Hiring and Retaining Top Talent with Ankit Shah

In today’s competitive job market, attracting and retaining top talent has become a significant challenge for organizations across industries. In this installment of our Talent Management Insights series, we sat down with Ankit Shah, Manager of Culture & Engagement and Corporate Affairs at Advanced Drainage Systems (ADS), to discuss effective recruitment strategies, employee engagement, and the role of leadership in creating a workplace where employees thrive. 

Effective Strategies for Recruiting Top Talent 

When asked about his approach to recruiting top talent, Ankit emphasizes the importance of branding. 

“First and foremost, businesses must brand themselves effectively. I think of internal customers as employees and external customers as those we serve. To recruit top talent, they need to know you exist, and they need to understand what your organization stands for,” he shares. 

Ankit highlights that the key challenge today is cutting through the information overload potential candidates face. 

“Everyone is flooded with information constantly, whether on their phones or computers. So what makes you stand out? It’s your brand—your messaging, your engagement, and your inclusivity,” he says. 

At ADS, the company’s culture statement is a core part of its branding and recruitment strategy. Ankit explains that the culture statement’s focus on making employees feel “heard, valued, and respected” was a major draw for him personally. 

“When I saw that culture statement, it resonated with me. It made me realize that leadership at ADS truly believes in this work. It’s not just about creating a great product; it’s about ensuring that every employee—from the frontline worker to corporate staff—feels included and valued,” he explains. 

The Importance of Onboarding 

Ankit believes that onboarding is a crucial part of the employee lifecycle that some businesses overlook. 

“When you bring in new talent, what does their first 30, 60, or 90 days look like? Are they just handed paperwork and policies, or do they have opportunities to build meaningful connections within the organization?” he asks. 

According to Ankit, human-centric onboarding—where new employees can connect with their team, other departments, and even potential mentors—is key to retention. 

“A typical orientation process can be very paper-driven and process-oriented, and it’s not human-centric. Businesses that lean toward creating human-centric onboarding experiences tend to see better retention rates because employees feel supported from day one,” he says. 

Mentorship is another critical element Ankit recommends incorporating into onboarding programs. 

“It’s helpful to connect new employees with a mentor who can help them navigate the company culture and integrate into the business more quickly,” he adds. 

Building Employee Engagement Through Leadership 

Ankit stresses that the role of leaders in engaging employees cannot be overstated. 

“Leaders work with their direct reports daily. They have the most critical role in creating an engaging environment where employees feel heard, valued, and respected,” he says. 

ADS invests heavily in leadership training to ensure that leaders understand their impact on employee engagement. 

“We’ve implemented leadership training focused on creating psychological safety. Leaders need to build trust with their direct reports and recognize their individual contributions in a timely manner,” Ankit shares. 

He explains that recognizing employees’ efforts doesn’t have to be a grand gesture—it’s about showing appreciation for small wins and individual contributions. 

“Businesses often do a good job recognizing employees once or twice a year with service awards or end-of-year celebrations. But what about the small, day-to-day contributions? Recognizing those efforts helps employees feel valued and connected to their work,” Ankit notes. 

Retaining Talent in a Changing Workforce 

Retention is a growing concern for many organizations. Ankit believes that organizations need to create intentional strategies to retain employees beyond just competitive pay and benefits. 

“Employees want to feel connected to the company’s mission and values. If they don’t see alignment between what they were promised during recruitment and their actual experience, they’re more likely to leave,” he says. 

For Ankit, it all comes back to leadership. 

“Leaders need to take the time to build relationships with their employees, understand what drives them, and recognize their contributions. It’s about creating a culture of belonging where employees feel empowered to contribute to the organization’s success,” he concludes.