2. Table of contents
Forward
Workforce Analytics and Big Data
Key drivers of Talent Acquisition
Evolving Role of TA Managers
Understanding Sourcing & Selection
Glimpses from the roundtable
Technology driven innovation
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3. Forward
Employers worldwide agree
that
it’s
becoming
increasingly difficult to find
the right talent needed to
fuel organisational growth
and sustainability. Friction
points in supply and demand
and shifting skills sets will
call for a radical rethinking of
how companies source and
deploy talent and work.
The future of workplace is
fast evolving and is getting
impacted
by
multidimensional
changes
including changing work
force demographics, quality
of talent pool, competitive
compensation
structures,
technology enablement and
social media engagement.
Organisation
need
to
develop blended talent
acquisition strategies to
attract
and
hire
top
candidates
—
creating
sourcing plans that include
social media and employer
branding. HR Leaders have
to
find
recruitment
technology not only to reach
candidates but also to assess
and provide analytics on
those candidates.
Finding the right talent is critical for transforming the company, and building comprehensive
recruitment plans that unify business goals and talent aspirations.
This session of the Workplace 2020: HR Roundtable series witnessed exchange of thoughts by HR
Leaders to explore, identify and share some key learning’s from Indian businesses with respect to the
latest practices and future trends in talent acquisition.
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4. Key drivers of Talent Acquisition
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5. Key drivers of Talent Acquisition
• Highly competitive, complex and global workplace environment.
• Workforce Demographics.
• Technological changes will be game changer.
• Insufficient talent supply will lead to continuation of ‘War for Talent’.
• Evolution of newer types of employment contracts.
• Managing career aspirations of young population.
• Employer Branding will drive organisational capability to attract top talent.
• Emergence of Leadership Brand will define organizational brand in the future.
Talent acquisition in the current context is highly operations driven, reactive in
approach and sometimes without timelines however the future will witness HR
to be more proactive in approach and aligned to business.
- S.Y.Siddiqui, Chief Operating Officer (COO) – Administration
Maruti Suzuki India Limited
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7. Understanding Sourcing & Selection
• Talent Acquisition (Sourcing & Selection) - On Demand sourcing and face-to-face selection
methods are considered highly ineffective and we’ll see major shifts in the future.
• Huge pressure on sourcing teams to meet hiring numbers, specially in IT/ITes.
• Selection engines are still unreliable – innovative thinking and solution needed.
• Organisations are incentivising business leaders to source talent internally.
• Employability gaps at entry level are still large that causes shortage in talent supply.
• 60-70% of people passing out of campuses lack functional capability.
• Value based selection will remain key and will define workplace culture.
On Demand hiring is probably the worst form of hiring which is recognised
globally. In my personal view, face to face interviewing is probably the most
unreliable method to bring people into your organisation.
- Deepak Dhawan, CEO & Founder , Talentonic HR Solutions and
Former Global Head – HR, EXL Service
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9. Technology driven innovation
• Mobile Apps are going to be the life blood for young people entering workforce.
• Digital platforms are key as employer brands will get built online in the future.
• Although at nascent stage currently, but organisation are already beginning to leverage Mobile
Apps for On-boarding, Learning, Employee engagement and employees referrals programs.
• Social media continues to remains key in overall talent acquisition strategy.
• Effectiveness of social media for hiring is still evolving and is being questioned by organisations.
• Mobile + Social media is expected to be game changer in the future of talent acquisition.
• ‘Human touch’ needs to be retained and enhanced across employee touch points.
Social media is an integral part of talent acquisition managers lifestyle today.
Most of us use smart phones and 70-80% of candidates want to look at a job at
a click of a button. Applications such as WhatsApp are increasingly being used.
- Natasha Singh
Senior Vice President – Human Resources, Steria India
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11. Workforce Analytics and Big Data
• The purpose of workplace analytics is to unleash insights to know your own organization better.
• Internal insights are far more critical than building predictability on external factors.
• Business decisions in future will be more and more based on objective data curated from
workplace analytics.
• HR Analytics will go across employee lifecycle and not just restrict to workforce demand planning
and jobs forecasting.
• It is important for leaders look at analytics as a strategic tool however they must still take
decisions with their own wisdom.
Organisation in the future will develop specific apps that can be leveraged for
attracting and engaging employees across platforms such as mobile & tablet.
Employer brands, just like consumer brands will be built online in the future.
Abhijat Mitra
Director - People Operations (APAC) at Exponential
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13. Evolving Role of TA Managers
• The role of TA professionals has become key contributor to business success.
• Talent acquisition in the future will be more of talent farming (building talent communities) and
not just talent hunting (On-demand hiring).
• Leveraging social media and data analytics are going to be the most critical competencies for any
talent acquisition professional in the future.
• Talent acquisition professionals will have to understand the business context and deliver long
term value to an organization. Only meeting short term numbers will no longer be sufficient.
• Talent acquisition will be more aliened to business. It is expected that far more non HR
professionals will take up TA roles in the future.
How do we assess the correct attitude at the time of hiring is critical, especially
in mid-senior level hiring as its impact the workplace culture across the
organisation. Psychometric assessment has its limitations as it doesn’t work
every time.
- Anshumal Dikshit
Head – Human Resources, iGate BPO
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15. Glimpses from the roundtable
Participation by HR Leaders from following organization (in alphabetical order)
Cadence India Exponential
Mentor
Graphics
ONGC
HCL Tech
iGate BPO
Jubilant Life
Sciences
Pfizer
Radio Mantra
Steria India
Lava
International
Talentonic HR
Solutions
Maruti Suzuki
Zee Media
16.
17. HR Leaders
Roundtable Series
Workplace 2020 Initiative by Corporate Shiksha
Corporate Shiksha™ – the learning network for Young India is
a next generation platform to nurture and grow the
capability of young and aspiring professionals. It is focused
on helping students and working professionals to get ahead
in their corporate career by facilitating practical &
experiential learning programs with a spirit of volunteerism
and social development.
Workplace 2020 in an initiative by Corporate Shiksha is an
attempt to create an learning platform on Future of
Workplace focused on corporate leaders in India and South
Asia Region. Workplace 2020, HR Leaders Roundtable series
has created a strong consortium of industry leaders to
explore, identify and showcase effective and innovative
people strategies which enable them in becoming future
ready organizations and improve overall people
management practices.
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