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Mar 17, 2021
In celebration of International Women’s Day and Women’s History Month, Privitar is shining the spotlight on some of our amazing women PriviStars. This month, we are featuring interviews with team members from across the company, demonstrating the talent, passion, and commitment they bring to their day jobs at Privitar and advancing women in the broader technology landscape. Read on to learn more about Daisy Lee, Privitar’s Senior Talent Acquisition Partner.
I work within the recruitment team at Privitar as a senior talent acquisition partner. The main focus of my role is to hire the best people for the business through working closely with hiring managers and teams to understand their needs and then going out to find them. This involves helping to develop interview plans, market mapping, shortlisting and screening applicants.
From an external perspective, we are typically the first interaction potential candidates have with the company, so a lot of time is also spent on managing the candidates experience. It’s important they are treated well and fairly, as looking for jobs can be a stressful and unnerving experience.
Originally, my role was solely hiring into the engineering team but we’ve now expanded across the organisation to support all departments (engineering, marketing, services, etc.).
Working across different teams has given me a unique perspective and it’s always really interesting to learn more about what everybody does.
What I enjoy about my role the most is the chance to continually learn. In recruitment you are often working one day on one role, and another the next. This means you can get exposure to all parts of the business and understand what they do on a functional level. What I also find interesting is that there are never two days that are the same, we’re dealing with people which can often be unpredictable.
It’s really rewarding to see people that you have helped bring into the company do well, thrive in their roles, and add value in ways you may not have necessarily anticipated.
This is an area that the People team is putting a big focus on this year. We want to be intentional about our diversity and inclusion (D&I) strategy. We have been doing a lot of work around evaluating the current state and understanding how we can debias our recruitment processes. Some of the things we will be rolling out this year include standardising interviews, focusing on skills based assessments, and de-biasing how we communicate in things like job descriptions.
We also see the benefits of flexibility, and how it can directly contribute towards a more inclusive workplace, and are evaluating this closely.
I think it is important to understand the context around the change in the first place, listen to differing opinions and aspects of something and try to see things from varying points of view. Having as much information in the form of data points to justify change is important. I also think it is important not to get too worried about being wrong or being scared of rejection. Trying something new doesn’t always have to be right the first time.
This is a tough thing to solve and I don’t think there is one big thing that needs to change, more a combination of many things that can be improved on, including education and normalising STEM pathways for females from a younger age. Showcasing successful female leaders as role models also helps to give confidence to girls to follow careers in historically male dominated areas. There is a lot of potential in women who are returning to work and supporting them through reskilling and training.
This is something that everyone can see the value of – more diverse teams, including those with greater gender diversity, are on average more creative, innovative, and, ultimately, result in greater profitability for businesses.
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