How tech helping HR managers expose resume lies for easier candidate selection

Carving a niche for himself, he has become popular for successfully overseeing the go-to-market strategy with a specific focus on branding, marketing, and client engagements among others.

Satya D Sinha is the Director and Chief Executive Officer (CEO) of India's leading executive search firm Mancer Consulting Services. In his career spanning more than 25 years, Satya has played a pivotal role in recruiting the right talent for large multinational companies and mid-size corporations.

He is also heading the incubation division of the company besides leading the expansion of the organisations at both national and global levels. Satya is counted among the foremost personalities in the recruitment space and has helped the segment to evolve amidst constantly changing business scenarios across product and service domains.

In an exclusive interview to Bizz Buzz, he says due to challenges encountered by several companies, it has become a prerequisite to go for background checks. He says there are several cases where with fake qualification and service certificates, people are gaining entry to big companies

With the growing importance of HR mainly due to the need for background checks and finding out fake claims of qualifications and experiences, how is technology helping the HR managers?

Technology has become an essential tool for HR managers dealing with the increasing importance of background checks and identifying fraudulent qualifications and experiences. Advancements in technology have significantly improved HR processes. Automated systems can efficiently process vast amounts of data for background checks, flagging any inconsistencies and verifying credentials quickly. Moreover, sophisticated algorithms and artificial intelligence (AI) tools help scrutinize resumes, spotting any discrepancies and potential risks early in the hiring process.

This not only saves time and resources but also helps maintain the integrity of the workforce. Additionally, technology enables the creation of centralized databases that store verified qualifications and professional histories, providing HR managers with reliable sources of information to make well-informed hiring decisions. Organizations can also leverage data reserves to effectively overcome challenges associated with remote-hiring by running reliable pre-verification checks besides monitoring the employees’ performance throughout their stay with the organisation.

Navigating the future of work: What are the biggest HR trends in 2024?

In my view, the landscape of HR is undergoing a profound transformation, driven by several key trends that are shaping the future of work in 2024. One prominent trend is the rise of remote and flexible work arrangements, accelerated by technological advancements and the lessons learned from the Covid-19 pandemic. HR professionals are increasingly tasked with developing policies and practices that support a distributed workforce while maintaining productivity and employee engagement. Another significant trend is the prioritisation of employee well-being and mental health. Employers are recognizing the importance of fostering a supportive work environment that promotes work-life balance and provides resources for managing stress and burnout. Additionally, diversity, equity, and inclusion (DEI) initiatives continue to gain traction, with organisations investing in strategies to create more diverse and inclusive workplaces. HR leaders are also leveraging data analytics and AI to drive decision-making, from predicting employee turnover to identifying skill gaps and optimising workforce planning. The HR domain is also becoming increasingly relevant for ensuring the sustainability of business practices.

The role of HR managers in making employees resilient and adaptable to face the environmental disruptions is also emerging among the key trends in the HR domain. As companies across industries are subjected to stringent laws of environmental reporting and maintaining compliance, the top HR leadership has to lead from the front to stay relevant amidst rising consciousness about environmentally-friendly business practices like employee wellness programs.

What are HR strategies for promoting mental health and work-life balance, in your opinion?

From my perspective, HR strategies for promoting mental health and work-life balance center around creating a culture of support, flexibility, and wellness within the organisation. First and foremost, recognising the impact of mental health on the employees’ productivity, burnout, and turnover is a crucial step. HR leaders must collaborate with functional departments to assess this impact through measurable criteria and then develop a multi-pronged strategy to tackle it. One approach is to offer employee assistance programs (EAPs) that provide access to counselling services, mental health resources, and stress management tools. Additionally, HR can implement flexible work arrangements, such as remote work options or flexible hours, to accommodate employees' personal needs and preferences. Encouraging managers to prioritise open communication, empathy, and understanding with their teams can also contribute to a positive work environment where employees feel valued and supported. Moreover, promoting wellness initiatives such as fitness challenges, mindfulness workshops, and mental health awareness campaigns can help raise awareness and destigmatize mental health issues in the workplace.

