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Its frameworks for attracting, engaging, and retaining talent encompass specifically designed interventions to bring about a holistic induction, immersion, and progression, Regional Talent Acquisition Leader - SEA, Divya Iyengar shares.
A meaningful employee experience aligns individual goals with the company’s mission, fosters a sense of belonging, offers professional growth opportunities, and promotes a supportive work culture. When employees feel valued and connected, they are more productive, loyal, and enthusiastic, driving organisational success.
Diversey – A Solenis Company believes that hiring for competencies, behaviours, and attitudes that align with the organisation’s ethos and culture creates a meaningful employee experience.
By leveraging technological advancements to simplify the hiring process, the team focuses on enhancing personalisation and maintains consistency.
This commitment earned the team the gold award for 'Best Use of Recruitment Technology Tools' at the Employee Experience Awards 2024, Singapore.
In a catch-up following the win, Regional Talent Acquisition Leader - SEA, Divya Iyengar (pictured above), sits down with HRO to share some of the key principles that ensure a consistent and exceptional talent acquisition experience.
Q How would you describe the pillars of your employee experience strategy, and what are the principles you have taken into account to develop this?
At Diversey, A Solenis Company, our talent attraction philosophy revolves around hiring for the diverse and competent best in the market and develop them systematically for their growth and performance. We believe in hiring for competencies, behaviours and attitudes that blend with the ethos and culture of our organisation.
Our frameworks for attracting, engaging, and retaining talent encompass specifically designed interventions to bring about a holistic induction, immersion, and progression for new incumbents through various aspects of their journey.
Our talent acquisition workflow ensures a personalised and welcoming experience, facilitated by both our human resources team and leaders. New hires undergo a comprehensive onboarding process that fosters a deep understanding of our organisational culture, business operations, and team dynamics. Regular learning assessments and collaborative efforts reinforce a strong foundational grounding.
Our robust application training programmes, functional inductions, and skill-based learning within Workday support the grooming of new employees. Additionally, our standardised performance development plan, integrated into Workday, provides a structured approach to personal growth and development.
Q In a world propelled by rapid change, what measures do you have in place to maintain a people-centric, human approach to your EX as it evolves?
In today’s competitive job market, increasingly shaped by automation and digitalisation, building strong relationships with candidates is crucial. At Diversey, A Solenis Company, we prioritise fostering trust and enhancing the candidate experience to demonstrate our commitment to individual growth and wellbeing.
We strive to create positive, lasting impressions, even with candidates not selected for a role.
This approach not only attracts top talent but also cultivates a loyal, engaged workforce, enhancing our brand image, and ensuring long-term success.
We emphasise open and honest feedback across all levels of our operations. Our robust feedback mechanism includes post-onboarding surveys, open house and town hall forums with leaders, pulse surveys, and 'ear on ground' with new hires. This continuous feedback loop ensures each onboarding experience is more effective and engaging than the last, fostering ongoing improvement.
We also embrace empathetic hiring, recognising the uniqueness of everyone. Our talent attraction process is personalised and inclusive, incorporating flexible work arrangements and tailored support to meet individual needs and preferences. This commitment to inclusivity is a cornerstone of our hiring policy.
Q What initiatives do you undertake such that the delivery of employee experience is a collective responsibility of all stakeholders in the organisation?
We ensure that a fair and inclusive hiring process is a collective responsibility. We have comprehensive, inclusive hiring policies, conduct extensive training to mitigate unconscious bias, and use diverse interview panels and standardised evaluation criteria.
Robust feedback mechanisms and transparent communication build trust and continuously improve our practices. Our recruitment strategies actively reach diverse candidate pools, partnering with organisations that support underrepresented groups. These initiatives embed fairness and inclusivity into our hiring practices, reinforcing our commitment to diversity, equity, and inclusion at every level of the organisation.
Q Do you have words of wisdom to share with others in the industry on the best ways to keep your employee experience consistent and beautiful?
Absolutely. To maintain a consistent and exceptional talent acquisition experience, focus on the following key principles:
- Have a people-centric approach: Ensure every interaction with candidates is positive and respectful. Clear communication, timely feedback, and a smooth application process to deliver a 'WOW' hiring experience.
- Invest in technology: Utilise advanced recruitment technologies and AI to streamline processes, enhance personalisation, and maintain consistency.
- Standardise processes: Develop standardised talent acquisition process, yet flexible, evaluation criteria and interview processes to ensure fairness and reduce bias across all candidates.
- Foster collaboration: Engage all stakeholders in the hiring process. Right from the hiring until onboarding and beyond. Provide training on diversity, equity, and inclusion to ensure everyone understands their role in fair hiring.
- Continuous improvement: Regularly seek feedback from candidates and new hires to identify areas for improvement. Use this feedback to refine and enhance your talent acquisition strategies.
- Build a strong employer brand: Showcase your organisation’s values, culture, and commitment to diversity. A strong employer brand attracts top talent and sets clear expectations.
- Empathy and personalisation: Recognise the individuality of each candidate. Tailor your approach to meet their needs and preferences, ensuring they feel valued and respected.
By focusing on these principles, organisations can create a consistent, exceptional talent acquisition experience that attracts and retains top talent.
Q Finally, what is the positive impact of employee experience that you’ve seen on the business as well as the workforce?
Implementing cutting-edge talent acquisition technologies and tools at Diversey, A Solenis Company, has significantly enhanced our business and workforce. These solutions have streamlined our hiring process, reduced time-to-hire and improved efficiency & diversity, leading to a notable increase in employee engagement survey scores. In Southeast Asia, we've experienced an increase in business growth compared to last year, attributed to attracting top talent and reducing new hire attrition.
These advancements have also improved new hire engagement, ensuring employees feel genuinely valued and supported. As a result, our workforce is more engaged, motivated, and passionate, which naturally translates into better performance and productivity.
This cultivates an environment characterised by nurturing relationships and a sense of belonging, which elevates the morale and cohesion of our employees and the overall organisation.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets' section!
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