Article: Kinjal Choudhary of Cadila shares the secret to winning the talent war

Talent Management

Kinjal Choudhary of Cadila shares the secret to winning the talent war

Tailored approaches pertaining to industry demands encircled with close collaboration with the hiring managers are crucial for successful recruitment outcomes.
Kinjal Choudhary of Cadila shares the secret to winning the talent war

The healthcare industry is one of the largest sectors, both in terms of revenue and employment in India. The market is expected to reach US$372 billion by 2022, driven by rising income, better health awareness, lifestyle diseases, and increasing access to insurance.

People Matters discussed immediate challenges and the impact of technology among others on the healthcare sector with Kinjal Choudhary, President of Human Resources at Cadila Pharmaceuticals Limited.

What are the immediate challenges of the growing healthcare industry in India? What is your approach to addressing them?

Access to quality healthcare, healthcare affordability, infrastructure development, skilled healthcare workforce shortage, and healthcare data management are all the immediate challenges for India's growing healthcare industry. To address these challenges, a multi-faceted approach is required. Investing in healthcare infrastructure, research, and telemedicine initiatives, regulating healthcare costs, promoting generic medicines, expanding health insurance coverage, investing in medical education and training, incentivising healthcare professionals to work in underserved areas, and implementing robust data management systems to ensure privacy and efficiency are all part of this strategy. Collaboration between the public and private sectors is also essential for addressing these issues and improving healthcare delivery in India.

You come with experience across FMCG, E-commerce, Auto, ITES, FinTech, and Pharma industries. What are some common challenges you have faced in recruiting for different industries, and how did you overcome them?

Every industry has ever-changing specialised demands for job roles which need a customised approach to recruitment. However, a few of the common challenges in recruiting across industries entail talent scarcity, competition for top candidates, industry-specific skill requirements, and evolving skill demands. Overcoming these challenges requires proactive talent sourcing strategies, building strong employer brands, leveraging technology, partnering with industry-specific networks and associations, conducting thorough assessments and interviews, offering attractive compensation packages and growth opportunities, and investing in training and development programs to bridge skill gaps. Tailored approaches pertaining to industry demands encircled with close collaboration with the hiring managers are crucial for successful recruitment outcomes. While hiring the right talent should be the focus, retention of existing talent which is high performing is equally important in the current dynamics

What are key qualities candidates must have who are seeking a career in the healthcare industry, and how do you assess them during the interview process?

Healthcare is a field based on innovation. People looking to enter healthcare may want to have a zeal for innovation and be willing to contribute to the larger part of society through their day-to-day work.  Some of the essential qualities are having strong communication skills, technical competence, adaptability, problem-solving abilities, emotional intelligence, and teamwork. During the interview process, these qualities can be assessed through behavioral questions to gauge past experiences, giving case scenarios to evaluate communication and critical thinking, reference checks to gather insights from previous supervisors or colleagues, and assessments or tests to evaluate technical competence. Tailoring the assessment process to the role and organizational context ensures alignment with the desired qualities and requirements of the healthcare industry.

What is your strategy to win the talent war in the healthcare industry?

To win the talent war in the healthcare industry, a comprehensive strategy can be implemented. Firstly, it involves building a strong employer brand by highlighting the organisation's positive work culture, career growth opportunities, and commitment to patient care. Secondly, creating competitive compensation packages and benefits in the industry. Thirdly, developing robust talent acquisition strategies, including proactive sourcing, networking, and partnerships with educational institutions. Fourthly, investing in employee development and engagement programs to retain and nurture talent. Finally, fostering a supportive and inclusive work environment that values diversity and recognises the contributions of healthcare professionals. This holistic approach aims to attract, retain, and motivate talent in the healthcare industry.

How do you use technology in hiring? Do you think technological advancement has eased the process and at the same time has taken a toll on jobs?

Technology plays a crucial role in modern hiring practices. It enables organisations to streamline and enhance various aspects of the hiring process. Technology is used for applicant tracking systems, online job postings, resume screening, video interviews, and candidate assessment tools. These advancements have significantly increased efficiency, reduced time-to-hire, and improved candidate experiences. While technology has automated repetitive tasks and improved recruitment outcomes, concerns regarding job displacement have been raised. However, it's important to note that technology also creates new job opportunities, such as data analysts, AI specialists, and tech support roles, indicating a transformation rather than a total replacement of jobs in the hiring process.

Can you walk me through your approach to performance management in an industry like healthcare?

A comprehensive and tailored approach is essential for performance management. It begins with setting clear performance expectations and goals that align with the organisation's mission and values. Regular feedback and coaching sessions are conducted to provide constructive guidance and support for employees. Objective performance metrics and key performance indicators are established to measure progress and identify areas for improvement. Continuous professional development and training programs are offered to enhance skills and knowledge. Additionally, recognising and rewarding exceptional performance is crucial to motivate and retain healthcare professionals. This approach emphasises a culture of continuous improvement, patient-centered care, and employee engagement to drive performance excellence in the healthcare industry.

How have you navigated cultural differences when working with teams in different regions within the country?

When working with teams in different regions within and outside the country, navigating cultural differences requires a nuanced approach. Firstly, it's essential to educate oneself about the cultural norms, values, and communication styles prevalent in each region. Actively listening and promoting open dialogue help foster understanding and respect for diverse perspectives. Flexibility in adapting management and communication strategies to align with local customs and preferences is crucial. Encouraging cross-cultural collaboration and team-building activities can strengthen relationships and bridge cultural gaps. Lastly, embracing diversity and inclusivity as core values promotes a harmonious work environment where everyone's contributions are valued and celebrated.

How do you balance the need for innovation and agility with the need for stability and consistency in the healthcare industry?

Balancing the need for innovation and agility with the need for stability and consistency in the healthcare industry requires a strategic approach. Innovation can be fostered by encouraging a culture of continuous improvement, promoting research and development, and leveraging emerging technologies. Agility can be achieved by implementing flexible processes, empowering cross-functional teams, and embracing change management practices. However, stability and consistency are also vital for patient safety and regulatory compliance. This can be achieved by establishing robust quality management systems, adhering to industry standards and protocols, and ensuring effective governance. A balanced approach involves carefully evaluating and implementing innovations while maintaining core stability and consistency in critical healthcare processes.

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Topics: Talent Management, Talent Acquisition, Culture

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