39 min
#44: Jimit Dattani on the intangible skills to look for in your next tech hire The Shape of Work
-
- Management
On this episode of The Shape of Work podcast, our guest is Jimit Dattani, Chief Technology Officer at MIT World Peace University.
An active professional in the technology industry for over 20 years, Dattani has witnessed significant evolution of tech.
He talks about the intangible skills that organizations should look for in tech hiring, instead of just qualifications and technical skillset.
He also talks about the digital transformation in the current hiring process and gives a variety of insights into the subjects of employee experience, team management and remote team challenges.
EPISODE HIGHLIGHTS:
Qualities to look for while hiring:
The first step an organization needs to take is to ensure a vibrant community that encourages a productive mindset. They need to look for ways to train them.
In terms of the candidate, Jimmit’s chief criteria is empathy. The next thing to look for is whether the candidate has the basic requirements for the job. It gives an idea on the efforts the organization has to put in to train the candidate. Additionally, he/she should have the desire to learn. Skills can be taught only when the candidate has a hunger for learning.
Other important characteristics can be curiosity and creativity. The candidate should be taking initiatives and possesses a multi-disciplinary thinking.
Significance of digital transformation and its benefits in hiring:
Digital transformation is playing a catalyst role in shaping the future of work. It can also be harnessed to hire the right set of people in an organization. Jimmit explains what digital transformation actually is. He feels it is more about people than technology. It is the people who are utilizing these tools. Thus it requires an organizational change that needs to be backed by leadership.
After the onset of the pandemic, the hiring process has undergone plenty of challenges. The process has changed with an increased volume of candidates and without any meetings/interviews. Digital transformation plays an important role here if implemented correctly. This helps in increasing productivity and getting people on board faster. Digital tools also provide a lot of metrics in different segments like attendance, leaves management, performance management. Jimmit says that this entire process does not end the moment someone is hired. Rather it continues in the form of tiny feedback, employee satisfaction, nurturing growth, and in projects.
“If you expect an outcome, empower them with tools.”
In terms of ensuring best efforts from the employees, trust plays a big role. A manager should not start a project with team members when he is unsure of their work. An organization can have control to an extent, but they should not micromanage. To ensure full potential from the employees, they can have daily check ins, and quality audits. Usage of metrics in order to measure efficiency can also be fruitful.
Thoughts on increased job-switching:
Jimmit feels that both the organization and the employees should understand that job switching is a big problem. Candidates need to know the importance of delivering a commitment. Money has become the main factor in jobs and people are vocal about it. Loyalty towards the organization has become a secondary factor here. The organizations need to figure out the reason and attempt to solve it. They need to nurture an environment where the employees go for an experience.
The candidates want faster career growth. According to Jimmit, neither staying in one company for years is beneficial, nor is switching companies every few months. There is no quick fix to this situation.
Podcast host: Lokesh Gautam
Produced by: Priya Bhatt
On this episode of The Shape of Work podcast, our guest is Jimit Dattani, Chief Technology Officer at MIT World Peace University.
An active professional in the technology industry for over 20 years, Dattani has witnessed significant evolution of tech.
He talks about the intangible skills that organizations should look for in tech hiring, instead of just qualifications and technical skillset.
He also talks about the digital transformation in the current hiring process and gives a variety of insights into the subjects of employee experience, team management and remote team challenges.
EPISODE HIGHLIGHTS:
Qualities to look for while hiring:
The first step an organization needs to take is to ensure a vibrant community that encourages a productive mindset. They need to look for ways to train them.
In terms of the candidate, Jimmit’s chief criteria is empathy. The next thing to look for is whether the candidate has the basic requirements for the job. It gives an idea on the efforts the organization has to put in to train the candidate. Additionally, he/she should have the desire to learn. Skills can be taught only when the candidate has a hunger for learning.
Other important characteristics can be curiosity and creativity. The candidate should be taking initiatives and possesses a multi-disciplinary thinking.
Significance of digital transformation and its benefits in hiring:
Digital transformation is playing a catalyst role in shaping the future of work. It can also be harnessed to hire the right set of people in an organization. Jimmit explains what digital transformation actually is. He feels it is more about people than technology. It is the people who are utilizing these tools. Thus it requires an organizational change that needs to be backed by leadership.
After the onset of the pandemic, the hiring process has undergone plenty of challenges. The process has changed with an increased volume of candidates and without any meetings/interviews. Digital transformation plays an important role here if implemented correctly. This helps in increasing productivity and getting people on board faster. Digital tools also provide a lot of metrics in different segments like attendance, leaves management, performance management. Jimmit says that this entire process does not end the moment someone is hired. Rather it continues in the form of tiny feedback, employee satisfaction, nurturing growth, and in projects.
“If you expect an outcome, empower them with tools.”
In terms of ensuring best efforts from the employees, trust plays a big role. A manager should not start a project with team members when he is unsure of their work. An organization can have control to an extent, but they should not micromanage. To ensure full potential from the employees, they can have daily check ins, and quality audits. Usage of metrics in order to measure efficiency can also be fruitful.
Thoughts on increased job-switching:
Jimmit feels that both the organization and the employees should understand that job switching is a big problem. Candidates need to know the importance of delivering a commitment. Money has become the main factor in jobs and people are vocal about it. Loyalty towards the organization has become a secondary factor here. The organizations need to figure out the reason and attempt to solve it. They need to nurture an environment where the employees go for an experience.
The candidates want faster career growth. According to Jimmit, neither staying in one company for years is beneficial, nor is switching companies every few months. There is no quick fix to this situation.
Podcast host: Lokesh Gautam
Produced by: Priya Bhatt
39 min