a means to an end—prioritizing work-life balance, purpose, and flexibility over traditional career paths. Research shows that 51% of professionals now leave their jobs for better balance, and only 19% aspire to work for reputed organizations. As the CHRO of Wadhwani Foundation, I see this shift not as a challenge, but as an opportunity. It’s time to rethink how we attract and retain talent. We must create roles that offer growth, leadership, and fulfillment, aligning with the evolving aspirations of today’s workforce. How are you adapting to these changes? What strategies are you using to connect with Gen Z? Let’s discuss how we can redefine the future of work—together. #FutureOfWork #GenZ #Leadership #HR #DreamJob #CareerEvolution #WadhwaniFoundation

38

3 Comments