I had the pleasure of interviewing Mahimn Pandya, Sr. Talent Acquisition Specialist of Mobiquity Inc. (Part of Hexaware). Mahimn holds an experience of 9+ years in Talent Acquisition and Recruitment role. Mahimn has been hiring for complex technical roles from Freshmen to CXO Level across the industry for various roles in Microsoft, Opensource PHP, Mobility, Automation, Data Science and Analytics, and many more… He is passionate about implementing new recruitment and talent sourcing practices. Along with performing his serious role, he also enjoys stressbusters such as photography, meditation, and singing.
Thank you so much for joining us!
Mahimn: Thank you for having me in this discussion. I am always open to sharing and learning new ideas with Talent Acquisition Community.
What motivated you to choose technical recruiting as your professional career?
Mahimn: Honestly, it came to me like magic, or you can say luck by chance in my first organization, but when I started learning, it became a passion for me. From the start of my career, I was trained to be a head hunter and sourcing specialist, and that fascinated me, so I decided to make my career in it.
With each day of my learning, my passion to do something new in Recruitment has grown, and it keeps me running to find the best from the talent pool.
What is it that excites you about tech recruiting?
Mahimn: These days, every part of our life has interaction with some or the other technological platform, and it is created by some brilliant minds across the world. I feel very fortunate and excited to be on the side where I find such intelligent minds for my organization who help me build such amazing software and products. It gives you so much satisfaction when your recruited individuals accomplish some amazing feat in their roles and careers.
What has been your biggest challenge in tech recruitment?
Mahimn: These days Technical IT Industry is going through cut-throat competition in terms of finding and retaining Technical talents in their organization. As a Technical Recruiter, you have to constantly evolve with new methods and practices to be on top of the Talent Hiring and Retention. Be it introducing new benefits programs, referral programs, or processes where talent engagement is in the highest demand for upcoming individuals and your company.
What do you think is the future of tech recruitment, and what state-of-art approaches do you think needs to be used?
Mahimn: I believe post this COVID Era, Technical Recruitment is going to evolve in a multifold manner where if you are a recruiter, you have to look beyond the traditional & conventional hiring processes and methods to be in and top the charts in this competition of hiring the best talent. Since the hiring in IT Industry has shot up, the competition is tough in terms of finding new talent within your desired criteria.
There are some tasks and challenges which each Talent Specialist must address and be master of:
- Attracting and Engaging Right Candidate
- Do Data and Stat Driven Recruitment
- Build an Employer Brand where everyone would like to work
- Ensuring the best candidate experience in your Interview evaluation process
If you had to share “words of wisdom” with a tech recruiter who’s about to start their journey in tech recruitment, what would they be?
Mahimn: I suggest that they do not get stuck in the trap of keywords and job descriptions. Instead, try to learn what each role in your organization does.
If you always keep yourself updated with the latest Industry Trends, Technologies, and Practices, it will automatically put you on top of all things going around you in the technical recruitment industry.
How can our readers follow you on social media?
Mahimn: I am available on the below communication channels for any learning interactions 👇
Linkedin: linkedin.com/in/mahimn-pandya-99641854
Gmail: mahimnp@gmail.com
Instagram: @mahimnpandya
Thanks for joining us Mahimn! Thoroughly enjoyed your take on the post-Covid tech recruitment scenario. And recruiters can definitely take note of not getting swamped with unnecessary keywords and irrelevant job descriptions.
