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Belong Executive Briefing: #FutureReady Talent Strategies for Business Impact

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On June 22nd, we organized our first Belong Executive Briefing - an exclusive Roundtable and Networking event attended by some of the top Talent Leaders in India today. The aim of the event was to offer a platform for industry leaders to meet, discuss the challenges being faced by Talent Acquisition teams today, and learn about how companies have to adapt to remain competitive in today’s candidate-driven market.

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Belong Executive Briefing: #FutureReady Talent Strategies for Business Impact

  1. 1. Belong Executive Briefing: Future-Ready Talent Strategies for Business Impact
  2. 2. On June 22nd, we organized our first Belong Executive Briefing - an exclusive Roundtable and Networking event attended by some of the top Talent Leaders in India.
  3. 3. The aim of the event was to offer a platform for industry leaders to meet, discuss the challenges being faced by Talent Acquisition teams today, and learn about how companies have to adapt to remain competitive in today’s candidate-driven market. 
  4. 4. There were three main points of discussion at the event: - Innovative ways to deal with shortage of talent - Improving Candidate Experience - Importance of aligning Talent Acquisition with Business
  5. 5. 1. Innovative ways to deal with shortage of talent
  6. 6. “Lack of relevant talent is going to be an issue particularly when you are hiring for extremely niche roles or skills that are inherently difficult to assess. The important thing is to enable business to give constructive feedback to better your search -- even if it means a hard pushback at times.” TARUNA REDDY HEAD OF TALENT ACQUISITION TESCO TECHNOLOGY
  7. 7. “Maintaining a healthy talent pipeline needs us to think long term. At Sabre, we are thinking at least two to three years down the line -- which is why we have started working with universities and colleges to facilitate incubation centers to equip the next generation of talent.” SHREEDEVI ROOGI GLOBAL TALENT ACQUISITION APAC SABRE TECHNOLOGIES
  8. 8. “At Intuit, Talent Marketing is a specialized function that focuses on our employer brand. Ensuring our target talent have a top-of-the-mind recall of our brand is a high priority.” DENNIS WILFRED HEAD OF TALENT ACQUISITION INTUIT INDIA
  9. 9. “There is a need for a mindset shift when it comes to technology. While there is a lot of focus on AI and analytics technologies, do we know how to leverage them right? Are we incentivizing the right behavior along with the right tech?” SINDHU SUBHASINI INDIA HR HEAD BRILLIO
  10. 10. “Whenever business leaders talk to media, they talk about products and technology. But equip them to talk about your talent and hiring and you will begin to see the impact on your employer brand.” GAUTAM SHETTY HEAD OF TALENT ACQUISITION JCPENNEY
  11. 11. “Empowering our leaders and people to evangelize the InMobi brand has hugely impacted our ability to attract talent. And that’s where investing in content and digital internally in Talent Acquisition has made sense to us.” NAMITA VYAS HEAD OF TALENT ACQUISITION INMOBI
  12. 12. 2. Improving Candidate Experience
  13. 13. “It is impossible to deliver great candidate experience if it is solely an HR responsibility. In my view it is a shared responsibility between HR and Business and we need to drive it.” VINUTHA RAJA HEAD, HUMAN RESOURCES SONY INDIA  SOFTWARE  CENTRE
  14. 14. “I think talent leaders are like full-time career coaches today. I spend a large amount of my time today out of the office engaging high-quality passive talent.” CLIVE RODRIGUES TALENT ACQUISITION PARTNER APAC KRONOS
  15. 15. “One way to bring in efficiency into candidate experience is to separate the sourcing and engagement function, which means the engagement specialist holds the candidate relationship across their journey with us.” MAHESH  SRINIVASAN VP - HUMAN RESOURCES FIDELITY INVESTMENTS
  16. 16. 3. Importance of aligning Talent Acquisition with Business
  17. 17. “Talent Acquisition has to enable talent pipeline visibility - we have to bring an understanding of the landscape and get forecasting right. If we don’t, it seriously hampers our ability to do the right kind of candidate engagement.” SRIRAM A G GLOBAL TALENT ACQUISITION DIRECTOR JUNIPER NETWORKS
  18. 18. “When helping business understand the talent landscape, don’t just focus on the number of people in the market. Focus on the different kinds of impact different kinds of people have.” ANIL CHANDRA HEAD OF TALENT ACQUISITION OLA CABS
  19. 19. “Business requirements for hiring are going to be niche. And when that happens our focus is not on speed, but on quality. In fact, at InMobi we have stopped tracking SLAs for hiring time.” KEVIN FREITAS HUMAN RESOURCES LEADER INMOBI
  20. 20. “We are enabling business and recruiting to align better with Recruitment Strategy Meetings before opening up a new role. The goal is to proactively align and outline key requirements, without which we don’t open up hiring.” GEETA RAMESH GENERAL MANAGER - TALENT ACQUISITION PHILIPS
  21. 21. “While the JD is something you measure your hiring against, it doesn’t necessarily do a good job of capturing a lot of critical information. My fear is it is lost between business and recruiting invariably.” CHARITHA RAO VP, HUMAN RESOURCES ABB
  22. 22. “While there is a lot of focus on hot-skill hiring, business also needs talent with “legacy” skills. This is always a huge pain point that doesn’t get enough attention. For example, how do you find the folks who have worked on OS/390?" ANNU MATHEW DIRECTOR, INDIA RECRUITING CERNER CORPORATION
  23. 23. “When we stopped obsessing about time-to-fill and instead on value of talent being hired, coincidentally our hiring time actually dropped. Hiring right talent ensures that we retain them longer. This demonstrates impact to business” CLIVE RODRIGUES TALENT ACQUISITION PARTNER, APAC KRONOS
  24. 24. MAIL US hello@belong.co

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