In this exclusive interview, Lily Sahota, Vice President- Human Resources at Medanta Super Speciality Hospital, Lucknow, shares with CXO Media how the hospital is preparing its workforce to meet the rising demand for specialised and patient-centred healthcare.Â
The conversation highlights the hospital’s approach to hiring, strengthening clinical governance, investing in continuous training, and using technology to improve recruitment and learning.
How is Medanta Lucknow preparing its workforce to meet the growing demand for specialised and patient-centric healthcare services?
At Medanta Lucknow, we believe patient-centered care begins with the right people and the right systems. Quality people deliver quality care. We choose our people, our family, with care. All employees have the right credentials in place, supported by detailed background verification, including direct verification of educational qualifications from their colleges.
We follow strong clinical governance to ensure that doctors, nurses, and allied staff work strictly within their training and area of expertise. Robust in-house training for nurses and other healthcare staff plays a key role in skill enhancement. This is supported by on-the-job training, regular evaluations, and ongoing clinical and soft-skills programs aligned with quality and safety standards. Together, these ensure our teams deliver specialised care that is safe, integrated, and affordable for patients.
What are the most critical skills you look for today when hiring clinical and non-clinical talent?
In healthcare, the right attitude matters as much as qualifications. We look for people who are ethical, responsible, and genuinely care about patients. Since we follow strict background verification and fair hiring practices, integrity is extremely important to us. For clinical staff, strong clinical knowledge, safety awareness, and teamwork are essential. For non-clinical roles, communication, empathy, and a service mindset matter greatly, as they shape the patient’s experience at every step.
How is technology, including digital HR systems and AI, helping improve recruitment, training, and employee engagement at Medanta?
Digital HR systems help us manage recruitment, onboarding, training, and compliance in a more organised and transparent way. They give us clear visibility into who has been trained, what skills are available, and where we need to focus more.
We are also beginning to use data and AI-based tools to make hiring smarter and training more targeted. This allows us to support our people better and offer more personalised learning and growth opportunities.
What initiatives has Medanta taken to attract and retain skilled healthcare professionals in a competitive market?
People stay where they feel respected, safe, and valued. Culture comes first. At Medanta, we focus strongly on fair practices, an open-door culture, and ethical conduct. Employees know they can raise concerns and be heard.
We also invest heavily in training, learning, and career growth. When professionals see that they are developing and working in a high-quality, patient-focused environment, they are more likely to build long-term careers with us.
What steps are being taken to support employee well-being, mental health, and work-life balance in a high-pressure healthcare environment?
Healthcare can be emotionally and physically demanding, so employee well-being is a big priority for us. Having the right skill mix with adequate numbers of employees in each role has led to the balance.
We have POSH, Grievance, and Second Victim Committees for employee support. Our open-door policy by leadership is our unique mantra. We encourage a culture where people feel safe to speak up and seek help. Managers are trained to watch for burnout and distress and guide employees toward the right support.
How does Medanta collaborate with educational institutions or skill bodies to build a future-ready healthcare workforce?
We work closely with nursing colleges, paramedical institutes, and training partners to give students strong clinical exposure and practical learning. We also verify educational qualifications directly with institutions, which helps maintain high standards.
Our training programs are aligned with national and international quality frameworks so that new professionals joining Medanta are ready to deliver safe and patient-centred care from day one.
From an HR leader’s perspective, what policy or ecosystem-level changes are needed to strengthen India’s healthcare talent pipeline?
Employer branding has become very important today, as attracting the right talent depends on it. Candidates want to feel valued, see clear growth opportunities, and connect with the organisation’s culture.
A focused approach is needed across the entire journey, from sourcing to nurturing talent. We also need to strengthen educational institutions and create closer alignment between healthcare education and what hospitals actually need on the ground.
Greater emphasis on hands-on training, skill certification, and continuous learning can make a real difference. Tie-ups with educational institutes will further strengthen talent acquisition and build a steady pipeline of skilled professionals.
