Talent acquisition and employer branding synergise to define an organization's recruitment strategy, anchoring its quest for elite talent. We hosted upGrad’s esteemed Chief Human Resources Officer, Saurabh Deep Singhla for an exclusive interview to understand how this symbiotic relationship cultivates a compelling employer image that resonates with prospective candidates, thereby fortifying the organization's appeal in the competitive talent market.
In this interview, we uncovered the secrets behind upGrad's success in talent management and explored the future trends driving innovation in the education sector.
Q: It's appraisal season, and we'd like to begin by discussing your 6-point checklist for the interviews. Why do you believe this checklist is so crucial?
Job interviews are a crucial topic that I've discussed in many forums. I believe when a candidate goes for an interview, it is important for both the candidate and the organisation that both sides are well-prepared. Let's focus on the candidate's side. A well-prepared candidate has researched the company and knows the role's details, including the input and output metrics needed. Such a preparation breeds confidence during the interview. A confident candidate can assess whether the questions asked are relevant and can make a strong first impression through their appearance and eye contact.
Moreover, understanding the organizational culture is vital. If a candidate feels that they might not fit in, they can ask questions to learn more. Conversely, if they are confident about the culture, they can share relevant inputs.
Q: upGrad has been actively hiring for key leadership positions. What are the key factors shaping your hiring strategy and the education industry in general?
We want to clarify that we are not a startup. Also, we focus on higher education outcomes. We've been fortunate to attract brilliant and impactful leaders, creating one of the best leadership teams in the industry. Culture fit is essential for us. Our culture values learning and the learning process, with a strong focus on output since we are an outcome-driven company. Execution is crucial; strategies are pointless without proper execution. Therefore, the right leader must craft effective strategies, understand the business depth, know the customer, and drive output. Innovation and excellence are also critical traits we seek.
Adaptability and digital fluency are integral to our hiring strategy, especially in leadership roles. The digital revolution is rapid, hence leaders must understand the importance of adaptability and resilience and be digitally savvy. We look for subject matter experts who can demonstrate their impact, whether in PnL leadership or customer service roles.
We don't restrict ourselves to hiring from the same industry. Our team includes professionals from retail, FMCG, media, logistics, and e-commerce; creating a diverse mix.
Q: What soft skills do you look for when hiring CXOs and for leadership positions, and why are they important?
Soft skills are crucial. A leader's ability to think and negotiate success with the team and processes around them is vital. At upGrad, we view our work as a journey, not just a job. Curiosity and a love for learning are essential. Leaders here must coach and guide others, embracing various perspectives and driving action.
The problems we are trying to solve, and the gaps we are trying to fill need leaders who can pull together a great team and get action done. Someone who has an obvious focus on what needs to be done. When we interview, we look at people who can influence positively and not just because they have a point of view.
Our product is education and you cannot go wrong with it cause education changes lives. So, our leaders need to think from the POV of a learner. For all of this to happen, soft skills become non-negotiable.
Q: What challenges do you face while hiring highly skilled talent, especially in a competitive industry like yours? How do you attract the right talent to upGrad?
It's a continuous journey. We connect with right partners like Naukri and platforms like LinkedIn to find talent. Attracting talent hinges on making employees successful, as success breeds confidence. We support our employees with skills development, which helps attract and retain the right people.
We're known for taking the unbeaten path, offering high-growth environments, and building wealth-creation opportunities. Our ESOP pool is among the best in the industry, and we were recently featured in the top 10.
We recently won an ABECA Best Employer Award. Our employees were thrilled, celebrating their success, which reflects our positive work culture.
To retain talent, we engage employees through various development programs, mentoring, and wellness activities like Zumba and yoga. Our mental well-being platform, YourDOST.com, and our "Let's Talk" series address various queries, enhancing our employees' experience.
Q: You mentioned Ambition Box and the importance of Employer Branding. Can you elaborate on this?
Employer branding is crucial in a competitive talent market. Organizations must communicate their culture, mission, and values to attract talent. It's about creating a lasting legacy, not just a one-off post or article.
During the conversation, Saurabh pointed out that top talent is often passive rather than actively job-hunting. Attracting such rare talent requires effective employer branding.
Q: What does the future hold for upGrad? How are things shaping up?
The future will be very different from today. Our content teams continuously engage with learners and monitor market trends to create relevant programs. Our #AageKiSoch program focuses on future planning. For instance, we quickly launched a program on ChatGPT soon after its release.
We collaborate with institutions like Golden Gate University to offer cutting-edge programs. Our CEO and leadership team engage with learners to understand future needs.
Q: Regarding your skill-based courses, what are some of the most sought-after skills in the IT and non-IT sectors?
AI is the biggest game-changer now. Basic AI/ML understanding is becoming essential. Many industries are undergoing shifts, requiring people to reassess their skills. Large companies invest in reskilling and upskilling their workforce.
Skills in AI/ML, data sciences, and digital marketing are in high demand. Over the past year, we received 1.6 lakh sign-ups for our tech and data-related courses. Digital marketing has also seen significant growth, with non-marketing professionals signing up.
In FY24, a learner signs up for a digital marketing course every 10 minutes. We've launched our 75th cohort of the Digital Learning Program with MICA, emphasizing the importance of skills-first hiring.
80% of our learners complete their courses, thanks to our hands-on pedagogy and industry-relevant training. We also bring in new-age founders for special classes, continuously updating our techniques and standards.
As we wrapped up the conversation, Saurabh clarified that their goal wasn't just to sell a product, but to improve the learning experience. They are dedicated to this mission for the current quarter and beyond.
Saurabh is an accomplished HR professional with over two and a half decades of experience spanning diverse sectors, including Start-ups, Manufacturing, Managed Services, Food/FMCG Retail, Telecom, Mining, Ecommerce Logistics and Higher Education. He has driven exponential growth in start-up environments. His proficiency in mergers and acquisitions, coupled with a deep understanding of the interplay between business and HR, has led to building up of successful partnerships and agile organisations.
