HR Post Covid
What HR tools are NVIDIA using to hire 600 Israelis?
The computing and AI company is about to increase its employee headcount by 25%
This week it was announced that NVIDIA will be recruiting 600 new Israeli employees. A huge feat - and something that requires the right tools and mindset.
“We use Textio - a tool designed to promote gender and age-inclusive job descriptions,” explained Gideon Rosenberg, who heads the company's human resources department alongside his position as Deputy General Counsel & VP of Legal Affairs. “The other is our efforts on LinkedIn, specifically with our LinkedIn Recruiter license. While the license is a common tool for recruiters in tech, we at NVIDIA provide it to any manager who wishes to take an active part in the process of bringing great talent to their teams.”
NVIDIA has joined CTech for Its HR Post Covid series to share some of the ways the company intends to expand its workforce now that the pandemic is coming to an end.
Company Name: NVIDIA Israel (formerly Mellanox Technologies)
HR Leader: Gideon Rosenberg
Field of Activity: Accelerated Computing and AI
Number of employees/location:
More than 2,400 employees are located all over Israel, from Tel Hai to Be'er Sheva. The company's main sites are in Yokneam, Tel Aviv, and Raanana, alongside our sites in Kiryat Gat and Jerusalem.
Professional background of HR Manager:
I head the company's human resources department, alongside my position as Deputy General Counsel & VP of Legal Affairs. As part of my role, I manage the company's human resources and welfare team, which is responsible for its employees in Israel, Denmark, Sweden, Northern Ireland, Ukraine, Greece, and the Palestinian Authority. I began working at Mellanox some 11 years ago, which was acquired by tech giant Nvidia in April 2020.
On a scale of 1-10, how much did the coronavirus pandemic disrupt operations at the company?
Somewhere between 1-2. We are lucky enough to maintain employee relations and satisfaction, and adapted quickly to the remote work methods, creating a seamless transition to working from home - with minimal impact on employee retention and morale.
What interesting technological tools do you use in employee management/recruitment?
We are constantly inspecting new technologies, systems, and tools to assist us in supporting the ever-growing human capital at NVIDIA. I can provide two such examples. We use Textio - a tool designed to promote gender and age-inclusive job descriptions, and the other is our efforts on LinkedIn, specifically with our LinkedIn Recruiter license. While the license is a common tool for recruiters in tech, we at NVIDIA provide it to any manager who wishes to take an active part in the process of bringing great talent to their teams.
What positive and/or negative impact did the outbreak have on the human capital of the company?
I believe that overall our employees were positively impacted by the outbreak. The company was very supportive and ensured that employees felt safe to stay home and were under no pressure to come to the offices. Of course, we had essential employees who needed to come to the office on a regular basis but we took all precautions to ensure that they were safe and additionally compensated them for their efforts. We did not place any employees on leave or terminated anyone’s employment purely as a result of the outbreak, of course, this also included our maintenance staff as well as our facilities team. As to any negative impact, our employees, like most citizens of the world, found the transition to working from home for such a long period of time and not being able to meet their teams, colleagues, and staff in person quite challenging. With the impressive immunization rates in Israel, we have now decided to partially re-open some of our offices.
What are the two major challenges you are coping with these days?
First and foremost, safely re-opening our offices. Secondly, as we are expecting to hire 600 new employees this year - which is a 25% increase in the number of employees, our next biggest challenge will be to seamlessly onboard this mass of amazing employees.
Are you actively recruiting? If so, what is the process and where can the applicants find you?
We are planning on hiring 600 employees this year for all of our groups, although we are mostly focused on Software, Chip Design, and Architecture areas. During the hiring process candidates participate in both professional and HR interviews, currently conducted online. All of our open positions can be found on our website. We also attend many online hiring fairs and events all around the country, give many professional lectures and webinars, and are in continuous cooperation with many organizations to bring talent to Nvidia.
Which changes forced upon you by the circumstances will stay in place after Covid-19 is over, and which are you most eager to revert back to normal?
I believe that we will be implementing a hybrid model of work moving forward for a large part of our employee population and I think this is the best thing to come out of the pandemic. We have discovered that the place of work does not necessarily have to be at the office and we can continue to be efficient even under such circumstances. Having said that I am most eager to be able to see our employees back in the office and finally see them in person.