Talent Edge : Talent Acquisition - a Strategic Approach NHRDN Conclave 20.1.2011 Sharad Gangal EVP- HR,IR & Admin ‘ Talent Acquisition and Retention is not just a skill, it is an organizational Attitude ’!
Talent Attraction : Major Business Challenge
Strategic Talent Framework
Some Talent Acquisition Methods to suit changed scenario
Some Key Elements of a robust Talent Acquisition
Talent Attraction : A Major HR Challenge
Rapidly changing economic scenario : Emergence of BRIC. Multiple choices available for the employees across the globe.
Rapidly Shrinking World : Social Networks, Faster Information exchange
A BCG survey spanning 83 countries shows that developing and retention is a challenge. A staggering 60 % + executives felt insufficiently engaged
Educated VS Talented Dilemma
Demand Exceeds Supply and Loyalty is Portable.
Strategic Talent Framework Talent Acquisition Talent Development Talent Management Talent Retention HR Policies and Planning Employment Branding Cultural Induction Leadership Development OD Interventions : E-Groups of the Talent, Learning & Development activities Performance Management Reward & Recognition Talent pipeline, Career Development (job rotations, fast track schemes), Succession Planning Retention policies Employee Engagement
Some Talent Acquisition Methods to suit changed scenario Virtual Acquisition (Direct / Lateral Sourcing): Job portals, knowledge communities, campus communities, competition intellegence Talent Tracking : Newsletters that advertise internal movements and appointments can be tracked and used for internal mapping Campus Building : Building long term relationship with the Campuses. Ongoing visibility enhancement through Early mover advantage, On-campus Promotions, Academic Programmes etc. Bonds without Ties : Openness to acquire and leverage talent in a non conventional manner (Bubble Assignments,Facilitators)
Build Employment Brand : Mechanisms such as Success Stories / Experience sharing, Campus Bonding will yield an Employment Brand that is strong on the following parameters : Some Key Elements of a robust Talent Acquisition Strategy
1. Brand Awareness
Degree to which candidates are familiar with your brand
3. Brand Differentiation
The degree to which candidates percieve differntiation between your and other recruiter’s brand
2. Perceived Quality
The degree to which your firm is recognized as having a positive reputation
4. Brand Impact
Extent to which your Company’s brand reflects the impact, e.g. good ranking on “Best Place to Work”, employee referral rate, employee survey observations, community participation
Innovative Talent Scout : Market the openings – evangelize employment. Create “Pull” for the candidates by microtargetting. Get an approachable, persuasive, non-intimidating talent “Collector ”
Define, Standardize processes , then Deviate if Need Be : Define the “Tickets of Entry”, Assessment Mechanisms, Culture Fit evaluation process for the new hires. However, don’t let this to be a trap. E.g. while position pre-requisites are essential, don’t be afraid to explore non-conventional backgrounds and dip into the diversified talent pool Track the Strategy: Yearly soul-searching on Acquired- Leveraged – Retained- Exited with cause & effect focused lens is vital. Important insights will also come from the Employee Engagement Survey. Some Key Elements of a robust Talent Acquisition Strategy