BNY Mellon

Sheena Neo is a seasoned professional who has pursued political science and corporate communications degrees and has a passion for leadership and community service. Her HR career began at Unilever, where she led diverse projects, including employee engagement, internal communications and talent acquisition. She demonstrated a keen ability to champion mental health awareness at work and foster a safe, fair and inclusive workplace. 

Before her stint at BNY Mellon, Sheena gained multifaceted experience working with ByteDance and TikTok as an HR business partner, driving meaningful human capital initiatives such as organizational design and workforce planning within the R&D sector.   

In an interview with Manage HR, Sheena Neo shares her comprehensive insights on the significance of pre-employment screening in the HR landscape and her mission to realize potential and groom talents for tomorrow.

Can you share insights into the professional journey that led to your position at BNY Mellon and your current roles and responsibilities?

I have a deep educational background in political science and found myself drawn to creating positive experiences in the workplace. My passion for understanding interpersonal relationships and people dynamics motivated me to excel in my daily work. As I delved deeper into HR, I realized it was the perfect space to channel my positive energy. 

I began my HR career at Unilever, focusing on communications and employee engagement. Later, I transitioned to ByteDance and TikTok as a global HR business partner in the technology sector, emphasizing agility, speed and scalability.

My next move was to BNY Mellon, where I was tasked with building the early career space in the Asia-Pacific region from scratch. This involved crafting strategies, engaging with stakeholders, and executing recruitment. I emphasized creating a seamless employee experience for candidates from attraction to onboarding, including compliance-heavy tasks like pre-employment screening.

In my current role, I oversee the early career talent pipeline in BNY Mellon’s APAC regions. Our primary focus is on key markets such as Singapore, Hong Kong, and Japan, with plans for expansion in the coming years.

As the VP and Head of APAC Campus Recruitment at BNY Mellon, what do you perceive as some of the major challenges in the current landscape of pre-employment screening?

When considering challenges in the pre-employment screening space, it is crucial to understand the journey of raising awareness about the company, its values and operations to attract candidates to the brand and values. The next phase involves internally aligning systems and frameworks for a smooth interview process, ensuring consistency and positive branding. Externally, keeping candidates engaged throughout the interview process is key, as well as ensuring continuous communication and feedback. Additionally, it's essential to maintain a warm relationship with candidates who may not be fit for the current role but could be for future opportunities.

Once a candidate is chosen, the role must be effectively sold and aligned with their interests and motivations. Negotiation then becomes crucial to ensure a win-win situation regarding expectations and terms.  

“I found my way into HR and have been continually upskilling for personal and professional growth, a principle I believe applies to everyone.”

Following acceptance, the administrative part kicks in, involving compliance, regulations, and background checks that can be time-consuming. Proactive communication during this phase is necessary to provide candidates with reassurance and a sense of belonging.

Ultimately, the pre-employment phase sets the tone for the employee’s journey, impacting engagement and retention. Even the initial 90 days of onboarding, considered a part of pre-employment, are critical for employees to feel supported and prepared for success. In essence, attention to detail and proactive engagement throughout the pre-employment process effectively contribute to positive employee engagement and successful onboarding.

What trends or developments do you observe in addressing the prevailing challenges in pre-employment screening?

Pre-employment screening poses several challenges, starting with engaging candidates effectively. Beyond personal soft skills, leveraging tools is crucial in this regard. For instance, scheduling interviews can be streamlined with tools like Eightfold, which automates scheduling based on calendar availability, minimizing administrative hassles and ensuring a seamless experience for both parties.

Another trend is the growing reliance on recruitment tools such as Handshake, which aid in sourcing applicants, engaging them and enhancing branding efforts. These tools contribute to a smoother recruitment process overall.

Today, there is a growing emphasis on pre-boarding strategies to create enthusiasm among candidates before their first day at the company. Utilizing apps or platforms to provide automated information about its culture, purpose and team dynamics helps ensure candidates are attracted to the company’s ethos early on.

The background check process is also transforming, shifting towards vendors offering a more personalized approach. Instead of a formal reference check, these vendors aim to establish a genuine connection with candidates, aligning with the company’s culture and fostering a sense of belonging from the outset.

Do you have any words of advice for your fellow peers and emerging professionals in this field?

Remember that the human element remains paramount, no matter how advanced technology becomes. While automated processes can streamline tasks, it is crucial to prioritize personal soft skills and interpersonal abilities. As professionals in HR and recruitment, your role is to engage with candidates, sell the company culture, and create a positive experience. Embrace technological advancements as tools to enhance your performance, but always maintain a focus on the human aspect of your work. Never underestimate the importance of the human touch, which is my primary advice.