This time, we have the pleasure of learning from George Galanis, a Senior HR Expert at Novartis. Novartis AG is a Swiss multinational pharmaceutical corporation consistently ranked in the global top five of the largest pharmaceutical companies in the world.
Novartis employs over 75,000 people globally, and George is their Senior HR Expert based in Prague.
George welcomes the revolutionising possibilities of automation and AI but also sees that they go hand in hand with developing human skills. The evolving job market requires creative talent acquisition strategies, such as employer branding, talent pipelining, and upskilling programs. The need to stay competitive in the talent market and address skill gaps can be a significant concern for recruitment and talent management professionals. This means striking a balance between technology and human skills.
How did you get started in recruitment? Was working in this field something you always wanted to do?
To be completely honest, my entry into recruitment and HR was not a lifelong dream but a natural progression.
Initially, I was uncertain about my career path back in Greece. I explored different fields to discover my true passion – I tried Hospitality/Hotel management and Marketing/Sales.
However, I realised that my strengths lie in connecting with people and helping them reach their goals. This led me to explore opportunities in recruitment and HR. I obtained relevant certifications, networked with talented professionals in the industry, and found immense satisfaction in bridging the gap between talented individuals and companies.
Despite not always knowing I wanted to work in this field, it now feels like a match made in heaven, given my interests in people, making a difference, and contributing to organisational success.
What would you say is a common misconception about the work of a recruiter/TA manager/HR professional? What were your expectations before moving to the field?
A common misconception about the work of a recruiter or an HR expert is that our job solely involves reviewing resumes and conducting interviews. While these tasks are indeed a part of our responsibilities, there’s much more to it.
Our work extends beyond finding suitable candidates, we play a crucial role in building and maintaining a diverse and inclusive workforce, fostering employee engagement, and providing strategic guidance to the organisation.
Before moving into this field, my expectations were a mix of excitement and uncertainty.
I anticipated that the role would involve connecting with people, understanding their skills and aspirations, and helping them succeed.
I also expected to contribute to shaping the company culture and attracting top talent. I can confidently say that my expectations have been largely met.
However, I didn’t fully anticipate the level of complexity and multitasking required in this profession. Juggling multiple open positions, managing stakeholders’ expectations, and staying updated with legal and industry changes can be challenging.
Additionally, the emotional aspect of the job, such as dealing with candidates’ rejections or managing conflicts within the organisation, was something I had to learn to navigate.
What kind of experiences have you had as a candidate yourself? Any experiences that stand out?
As a candidate, I’ve had a wide range of experiences throughout my career. Some of them stand out due to their intricate nature. One memorable positive experience was when I interviewed for a company that truly valued their candidates. The interviewers were attentive, friendly, and made me feel comfortable throughout the process. It was evident that the company’s culture prioritised treating candidates with respect and making the experience as positive as possible.
On the flip side, I’ve also had a few negative experiences. One instance that stands out is when I interviewed for a position and felt that the interviewers were completely unprepared or disinterested. They were even smoking while in the interview, which I consider a major red flag.
It was also clear that they hadn’t thoroughly reviewed my resume or properly planned the interview. This lack of professionalism left a negative impression and made me question whether I wanted to work for an organisation that didn’t value the hiring process at all.
Lastly, there have been a few weird experiences, such as being asked odd or off-topic questions (regarding my childhood or the recent war) during an interview that had no relevance to the job or my qualifications.
It left me perplexed and made me question the interviewer’s judgment. However, these instances served as learning experiences, reminding me of the importance of conducting thorough research on the company and its interview style before the meeting.
What have been some of the biggest challenges you’ve managed to overcome or improve on during your career so far? How did you do it?
Throughout my career, I have encountered several significant challenges that I managed to overcome or improve upon.
One prominent challenge was adapting to technology-driven changes in the recruitment process. As the industry evolved, I had to learn how to leverage various applicant tracking systems, recruitment software, and digital platforms effectively.
This required investing time in self-learning, attending webinars and training sessions, and seeking guidance from tech-savvy colleagues. By embracing technology and staying updated with emerging trends, I was able to streamline processes, enhance efficiency, and identify top talent more effectively.
Another substantial challenge was building and nurturing diverse and inclusive teams. Creating an inclusive work environment where all individuals feel valued and represented can be a complex task. I focused on educating myself and the teams I worked with about unconscious biases, implementing diversity initiatives, and promoting inclusive hiring practices.
Additionally, managing conflicts within the organisation was a challenge that required the development of effective interpersonal and communication skills. I sought opportunities to improve my conflict resolution abilities through training workshops and seeking guidance from experienced professionals. I also implemented proactive measures like providing open channels for feedback, fostering a culture of open communication, and mediating conflicts in a fair and unbiased manner. Through these efforts, I was able to mitigate conflicts, improve team dynamics, and foster an overall positive work environment.
What are some of the most rewarding experiences or achievements you’ve had in your career so far?
Reflecting on my career, I have had several rewarding experiences and achievements that have made a lasting impact. One of the most fulfilling moments was successfully matching a talented and super-positive candidate with their dream job.
Witnessing the excitement, gratitude, and growth of the individual as they embarked on a fulfilling career path was incredibly inspiring. It reinforced my belief in the importance of connecting people with opportunities that align with their passions and skills.
Another rewarding experience was contributing to the development and implementation of an effective employee engagement strategy within the organisation.
