The panel discussion began with the all-encompassing question:
"How do you look at skills as compared to cultural fit?" to which the panellists gave a range of insightful answers. The general consensus being that while skills are extremely valuable and especially so in tech, this is not enough if the working culture is not prioritised throughout the application process. In the tech industry, the correct technical skills are imperative for ensuring good quality work and long-term results.
"You can teach skills but you can't change someone's personality. I think it's really important that you do recruit based on values in a business."
Other notable points included the best technology to use in attracting candidates. It can be helpful not to fixate on having one ultimate technology that will solve all of your problems, but rather to have a blend of technologies all facilitating recruitment in their own individual way and reducing the number of tasks necessary to be carried out manually. Additionally, it is key to have a strategy in place and to ask yourself exactly what you want to get out of automation
The panellists were then asked their thoughts on positive discrimination, specifically in getting more females to work in the tech space. Kris kicked off the answers by speaking about the importance of increasing diversity, commenting on how more diverse teams (diverse in terms of gender, race, disability and so forth) find better solutions to the problem. He inferred that whether positive discrimination is the best way to achieve diversity depends on the company and whether they deem it necessary to directly approach females in order to get higher numbers of applications- this can be ascertained by looking at your stats and making an informed decision about what needs to be done surrounding diversity.
Oana stated that we should be reframing how we look at positive discrimination. She found in her own experience that UN Resources were highly helpful in advising when to take affirmative action. It's about knowing when to take the appropriate measures to give people equal opportunities.
"It's more about calibrating so that everybody has the chance and that these chances are distributed equally."
To hear more of the panel discussion, watch the video below:
Oana Iordachescu, Talent Acquisition Manager- Criteo,
Dominic Harvey, Sales Director- CW Jobs,
Krzystov Wilaszek, Director of Sales - Codility
Emma Clarke, Talent Acquisitiion Partner- Siemens