For the 8th edition of the Belong Executive Briefing, we brought our Round
Table Discussion to JWT Marriott, Bangalore
The invite-only event included some of the country's most forward-thinking
Talent Leaders from Bangalore to discuss some of the top challenges in Talent
Acquisition today, and how to prepare for the future.
How to enable alignment of HR and Business as strategic partners?
"Talent Acquisition fails at the very first
step because we don’t know about business.
We are constantly in a reactive mode
because of high pressure. That’s why the
business perspective is missing.
TA should equip themselves with the talent
landscape and market data and then go to
HM. Our job is not much different from a
sales job in terms of achieving numbers."
Director Talent Acquisition, EMEA/APAC, TiVo
"In the context of Business-Talent Acquisition
alignment, a recruiter ends up being on both
sides of the table. For business, time is key and
cost is not a consideration. But as a TA, you have
to keep the cost into account.
With the cost for hard-to-hire roles going up, it's
important for TA to plan in advance. Then you
can go about hiring strategically and don’t have
to shell any amount just to get the person in."
Director of Human Resources, Unisys India
"Today, you want talent acquisition teams that
can sell, that can tell a story. You want them to
be salespeople. If we at Philips want to be
known as a tech brand, we need marketing to
change that perception."
Head of Talent Sourcing in India, Philips
On candidate experience as the competitive advantage
"At Wipro Digital, we are breaking away from some
of our traditional hiring practices in terms of hiring
from only pedigree universities. We are also going
out of our way to provide a brilliant candidate
Head of Recruitment, India at Wipro Digital
"Today, the recruiting process is not built for
experience, it’s designed for the sake of being a
process. Candidate experience should be as
easy and seamless as using an iPhone."
Director - Talent Acquisition, IBM
"The problem is not candidate data. You go to
multiple conferences and meet so many
passive candidates. The real challenge is how
do you engage and nurture that talent. How do
you put your EVP in front of that talent?
Senior Manager, Talent Acquisition at WalmartLabs
"Consumer behaviour is directing candidate
behaviour. As consumers, we are used to
personalisation while shopping online and using
social networks. This has led to a need for
offering a personalized candidate experience as
Director & Head COE Talent Acquisition, Capgemini
What capabilities should Talent Acquisition be investing in?
"I feel HR is in a real problem. If you are not
getting your structure right, you will become
irrelevant. Data can only suggest where you can
go, but you have to weave a conversation. A
narrative is missing at the moment. We should
take the mantel in our hands to change the
perception of recruiters."
Head Talent Acquisition & Staffing at HP
"Every organization is facing the same problem,
irrespective of size. That’s why cross-skilling and
up-skilling is getting important. All problems can’t
be solved by external hiring. That's why L & D
Director of Human Resources at Trianz
"We don’t deal with volume hiring, so it makes a lot
of sense for us to build personal relationships with
candidates. It’s extremely important to create a
brand presence and we always try to find creative
ways to get in touch with these people."
Head of People & Culture at Sling Media
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