Wonder what tech hiring is like down under, or how to build a culture when the team is geographically distributed?

On this episode of The Shape of Work podcast, we talk with Shubham Rastogi, Founder & CEO of Recro.io that connects vetted and skilled developers with fast-growing startups.  Shubham's experience as a CEO has given him an in-depth look at India’s broken hiring culture and how it is costing talented developers their professional growth and causing businesses to miss out on real talent.

In this conversation, Shubham shares the story behind building Recro.io and plenty of expertise around tech hiring, culture, up-skilling and the future of work.

We discuss with him:

• Secret sauce: The three building blocks for tech hiring like a pro
• Why is motivation or qualifications most important in a candidate
• Why upskill and repeat needs to be a part of the future-ready workforce
• Why hybrid is the 'easiest escape route' for companies today
• How to build a culture when the team is geographically distributed
• What new-age HR should be doing

1) Secret Sauce: The Three Building Blocks for Tech Hiring like a Pro

India is a big talent pool, and if a company can not hire in India, they can not hire anywhere.
The three building blocks for tech hiring like a pro is:
Screening from the highly skilled database, Rounds of assessments, and Matching engine to facilitate volume hiring.
2) Why is Motivation or Qualification Most Important in a Candidate?

Hiring companies assess candidates before employers do. In addition, people are working remotely. They need to be self-motivated and qualified for the job role. It makes hunting, vetting, and selecting easier.

3) Why does upskill and repeat needs to be a part of the future-ready workforce?

There is knowledge everywhere, and companies need not spoon-feed upskilling for their employees. Recruits should have a hunger to know in an environment that facilitates upskilling or repeat.

4) Why is Hybrid work culture the easiest escape route for companies today?

HR also has to learn asynchronous communication, performance management, meet employee demands etc., in a market driven by candidates. People have more options than ever. Companies are experimenting with hybrid work culture as the easiest escape route to fulfil their requirements and candidate demand.

5) How to build a culture when the team is geographically remote?

Culture is the implementation of values. If your value system is in place and properly communicated, there is nothing to worry about a geographically distributed workforce. There should be a feeling of ownership among employees.

Write down values, communicate what you stand for, act to justify your values, and implement them through tools and automation.

6) What should a new-age HR do?

New age HR managers need to consider employees like customers and build policies & processes around them. A paradigm shift requires a sense of belongingness and a data-driven approach

Follow Shubham on LinkedIn