The document summarizes key discussions from Belong Executive Briefing event at the SHRM Annual Conference in Delhi. The event brought together talent leaders to discuss the state of the talent market in India and how to prepare for the future. Some of the main points discussed include: - Talent acquisition teams need to build internal and external talent pools to meet present and future requirements. - Companies are using AI and machine learning to assess candidates at scale while ensuring quality and relevance. - Innovation in hiring processes like video interviews and virtual technical rounds can help evaluate candidates efficiently. - Sourcing complementary talent and scaling to meet requirements is important to hire experienced talent as leaders and managers. - Understanding business

1. BELONG EXECUTIVE BRIEFING
SHRMIAC EDITION
05.09.2017, Taj Diplomatic Enclave, Delhi

2. For our most recent Belong Executive Briefing, we set up our Round
Table discussion at the annual SHRM Annual Conference in Delhi.

3. The invite-only event included some of the country's most forward-
thinking Talent Leaders to discuss the state of the Talent Market in
India today, and how to prepare for the future.

4. How should Talent Acquisition teams go beyond mainstream solutions?

5. "Talent Acquisition teams need to build Talent
pools, both internal and external, to meet not
just present but future requirements as well.
That ensures that they will not get overwhelmed
by sudden or urgent requirements"
Gaurav Soni
India - HR Head, Protiviti

6. "We now use Artificial Intelligence and
Machine Learning to assess candidates.
While one challenge is the number of
candidates that are available, what’s more
important is the quality and relevance of the
candidate. We need to be able to assess if they
have the right experience and maturity to fit
into our team."
Ajit Singh
Country HR Leader and VP, Encore Capital Group

7. "What I see is an evolution is innovation in the
entire hiring process.
If we record video interviews and virtually
conduct the tech rounds to screen the
candidates, then the Hiring Managers can
evaluate candidates in their own time."
Abhishek Shrivastava
Head - Recruitment and Professional Services,
3i Infotech

8. "The challenges are not new – transformation
means that new skills will always be in high
demand.
We need to hire experienced talent, not to
work, but to create, to lead and manage more
people. TA needs to be able to source
complementary talent and then scale to meet
requirements."
Kamal Preet Singh Chawla
India - Vice President - HR - EXL Services

9. How to enable alignment of HR and Business as strategic partners?

10. "Understanding business is key. Keeping
abreast on industry trends and then offering
key insights about talent reality and co-creating
strategy is the best way to align and partner
with business."
Zenobia Madon
Director - HR Business Partner, Philips

11. "Whilebusinessisfocusedonannualplanning,TAneedsto
bereadyforthenextthreeyears,andmapdemandand
supplyoftalentbasedonthat."
Gaurav Soni
Head - HR, Protiviti

12. "We work with Business right from the
speculation stage itself to understand the roles.
At BCG, HR is a co-owner of the P&L with
business. When TA has this accountability is
when we can evolve into a strategic partner."
Vineeta Kukreti
Global Services Operations and Human Resource
Lead for India, Boston Consulting Group

13. "Involve HR from the Workforce Planning
Stage itself, and then we can map the
requirements based on the plan."
Debyani Sinha
Global Head Human Resources (Vice President),
Nucleus Software

14. What capabilities should TA be investing in today, to be future-ready?

15. "The ability to foresee requirements for the next
2/3 years is absolutely critical to be future-ready
Talent mapping is critical, especially in niche
hiring, as it will help me identify and nurture key
talent, and keep my pipeline healthy."
Pallavi Tyagi
Asia Pacific Talent Acquisition & Org Vibrancy
Leader, DuPont India

16. "We need to be aware of how talent-culture influences
how candidates will be interested in a job.
We need to be prepared to solve for different challenges
and change our value proposition to different kinds of
talent."
India - Vice President - HR - EXL
Kamal Preet Singh Chawla

17. "TA needs to include succession planning,
nurturing and developing talent."
Lead - Talent Acquisition & HR Interlock, NCR
Corporation
MONIKA MARWAH

18. The Belong Team at SHRMiAC 2017!

19. To find out more about Belong, Outbound Hiring
and our events, mail us at: hello@belong.co