Here is the excerpt:

Smiti: Welcome to AdvantageClub.ai’s Inspiring Leadership Podcast. I’m Smiti, the co-founder and COO of AdvantageClub.ai. Today, we have a special guest, Ashish Mahajan, the talent head at MoEngage. Welcome, Ashish!

Ashish: Thank you, Smiti. Thanks for inviting me and having me for this particular session, it’s indeed a privilege and honor to be a part of it.

Smiti: We’re thrilled to have you. Let’s start by learning more about your journey. Can you share your background and what you do at MoEngage?

Ashish: My professional journey spans around two decades. It began in 2001 and has been a mix of ups and downs. Initially, HR was a chance for me; then this chance became a choice, and now this choice has evolved into a passion.  I’m very people-centric and enjoy solving problems. At MoEngage, my role focuses on bringing in new talent, driving organizational growth, and fostering innovation within the talent landscape. It’s about bringing in a lot of thought leadership, strategies, and working closely with the leadership team to make sure that, as an organization, we are able to grow and move to the next level.

Smiti: That’s impressive. You’ve mentioned innovation as a key part of your role. What challenges have you faced in driving innovation, and how do you overcome them?

Ashish: Life is always full of ups and downs, and if there are no challenges in the professional space, then probably there will be no need for my role within the organization. To overcome them, I stay optimistic and communicate openly with my team. Brainstorming sessions and seeking help from colleagues are crucial. Reading also broadens my perspective and helps me find solutions. Perseverance and smart thinking are essential in navigating challenges.

Smiti: Can you share an example of a significant challenge you faced and how you addressed it?

Ashish: In my previous organization, we faced high offer rejection rates. For example, in around three months’ time, I could see rolling out around 42 or 43 offers, and in that, 36 to 37 people had rejected the offer. After speaking with the candidates, we realized that they perceived us as finance-focused, which was less tech-driven. So my first challenge was how do I break this particular myth within the talent landscape. I engaged with candidates, highlighting our tech ambitions, what exactly the organization is all about, what we plan to do, and how we plan to scale up in terms of the product. I also made them meet a few of the leaders within the organization so that the ice could be broken. We created a welcoming environment with personalized messages and engagement from the moment candidates arrived for interviews. Like engaging them as soon as the candidate landed in the office, we had a big giant screen which would say hi XYZ to this company, we are proud to have you as a candidate we wish you all the best for the interview and we would love to have you as a part of our family. This significantly improved our offer acceptance rate.

Smiti: That’s an innovative approach. Engaging candidates before they join shows how people-driven you are. Who has been your biggest supporter or mentor throughout your career?

Ashish: My family has been my biggest strength and supporter. Discussing problems with them often leads to practical solutions. Management is about common sense, and talking to my family helps me find effective strategies.

Smiti: Family support is invaluable. How do you recommend HR leaders address the changing needs of employees, especially post-COVID?

Ashish: Nothing is constant, and change is the law of nature. COVID highlighted our adaptability. Business leaders today are aware that to truly move up the value chain, they must ensure alignment with the new developments that are constantly emerging. HR leaders must align with new technologies and platforms to support organizational growth and unlock significant value throughout the entire HR process.

Flexibility is key because the demand that was previously present may not be the same today, so you really need to adapt to the market. Understanding the purpose and contributing to society is important for Gen Z employees because today, our major chunk of hires are Gen Z who are looking at what purpose the organization is going to serve, what’s in there for them, how well they are going to contribute to the society and whether that purpose is gonna satisfy their hunger or not. Alignment, flexibility, and purpose are crucial for navigating these changes.

Smiti: Those are excellent points. Can you share other innovative examples of employee engagement or experience at MoEngage?

Ashish: Engagement starts during talent acquisition, and what exactly employees look at is the culture of the organization. I could typically talk about employee experience in terms of a career plan or a succession plan.  Everybody at MoEngage would focus more on growth, in terms of career, through respective mentors or some sort of mentoring program.

Last year, our L&D team organized a career week with industry leaders discussing mentorship and career progression, which was a great engagement exercise. This event was well-received and appreciated by employees. Involving leaders in these initiatives creates a win-win situation for both the organization and employees.

Smiti: Involving leaders sets the right tone in the organization. It’s great to see such engagement. As a parting note, what advice would you give to HR leaders of tomorrow?

Ashish: When leaders get involved, employees feel good about it because it comes from someone at the top management level. Employees feel that they genuinely care about us, and they want us to grow as a whole, making it a win-win situation for both parties. It gives you a great sense of motivation, as well, and it is one of the stepping stones because you’re trying to shape your career, and it is a stepping stone to retaining more talent. At this point, what is more important is the value you can bring to the talent, because if the talent grows, the organization will increase.

My parting advice would be ‘Be honest’. Honesty is the biggest virtue in our profession. Shaping careers gives us a sense of satisfaction, and being transparent and honest is crucial for doing justice to our roles.

Smiti: Honesty is indeed vital. Thank you so much, Ashish. It’s been a pleasure having you. I’m sure our viewers will gain a lot from this session.

Ashish: Thank you, Smiti. It’s been a privilege sharing my experience.

Smiti: Thank you.