Suggestions
Neha Asthana
Head - Talent Acquisition - Dentsu International (South Asia) - Cannes Global Agency of the Year 2022
Neha Asthana is a seasoned professional with over 16 years of experience in talent acquisition, specializing in transforming talent landscapes for high-growth organizations. She has a proven track record of driving exponential growth through strategic hiring and building strong networks globally. Neha's expertise spans various industries and geographies, having worked with both Indian and global companies.
At Housing.com, Neha served as Head of Talent Acquisition, where she played a pivotal role in scaling the workforce to 4,000 employees and establishing the company as one of India's top talent brands. Her contributions extended to hiring across business, tech, and product management, fueling the company's success in the competitive real estate tech market. Neha's early entrepreneurial experience from founding HR Interface equipped her with valuable skills in hiring, team management, and organizational growth.
Neha's core competencies lie in talent acquisition for diverse roles, team management, diversity, and inclusion initiatives, employer branding, candidate experience enhancement, recruitment technology implementation, campus hiring strategies, compensation and benefits planning, stakeholder management, talent mapping, succession planning, and talent management. Her entrepreneurial background reflects in her knack for organizational design and high-potential identification.
Beyond her professional achievements, Neha has a strong interest in art, technology, photography, travel, and writing. She is also a sought-after speaker on topics related to talent, HR, innovation, entrepreneurship, and the future of work. Neha's educational background includes diplomas and degrees in event management, human resources management, and management studies from renowned institutions like XLRI Jamshedpur and the University of Mumbai.
Neha's career highlights encompass her roles as Head of Talent Acquisition at dentsu international, Director of Talent Acquisition at Media.net, and Founder & CEO of HR Interface Corporate Services. Her stint at Randstad Holdings honed her expertise in catering to a wide range of clients globally. Neha's professional journey showcases her commitment to driving organizational success through strategic talent management practices and innovative recruitment strategies.
Highlights
Its not you, its us. Especially post the global mass #Layoffs a lot of folks are eager to get back to work. Millions of candidates, hundreds of thousands of interview hours later.. The feedback comes, "You've not been shortlisted for the role." And it can be pretty nerve wracking for folks that have gotten this feedback numerous times & after a passage of time they even begin doubting themselves & their confidence drops. That saddens me.
This is why I've compiled a list of reasons why you could face rejections at job interviews that may have NOTHING TO DO with your inherent value or how good you are at your work. Hope it helps you think of yourself in a better light and continue staying positive duringthe process. :) Here's a list of some of those reasons:
📌 Changing Organization Priorities: Sometimes, even during the interview process, the jobs tend to go on hold or get cancelled because of changing org priorities.
📌 Changing Job Role specifications: Seniority needed/Job role competencies needed / Market dynamics, etc change as companies interview more and more candidates & understand what they need to pivot to hire basis the most current needs for a particular role.
📌 Culture Fit: Employers might be looking for someone who aligns with the company culture or values, which are always subjective & not necessarily tied to job skills / experience alone.
📌 Internal Referrals: Sometimes companies prioritize candidates referred by existing employees, potentially giving them an advantage over others due to relatability & competencies over plain competencies.
📌 Overqualified applicants: Sometimes a candidate is too experienced or qualified for a role and might not stay long-term or may demand a higher salary / accelerated growth path that is available with the employer which makes them drop those candidates.
📌 Notice Period / Geographical Location: A candidate's availability to start work or to relocate may not match the employer's timeline or needs. Some companies prefer local candidates due to convenience or to avoid relocation costs.
📌 Budget Constraints: The company's budget might restrict them from hiring folks at certain compensation levels even if they're perfect for the job.
📌 Overcrowded Applicant Pool: Sometimes there are just too many qualified applicants & decisions are made based on minor differences or preferences.
📌 Personality Clashes: Incompatibility with the hiring manager or team members on a personal level can also lead to rejection even though it doesn't mean a candidate's inability to be successful at the job.
📌 Unspecified Reasons: Occasionally, decisions are made for reasons not explicitly communicated to candidates, which could range from internal politics to gut feelings.
Remember, while rejection can be disappointing, it's not always a reflection of a candidate's worth or abilities.


