In the “Talent Hunters” column, we will introduce you to specialists in the selection of talents who are responsible for the process of their discovery and their implementation in the companies they represent.
“It’s important to follow your passions and interests, to keep learning and developing, and to be open to opportunities and challenges that come your way“, Borislava Georgieva shares with Biser Kunchev, the next guest in the “Talent Hunters” section.
Who is she?
Hello, I’m Borislava Georgieva. HR manager with 16 years of experience in the IT field. I have worked in three international technology companies before DHL, where I am currently the HR Manager. I have experience in building and managing all aspects of HR processes. I am the creator of the first community of HR professionals in the IT industry in Bulgaria – HR#IT, which has more than 1900 members and regular thematic meetings in various IT companies. I hold an MBA from an American institute and various distinctions. On a personal level, I am a wife and mother of 3 children and I like to do sports.
As a Human Resources Manager, my role encompasses attracting talent, building an employer brand, retaining talent and providing a quality work experience for colleagues within the company. I manage PRM, training, event calendar and budget, acquisitions, corporate social responsibility, surveys and reports. A talent acquisition professional must possess curiosity, a constant desire to learn, empathy, the ability to select the right talent for the right position, and not give up easily. This process, especially in the IT industry, requires consistency and innovation. To beat the competition for talent, you need to use a variety of tools, such as storytelling, understanding generations and their expectations, knowing the job market, and using AI in its various forms also helps a lot.
What is the profile of the ideal candidate for your company to be accepted as talent?
In addition to technical skills and experience, the successful candidate must demonstrate strong motivation, consistency and a desire to work in a product company and precisely with our technology mix, there should generally be a fit between the candidate’s cultural values and those of the company.
If a person finds his “Sweet Spot”, where his innate talents intertwine with his skills and finds what inspires him and does with ease, then, in addition to the factors listed above, he is well positioned to be successful in his field. Emotional and social intelligence, the ability to listen without prejudice, the ability to understand a different point of view. Not comparing oneself to other people, but only to oneself last year, are key factors in building a person.
How important is the first impression during an interview to you??
There is never a second chance for a first impression. It is very difficult for both parties, during one or two interviews, to assess whether the person is suitable for the position and whether the candidate likes the environment. People are like sealed boxes – you never know what will come out, you can only guess. However, if the candidate has prepared for the interview, is familiar with the company, the product and the team, and demonstrates communication skills and appropriate motivation, then this creates a good impression.
In our company, we use structured interviews that are adapted to the specific position. We have certain steps, but the conversation can develop within certain limits depending on the candidate’s answers.
How long does it take to know if your choice was right? Do you think you sometimes make mistakes??
The selection process is paramount and errors in it are costly. In our team, in an average of 1-3 months, we can find out whether our choice was right for us and for the candidate. Our selectivity and approach to selection ensures that over 90% of the talent we hire stay with the company long-term. Engagement in our team is over 95%, which is measured annually with an anonymous survey. Combined with induction and training, this commitment allows us to be sure of the correctness of our choices and work process when introducing new employees.
Here we can make a distinction between two types of juniors. The first are those who have previous experience in another field and decide to retrain to IT. For them, an important factor is not only remuneration, but rather the opportunity to gain experience and enter the field. The second are Gen Z candidates who are already in the IT environment. Salary, technology, autonomy, the possibility of remote work and training are key for them, and then the prospects for development.
Applicants who have completed their education abroad (IT major) perform better in the technical test and interview. They have practical experience, real projects and training that elevates them. In Bulgaria, there are differences in the level of training between universities, but generally the education is less practically oriented. However, students often have experience from internships and real projects in an IT environment in Bulgaria, which gives them additional skills and an advantage.
For young people who are thinking about their first steps in their career, I have the following advice: Ask yourself and find an answer to the following questions:
What is important to you?
What problems do you want to solve?
What is your passion?
What are your super powers?
Who inspires you and what exactly? Is there something that comes naturally to you and you get compliments on the result?
What do you do best but really excel at?
What is the thing that gives you energy when you do it?
When have you been most inspired and motivated?
What topics and ideas pique your curiosity?
1. Discover yourself: Explore what your passions, interests and skills are. The answers to the questions you mentioned will help you find your “Sweet Spot” – an area where your talents and passions combine.
2. Explore: Explore those fields and professions that appeal to you. Find out what skills and technologies are required for them.
3. Join Communities: Join professional communities (like HR#IT) or forums where you can learn from the experts and share your ideas.
4. Prepare for an interviewA: If you decide to apply for a job, be well prepared. Research the company, prepare for the specific position questions, and highlight how you can bring value.
5. Don’t be afraid of mistakes: Allow yourself to experience different fields and work environments before discovering your true calling. Mistakes and failures are part of the learning process.
6. Advice from a career consultant: If you feel lost or can’t find your calling, seek help from a career counselor or coach. They can guide you and help you figure out what’s best for you.
Ultimately, it’s important to follow your passions and interests, to keep learning and developing, and to be open to opportunities and challenges that come your way.
2023-08-28 04:14:59
#Dont #compare #people #tenses
