By Dorita Yiannikou
Beth Davies, former development director at Tesla, Gap, Apple, and Microsoft, spoke to "K" about talent attraction strategies employed by leading tech companies. Davies, who was in Cyprus for the Digital Agenda conference, shared insights into how these companies hire and train employees for success.
She emphasized that a shared company culture and common goals are key to placing the right people in the right positions. Davies also highlighted that adaptability, a passion for learning, and a growth mindset should define all employees in these companies. When discussing Tesla, she noted that its hiring process was unique. Unlike other companies that focused on degrees and work experience, Tesla prioritized candidates' mindset over their skills.
What are the key strategies to attract, develop, and retain top talent in a competitive market?
"If your company doesn’t differentiate itself, it won’t attract the talent you’re seeking. You need to stand out from the competition, starting with a strong product that naturally draws in the right people. Additionally, you must foster a corporate culture that aligns with your company’s mission. Culture isn’t just about atmosphere; it’s about how decisions are made and how teams collaborate to achieve goals. When employees work within a company where goals and culture are aligned, they are more likely to stay, as that environment is rare to find elsewhere."
Can you share examples where HR strategies you employed were particularly effective?
"At Tesla, I learned a lot. Our hiring approach focused more on mindset than skills. While many companies were examining degrees and work experience, Tesla looked at how candidates think and their ability to overcome challenges in a constantly evolving environment. This approach to recruitment—focusing on identifying alignment with the company’s mission and culture—was key to quickly integrating new employees. Adaptability and a desire for continuous learning were also crucial. Rather than spending time on the usual paperwork or company tours, Tesla emphasized understanding the bigger picture. Success at Tesla means focusing on the mission and goals of the company while pushing the boundaries of innovation, which was what set us apart."
What role does technology play in the Human Resources Department?
"It’s 2024, and technology is vital across all sectors of a company. My advice is to automate what you can, so you can focus on the most important, strategic aspects of the job."
What advice would you give a company that isn’t investing enough in its Human Resources department?
"The question assumes that the CEO and board must micromanage HR. I wonder if that’s really necessary. If the right HR team is in place, trust them to do their job. If HR is aligned with the company’s mission and culture, there won’t be any issues. It’s unfortunate when HR constantly seeks validation from the company instead of confidently doing what they know is right."
Can you share a challenging experience from your career?
"I use the metaphor of eating an elephant: you do it one bite at a time. Challenges are best tackled step by step, building on small successes. One example from my career was developing a leadership program that many didn’t initially see as a priority. However, when I secured the support of a senior executive, it set off a chain reaction of support from others. We built momentum instead of waiting for unanimous approval."
Can you share experiences from your roles at major tech companies?
"Building the future from scratch means rethinking everything. At Apple and Tesla, I asked my team in the development and education departments to imagine what the department would look like if it started today. This reflection pushed us to think about new technologies and approaches, helping us improve both the present and future."
How do you ensure your organization stays competitive in a fast-changing industry?
"Maintaining an evolutionary mindset is crucial. The world is constantly changing, and companies must evolve with it to survive. The moment you stop learning or adapting, you begin to fall behind. This applies to both people and companies. Complacency is dangerous—someone will always be ready to take your place."
How did you maintain the ethos and advance your strategy at Tesla in such a fast-paced environment?
"At early Tesla, we would tell young employees that we were competing against giants—BMW, Ford, Toyota, GM—and that they were asleep. The future was electric vehicles, and once these giants woke up, they would have more resources than us. Our goal was to cover as much ground as possible before that happened, and that drive paid off. By the time the auto industry caught on, Tesla was already a leader. Today, our mission continues to expand, and we’re working toward global transitions in sustainable energy, which requires us to act with urgency."
[This article was translated from its Greek original]