By promoting initiatives such as mentorship programs, training and development opportunities, and recognition programs, I saw firsthand how these efforts increased employee morale, satisfaction, and productivity.
Another memorable achievement was successfully managing complex HR projects, such as organisational restructuring or talent development programs. Overcoming challenges, collaborating with cross-functional teams, and achieving positive outcomes brought a sense of accomplishment and growth.
Ultimately, these experiences allowed me to expand my skill set, enhance my leadership abilities, and make a lasting impact on the organisation’s trajectory.
What recruitment and talent management trends are you most excited and/or worried about? Why?
One trend that generates a lot of excitement for me is the increasing use of data and analytics in recruitment and talent management.
Leveraging data allows organisations to make more informed decisions, identify patterns, and optimise processes. Professionals are excited about the potential to improve candidate sourcing, measure the effectiveness of hiring strategies, and enhance employee retention.
The ability to harness data-driven insights enables HR professionals to be more proactive and strategic in their decision-making, ultimately leading to better outcomes for both candidates and organisations.
However, there are also trends that may generate concerns or worries.
One such trend is increasing reliance on AI and automation in recruitment. While AI can enhance efficiency and streamline processes, there are worries about potential biases and the human touch being lost in the selection and evaluation of candidates.
Professionals may worry about the ethical implications of using AI algorithms and the potential for dehumanising the recruitment experience. Striking a balance between technology and human judgment is crucial to ensure a fair and unbiased hiring process.
Another concern is the talent shortage in certain industries and regions. With evolving job market demands and demographic shifts, professionals may worry about the difficulty of attracting and retaining top talent. This challenge requires creative talent acquisition strategies, such as employer branding, talent pipelining, and upskilling programs. The need to stay competitive in the talent market and address skill gaps can be a significant concern for recruitment and talent management professionals.
What do you feel is unique about your current place of work? Why should people apply to the open positions in your company/team?
One of the most unique aspects of my current workplace is the incredible sense of camaraderie and teamwork that exists among our people. Every individual, regardless of their role or tenure, is treated with respect, valued for their contributions, and genuinely supported in their personal and professional development.
The primary reason people stay in this organisation is the positive and inclusive work environment. The management prioritises employee well-being (with some amazing ERGs), growth, and work-life balance, which fosters a strong sense of loyalty among the employees.
For those considering applying to open positions in our team, there are numerous reasons why it would be an amazing decision.
Firstly, being part of our organisation means joining a group of talented individuals who are extremely passionate about their work and driven to make a difference. The atmosphere is inspiring and encourages continuous learning and professional growth.
Moreover, the company offers various opportunities for career advancement, both vertically and horizontally, allowing individuals to explore different areas of interest and expand their skill sets.
The supportive management and team members also ensure a smooth onboarding process, making new employees feel welcomed and engaged from the very beginning.
Recommend us 3 books/TV shows/podcasts and let us know why you love them.
I will share 3 of my favourites below – 1 from each category:
- Podcast: “The Joe Rogan Experience”: Hosted by Joe Rogan, this long-format podcast covers a wide range of topics through in-depth conversations with various guests. I love this podcast because it offers a platform for open and honest discussions about everything from science and politics to spirituality and comedy. It’s an intellectually stimulating and entertaining show that allows you to delve deep into intriguing subjects.
- TV show: “Friends“: This beloved sitcom follows the lives of a close-knit group of friends living in New York City. I absolutely love “Friends” because it never fails to make me laugh out loud. The show’s timeless humour, hilarious scenarios, and endearing characters create a sense of familiarity and comfort. It’s a show that can always brighten up my day and reminds me of the importance of friendship and community.
- Book: “The Alchemist” by Paulo Coelho: This book is a captivating story about a young shepherd named Santiago who embarks on a journey to find his personal legend. I love this book because it beautifully combines elements of adventure, self-discovery, and spirituality. It teaches us valuable lessons about following our dreams, trusting the journey, and finding true meaning in life.
How do you know when it’s time to take some time off to avoid burnout and take care of your mental health? How do you recharge?
Knowing when it’s time to take a break and prioritise my mental health is crucial.
I’ve learned to recognise the signs that indicate I’m getting close to burnout, and that’s when I know it’s time to step back and recharge.
One of the first signs for me is a persistent feeling of exhaustion, both mentally and physically. I start to notice that simple tasks become challenging, and my motivation dips significantly. When I find myself being easily overwhelmed, irritable, or struggling to focus, it’s a clear indication that my mental health needs attention.
Another indicator is a shift in my sleep patterns. If I’m consistently having trouble sleeping, experiencing restlessness, or having vivid dreams, it tells me that my mind is in desperate need of rest and rejuvenation.
Taking time off to recharge is essential, and there are several ways I approach it. Firstly, I prioritise self-care practices that bring me joy and relaxation. This might involve engaging in hobbies I am passionate about, such as reading a captivating book, painting, or going for long walks in nature. These activities help me disconnect from the demands of daily life and allow me to focus on activities that replenish my energy.
Lastly, I embrace the beauty of solitude. Carving out moments of quiet contemplation, whether it’s through journaling or simply taking a peaceful solo walk, enables me to connect with myself on a deeper level. It’s during these moments that I can reflect, process emotions, and recharge my mental and emotional batteries.
Thank you, George, for sharing your experiences and thoughts with our growing community of Recruiters, TA Specialists and HR experts.
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