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Belong Executive Briefing Pune: July 28, 2017

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In the second round of our Belong Executive Briefing, we continue asking industry leaders what "#FutureReady Talent Strategies for Business Impact" means to them.

Published in: Recruiting & HR
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Belong Executive Briefing Pune: July 28, 2017

  1. 1. Belong Executive Briefing: JW Marriott, Pune July 28, 2017
  2. 2. On July 28th, we traveled to Pune for the second round of the  Belong Executive Briefing - an exclusive Round Table and Networking event where we bring together Talent Leaders from some of the most innovative companies 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 - Importance of aligning Talent Acquisition with Business - Re-thinking the TA organization and its capabilities
  5. 5. 1. Innovative ways to deal with shortage of talent
  6. 6. "We are focusing on campus hiring and forums to build our own pipeline of talent for the kind of talent we will be needing.   I also do research at the outset to understand and identify where the talent really is" Payal S General Manager, Talent Acquisition John Deere
  7. 7. "Creating a talent road map, looking at futuristic skills and looking at where the company is going, is critical to being future ready." Siby Vinu Thomas Manager, Strategic Recruitment, Niche Hiring, Social Hiring & Demand Planning Capgemini
  8. 8. "We’re looking at innovative ways like Hackathons, coding challenges, etc. to identify quality of talent, which is a complete transformation from previous interview rounds." Satish Warrier AGM - Leadership and Campus Hiring Hexaware Technologies Limited
  9. 9. "Companies are now looking to hire 80% fit in skill set and then groom them in-house because it is easier to find this level of talent and the cost is significantly lower as well." Ravi Bajpai Senior Manager - Talent Acquisition Atos
  10. 10. 2. Importance of aligning Talent Acquisition with Business
  11. 11. "At BMC – our agenda was to promote collaboration with Business. Today, the onus of the hire, is on the Hiring Manager itself. While recruiters can facilitate the agenda and the information necessary – the HM is finally the owner." Pratyush Nandkeolyar Head Recruitment, India & APJ BMC Software
  12. 12.  "We have a partnership with business so even before the projects come in,we start identifying skills required and where they are available. This interaction with business, where we showcase the available talent even before the hiring process begins, is critical to our success." Siby Vinu Thomas Manager, Strategic Recruitment, Niche Hiring, Social Hiring & Demand Planning Capgemini
  13. 13. "TA should be treated as a business function, and this should be led top-down. The TA team should be part of the conversations right at the beginning to forecast requirements and start planning how to build out talent communities and partner better with business." Zakee Sheikh Group Manager - Talent Acquisition  KPIT Technologies Limited
  14. 14. "Because we have one-on-one interactions with candidates, hiring managers also feel responsible and feel like partners to the talent acquisition team." Rajiv Naithani Director, HR Dassault Systems
  15. 15. "Our Tactical Workforce Planning allows us to map available talent - we use reports from niche RPOs, social insights, forums, communities, etc – and then be future ready in terms of knowing what the available talent will be by the time we need it" Payal S Head of Talent Acquisition John Deere
  16. 16. 3. Re-thinking the TA organization and its capabilities
  17. 17. "Personalization is a key factor during this digital transformation. Especially when everyone is adopting automation in their hiring and this is bringing everyone up to the same level - personalization  will be a critical differentiator"  Pranali Save Director and Head HR, India Tieto
  18. 18. "We are planning to make a candidate care team for candidate re-engagement in the pipeline & future hiring, from the ones who didn't go through for active roles today" Bhavesh Kataria Director, Talent Management Wissen Technology
  19. 19. "It’s no longer people management - it’s people, with technology. Tech is changing so fast, and people need to be constantly up-skilling. Since younger folks are more adaptable to this learning curve, we need to be prepared and adapt ourselves to this." Satish Warrier AGM - Leadership and Campus Hiring Hexaware Technologies Limited
  20. 20. "Talent Acquisition needs to have the ability to forecast the  availability of talent. This is the agility that we need to build as an internal capability to be able to be strategic partners with business." Deepak Babu Manager Talent Acquisition Akamai Technologies
  21. 21. "We use social listening to understand a candidate’s perspective and understand what will attract candidates. We also partner closely with our MarCom team and use insights from our AdWords data to identify where talent is available and how to attract this talent ." Siby Vinu Thomas Manager, Strategic Recruitment, Niche Hiring, Social Hiring & Demand Planning Capgemini
  22. 22. MAIL US hello@belong.co

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