HR Feature: Shana Kapustin, Senior Director, Human Resources & Talent Acquisition
Updated: Oct 17, 2020
The Toronto Recruiters Conference Initiative:
We understand that businesses and services may be impacted by COVID-19 and we want to leverage our online community and support those that have supported our events over the years. We will be featuring leaders and professionals in the HR and recruiting industry throughout the pandemic and we hope that you will support them as well!
Experienced senior Human Resources professional with a proven track record of aligning human resources strategies to business operations and needs. Areas of expertise include Employee Relations, mergers & acquisitions, HR business planning, Talent Acquisition/ Retention, Total Rewards & Recognition design, workforce engagement, Performance Management, People Development, legislative compliance, HRIS/ ATS implementation, compensation/ benefits/ payroll design, Health & Safety and implementation of HR policies and programs.
As an HR professional, it’s my overriding goal to ensure my employees are engaged and more efficient at work. I’m equally at home in the executive boardroom or walking around our distribution centres, writing employee announcements or corporate business plans, or helping my managers and executives solve their people issues.
SYNNEX Corporation provides business-to-business services that help customers and business partners grow and enhance their customer-engagement strategies. Headquartered in Fremont, CA, and with operations in more than 30 countries, SYNNEX is an industry leader in IT distribution and customer care outsourced services, operating in two business segments: Technology Solutions and Concentrix. In 2020, SYNNEX ranks #130 on the Fortune 500. SYNNEX helps partners around the world grow their business by bringing the most relevant technology solutions to the IT and consumer electronics markets. Our employees enjoy the opportunity to be inspired at work and to be leaders that inspire others.
What advice would you give job seekers searching for a job during this tough time?
It's understandable to feel apprehensive and uncertain of your future; these are tough times for everyone. I encourage job seekers to stay positive and network with as many people as possible. Keep your skills active through training or online courses and keep yourself active and busy. This is a great time to volunteer and increase your sense of purpose. Take contract roles if you can!
And don't forget to focus on your well-being and mental health, which are equally as important during rough times.
What would you say are the most important things candidates should include on their resume?
You should include a summary of your skills or areas of expertise. Resumes should be short and to the point (no more than 3 pages regardless of your tenure). Include actual metrics or things you can quantify/ measure; companies want to see how you achieved your successes. And always check for spelling and syntax!
What are the key characteristics you look for when hiring someone in your organization?
Fit is important but by no means the only metric. We look for candidates who share our values (Visibility, Velocity & Value). In these weird times, candidates need to demonstrate flexibility and ability to pivot & change. A love of technology for us is important as well, being a distributor of technology products.
Come equipped with a sense of humour and the ability to make the workplace fun. We support our peers and believe in employee engagement; we encourage diversity & inclusion and work to foster a sense of belonging.
Can you provide us with some tips on how a job seeker can present themselves online professionally?
LinkedIn has become the most critical platform to have a professional profile. There are tons of articles on their site on what a great profile should include but here are some quick tips - have a professional profile picture and complete as many sections of your profile as possible. Make connections! Stay active - either post things yourself or share/ like other people's posts. There is nothing worse than putting a profile up with no activity. Engagement is key.
Since so many companies are working remotely, video interviews are now the norm so if you have an digital or online interview, dress for success. But still make sure you are doing the same activities you would for an in-person interview - research the company, prepare to answer questions and come prepared to ask your own questions. Online interviews are still two-way conversations for both the company and you to find out if you fit each other so treat these as professionally as traditional interviews.
Website | SYNNEX LinkedIn | Shana LinkedIn