Acquiring Talent through Digital Media K Raghavendra VP & Head HR Infosys BPO Ltd NHRDN Seminar "The New ABC of Talent Acquisition" Delhi, Jan 2012
Safe HarborCertain statements made in this Meet concerning our future growth prospects are forward-lookingstatements, which involve a number of risks and uncertainties that could cause actual results todiffer materially from those in such forward-looking statements. The risks and uncertaintiesrelating to these statements include, but are not limited to, risks and uncertainties regardingfluctuations in earnings, our ability to manage growth, intense competition in the industry includingthose factors which may affect our cost advantage, wage increases in India, our ability to attractand retain highly skilled professionals, time and cost overruns on fixed-price, fixed-time framecontracts, client concentration, restrictions on immigration, industry segment concentration, ourability to manage our international operations, reduced demand for technology in our key focusareas, disruptions in telecommunication networks or system failures, our ability to successfullycomplete and integrate potential acquisitions, liability for damages on our service contracts, thesuccess of the companies in which Infosys has made strategic investments, withdrawal ofgovernmental fiscal incentives, political instability and regional conflicts, legal restrictions on raisingcapital or acquiring companies outside India, and unauthorized use of our intellectual property andgeneral economic conditions affecting our industry. All the statements made in this presentationare the views and opinions of the speaker and is in no way a representation of the views of theorganization.
Talent… Our assets walk out of the door each evening. We have to make sure that they come back the next morning! N. R. Narayana Murthy
The Talent Landscape Effective Business Innovation Practices Entrepreneurship Sustainable enterprise Create jobs & livelihoods Education Employability Qualified Talent Pool Gross enrolment ratio in tertiary education (2007) 100% 82 80 76 59 60 40 30 23 20 12 0 USA Norway UK Brazil China India (2006) *Source: CII’s Agenda 2011
Business Imperatives – Today and TomorrowManaging a dynamic market place…Deliver Profitable Growth consistently ……. Deliver Business Impact and Metrics By Engaged Employees. By Effective Employees
The war for Talent! 1 Business Growth CEO‟s rank Talent at the 2 Talent very top of their most critical challenge! 3 Cost Optimization 4 Innovation 5 Government Regulation Finding Talent Growing Talent Talent Retaining Talent Challenge Rewarding Talent Continuously Enhancing Employee Engagement & Effectiveness Source:The conference board CEO Challenge 2011
Talent Availability & Employability Equation Market Mix Demand Mix Right Right Right Right Skill Place Time Cost Engaged Business Alignment Workforce Outcome
Employment Status 2011 (India)Hiring activity lower as compared to theprevious year however considerablenumbers were recruitedMost employers seem to be adopting amore cautious approach towards hiringalso attributed to the environment *Source: A report on hiring activity in India (Naukri)
Key Market Trends Hiring expected to increase, cost of hiring to be a consideration Social networking seen as a key source of talent Employment/Employer branding- the biggest challenge Technology as a backbone with scale and complexity increasing Employee Referrals continue to remain key in new ways and means Low cost sources of hiring that help you create an employer brand is the need of the hour!
Employer Branding, Referrals & Recruitingthrough Digital Media would be the top 3recruiting trends in India…
Right Sourcing….Key to fueling growth…. Engage both active and Seek active candidates passive candidatesRecruitment 1.0 Recruitment 2.0 Recruitment 3.0 • Direct phone • Online job calls boards • Building engaged, • Print • Company two-way, free- advertising websites conversation • Recruitment • Online database communities • Internal such as Facebook, referral LinkedIn
The focus on Employer Branding is expected to double in India Key to target „passive yet suitable‟ talent Bridge the gap between demand & supply Lower cost of Recruitment Quality of hire
Social Media- The India Way!•Majority of the users in India are actively engaged in social media for 1-2 hours in a day•60% of the social networking traffic come from Non Metro-Cities but the highest traffic generating city stillremains to be a Metro i.e. Mumbai•The highest number of active users are from the 15-24 age group but LinkedIn has a different age group of activeusers i.e. 25-34 age-group•Social media in India reaches out to 60 per cent of the online Indian audience. Facebook is the only socialnetwork in India that has witnessed a tremendous growth, almost doubling its users in the last 6 months.•Highest number of active social media audience in India are in the age group of 15-24 and are graduates who arelooking for a Job or planning further studies•The maximum users come from the „less than 2 lakhs p.a.‟ income category. This is because social networks areprimarily driven by the youth•More than 45% of the users on Social Networks return during the day. Facebook tops the list with users re-visiting more than 3 times during a day•Majority of the time spent by the Indian audience on Facebook is on Interactive Games/Applications and then onviewing Photos•People access social networking sites mainly from Broadband (Home). Interestingly, “mobile” is the 3rd mostpopular source for social networking sites access just below “office”
Social Media- The future of recruiting! 89% Companies will use social media for hiring in 2011 92% Of hiring managers in 2010 recruited via social networks 79% Of hiring managers review applicants’ profile online 65% Companies have successfully hired via Social Media 55% Companies plan to invest more in social recruiting this year 50% Hiring Companies that plan to invest more in social recruiting this year 86% 60% 50% Role of Recruiters Track internet traffic & invest time in branding through portals! *Source:Infographic Report
High visibility for prospective employees Effective communication leading to appropriate expectation setting Snapshot of “View yourself as an employee”Alumni portals- stay connected with ex employees Success stories and Testimonials Hosting an effective application process on the same website Can be easily linked to other websites
Challenges & Way forwardGreater need for sophisticated data interpretation and applicationAmount of information available is large- Right talent pool needs to be suitably identifiedIntelligent use of automationEmployer branding : Key to attract active & passive candidatesConstant updations to keep up the pace with timesAppropriate messaging to ensure managing dynamism and ambiguityPenetration into Tier II/III cities Managing information and creating visibility would be the two key approaches in the coming year as far as recruitment is concerned!