Reflection on the first Rozgar (Employment) Summit in #Lucknow organized by @NHRDN and UP Government

A few weeks ago, I had recieved an invitation from the Director General of the National HRD Network, Dhananjay Singh that NHRDN had partnered with the Department of Labour and Employment of the Government of Uttar Pradesh and they would hold an event on 29th of August.

So yesterday, my colleague from VBeyond, Bala and I made my way towards the Scientific Convention Center at the heart of the city. It was teeming with police and security staff , as the UP Chief Minister Yogi Adityanath, the Deputy CM, Minister of Labour and Employment and senior beaureucrats were expected to arrive.

From the NHRDN, Dhananjay Singh, Cheif Mentor of Maruti Suzuki, SY Siddiqui and Former Director of IIM Lucknow Dr. Pritam Singh. Dhananjay in his speech pointed out that UP's job portal Sewayojan is being seen by other states as a best practice. The CM also launched the mobile app of the job search portal on the occasion. It was shared that 600,000 job seekers have registered on the portal

The CM in his speech made a promise that 7 million out of the total unemployed estimated to be 10 million in the state will be ensured employment in the next 5 years. He said that for companies to be attracted to open their enterprises in the state, law and order and simplified labour laws would be a priority, He shared that they have already reformed labour laws and they have been sent to the centre for approval. He stressed that unionisation that is detrimental to the industry will not be tolerated and shared the example of industries in Kanpur and said that UP will not go the way of state like West Bengal. He also stated that he's ordered the engineering colleges who were keen to shut down, to instead use their facilities for skill development and delivering short term dilploma and certificate courses. The government is also looking at each of the 72 districts to have a speciality product for which it has historically been famous and to build the skills in people for that, like shoe-making in Agra, Brassware in Moradabad, Chikan stiching in Lucknow and so on.

Post lunch there were two panel discussions - one was on "Building a seamless Public Private partnership Model for Promoting Employment in State" which was moderated by Muninder Anand (MD - India and South Asia of Center for Creative Leadership). The private industry was represented by R Anand , Sr. VP - HR of HCL. HCL has been on a growth spree in their Lucknow centre and Anand shared with me before the discussion that they are looking to scale up the centre to 5000 people in next three- four years, by primarily hiring local talent. The government was represented by Rajesh Kumar, Mission Director, UP Skill Development Mission. It was an interesting discussion that focused on how employment is different from qualifications, and comprises of ecosystem factors as well as intristic factors like skills of the individual as well as soft skills. Anand was of the opinion that industry is consulted by the government when a policy is made but where the policy often falls short is at the "last mile" where if idustry is involved it can have a better chance of success.

The second panel was on "Small Towns- The next Destination for Mining Talent". It was moderated by K Lalit ,GM - HR, IR & Admin of Tata Motors - which has a manufacting factory for their commercial vehicles division. Others in the panel were Prof. SP Singh, VC of Lucknow University who bemoaned the lack of communication skills in students and wondered about where they could be employable. Alok Sinha, Principal Secretary, Industries, Sanjay Jha, VP-HR and Business Excellence, Mahindra First Choice Wheels and Dharam Rakshit Sr. GM (HR) Hero MotoCorp were the other panelists, The panel was divided over the issue if there was any difference in talent between small town and the metros. One panelist actually shared how on his flight to Lucknow how many people in the flight were Lucknow people who were working in the US and Europe. A point was made that since costs of corporate rentals and land is much lower in small towns what is stopping corporates from opening centres there. Which brought us back to the point of communication skills and how small town talent that does not move out to the metros, often is found lacking in English which is the language of business

As Bala and I were speaking later, the benefit and challenges of being located in a smaller city is something we know very well in VBeyond. We pay a fraction of real estate rentals compared to Mumbai and Gurugram (where we originally started) and since most of our talent is from Lucknow and nearby areas - the cost of living and therefore the compensation is also much lower than what we would pay for the same skills in a metro city.

All in all it was an educational experience for me to attend the Summit - my first such event in a non-metro and I look forward to connecting with the larger HR community to make Lucknow a magnet for talent :)

Coverage of the Summit in the media in News18

What is Candidate Experience - How RPO and Automation can help improve it

What is candidate experience?

Candidate experience comprises the whole journey of a candidate from awareness about a company, specific roles that she/he is suitable for, the application process, and the communication with the recruiter, hiring manager during the interview process (telephonic, video and in-person) to the offer letter and joining and onboarding. Each of the touchpoints where a candidate comes into contact with the prospective employer is a “moment of truth” to build a great candidate experience.

To illustrate the fact let’s take come conservative numbers, suppose an organization hires 100 people in a year. And it gets 50 applications per role it advertises on job portals and professional networking sites.

That means 5000 people come into contact with the company at an annual basis – of which 4900 don’t get hired.

The experience these 4900 people have during the recruiting process can either make or break the brand of the company. Handled well they can either be neutral to having positive impression of the organization. Handled badly, though, they can become detractors and in the age of social media can negatively influence the reputation of the organization.

So from our earlier example let’s say 20% candidates had a very bad experience during the recruitment process. That’s 980 people. Let’s assume that each of these people have an active network of 150 people (Dunbar’s number) but bear in mind they probably have much more than that, on various social media platforms. Of these 980, assuming 10% post scathing reviews of their experience on sites like Glassdoor, Twitter, Facebook and LinkedIn, that’s 98×150 or 14,700 people would know about it. And if it gets further shared that number can quickly go in a geometrical progression to impact your brand image in front of an audience of hundreds of thousands

(Read the full post on the VBeyond Blog)