How do you incorporate the ideals of diversity and inclusion into your hiring procedures?

Incorporating the ideals of diversity and inclusion into hiring procedures requires a multifaceted approach that begins with fostering a culture of inclusivity within the organization. HR professionals can start by implementing diversity training programs for hiring managers and recruiters to raise awareness of unconscious biases and promote fair and equitable hiring practices. Additionally, utilising diverse sourcing channels and networks can help attract a more diverse pool of candidates.

Employing standardized and objective criteria for evaluating candidates and qualifications and skills can also help mitigate biases during the selection process. Furthermore, establishing diversity goals and metrics, and holding leaders accountable for progress towards these goals, can ensure that diversity and inclusion remain top priorities throughout the organisation. It’s also important to conduct barrier analysis to find out whether any step in the recruitment and selection process is hindering the achievement of DEI objectives. HR leaders should also anchor their hiring processes against benchmark practices to identify areas that need specific attention.

Could you briefly describe Mancer Consulting?

Mancer Consulting Services is a leading provider of Talent Acquisition Solutions with over 25 years of experience in the industry. Founded in 1997 in Reston, Virginia,

Mancer has since expanded its operations to India and other international markets. The company offers a range of services, including Executive Search, Contingent

Search, Equiv (Diversity & Inclusion), Talent Insights, and Recruitment Process Outsourcing (RPO). With a focus on innovation and customer satisfaction, Mancer has established itself as a trusted partner for Fortune 500 companies, large corporations, and startups across various industries. Summarily, Mancer Consulting is heralding a transformative change in the way recruitment and selection is done at the middle- and top-level of management.

In your opinion, what distinguishes Mancer Consulting from other advisory firms?

What sets Mancer Consulting apart from other advisory firms is its commitment to delivering customized solutions tailored to the unique needs of each client. The company's Right Fit methodology ensures that candidates are carefully matched with organizations based on culture, values, and skillset, resulting in successful long-term placements. Mancer's extensive experience and domain expertise enable it to provide unparalleled insights and strategic guidance to clients, helping them navigate complex talent acquisition challenges effectively.

Moreover, Mancer's dedication to diversity and inclusion, exemplified through initiatives like the Equiv platform, demonstrates its commitment to fostering inclusive workplaces and driving positive social change.

How do you keep up with developments in the executive personnel market and trends in the industry?

To stay abreast of developments in the executive personnel market and industry trends, Mancer Consulting employs a proactive approach to research and networking. The company regularly monitors industry publications, attends conferences and seminars, and engages with thought leaders and experts in the field. By staying connected to the lse of the industry, Mancer is able to anticipate emerging trends, identify new opportunities, and adapt its strategies accordingly.

Additionally, the company leverages its extensive network of clients and candidates to gather insights and feedback, ensuring that its services remain relevant and effective in meeting the evolving needs of the market. We at Mancer also engage closely with the policymakers and this constant exchange of information helps us to shape, guide, and lead the industries in breaking new grounds in the field of HR.

With the rise of virtual recruitment, what are your success strategies?

In response to the rise of virtual recruitment, Mancer Consulting has implemented effective strategies. From using AI, ML, and Data Analytics to integrating data-driven solutions in our operating practices, Mancer is at the forefront of adopting new-age technologies for delivering superior value to its clients. Specifically, the company utilizes technology-driven solutions like video interviews, virtual career fairs, and online assessments to streamline the hiring process and engage candidates better.

Mancer also prioritizes clear communication and transparency throughout the virtual recruitment process, ensuring candidates have a positive experience. Providing comprehensive support and guidance to candidates during virtual interviews and assessments helps address any concerns they may have. Additionally, Mancer adjusts its recruitment strategies to fit the virtual environment, including showcasing company culture through virtual tours and online networking events to attract top talent.