1. The document discusses talent acquisition in IT groups, comparing it to traditional recruitment. Talent acquisition is more strategic and focuses on developing a talent pipeline, employer branding, and nurturing candidates, while recruitment focuses only on filling open roles. 2. It outlines some key elements of talent acquisition, including extensive planning, understanding different workforce needs, positive employer branding, talent scoping and management, and use of metrics. 3. The document then discusses trends in India's growing recruitment agencies industry, with increasing digitalization and use of mobile phones. Technology is transforming hiring through tools like AI, social media, and analyzing candidate data online.

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HUMAN RESOURCE MANAGEMENT
FINAL PROJECT
ON
TALENT ACQUISITION IN IT
SUBMITTED BY
GROUP-01
Section-D
AMIT MODI (170101007)
ANKITA JINDAL (170101010)
BHARATH RAGHU (170102055)
SHALKI GOEL (170102133)
ANUBHAV RANA (170103029)
NIKHIL PANDEY (170103138)

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WHAT IS RECRUITMENT AND TALENT ACQUISITION
Recruitment is a linear process where a position is vacated or created and a new person must be
found to fill it.Its core function is to find candidates for existing jobs that are currently available.
It is carried out in campuses of many colleges and off campus. The in campus process involves
going through various rounds by both the recruiter and the candidate. Off campus process is
carried by majority of the companies, which post about their vacancies on their official website
and also on many sites like naukri.com. After receiving applications, the whole process of
selection and filling up the vacant post is carried out rigorously.This process is completely
different from talent acquisition.
Talent acquisition is a cyclical process and is tailored towards building relationships,
anticipating future hiring needs and creating a sustainable pool of candidates. It is strategic
process which helps in developing and nurturing a talent pipeline fulfilling long-term needs.
There are some of the elements which helps in marking off recruitment from talent acquisition.
1. Planning and strategy: There’s a need of extensive planning for establishment of
concrete talent acquisition. It cannot happen in a vacuum.It requires a deeper look at the
attributes of the business of the company and future workplace needs. It is a forward
looking approach considering local and global markets through a wider lens.
2. Workforce segmentation: Understanding different work needs and segments of the
company along with different positions in those segments, leads to proper talent
acquisition. In addition to these inner workings, the employer needs to go through a
check on skills, experiences and competencies that are required by each position.
3. Employer branding: Brand management has become an important aspect for the
companies going for acquiring talent. People perceive a company as per its recognition in
the market. This leads to employer branding as well. So continuously working on a
positive image and company culture and establishing a good reputation based on its
quality products and services. A company’s brand works well for attracting excellent
candidates for the vacancies in the company.
4. Talent scoping and management:The best talent comes from searching different places.
After finding the right talent, there’s a need for maintain it and taking it a bit up each day.
The right talent may or may not immediately fit into the position, so the candidates are
nurtured for the right skills and this relationship is worked upon for long term results.
5. Metrics and analytics:The recruitment process has to be made better with every
analysis. This helps in making better decision and thus getting better people for the
company.
Industry Trends: There was a growth of 10% in 2015 in recruitment agencies industry in
India. The happenings that impacted it were country’s growing economy, growing foreign
investment and continuous implementation of digital recruitment solutions. In 2015, despite
turmoil in global markets, Indian economy performed well where nominal GDP increased by
9%. According to Euromonitor International, foreign direct investment(FDI) has fueled the
business activity and demand for recruitment agencies. This led to recruitment agencies

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increasing use of digitalization over 2015. In a LinkedIn survey on Indian recruiting trends, it
was found that more than 90% candidates use mobile phones when looking for job opportunities
in 2014 as compared to just 20% in 2013. Almost one-third candidates applied through mobile
phones in 2014 while only 20% the same in 2013. As a result of this, recruiting agencies are
using digital platforms especially social media while searching for suitable candidates.
Technology changing the recruitment process: There is a transformational change in
the hiring process which has helped candidates and recruiters find new ways of connecting with
each other and also getting access to the needs and expectations of both the sides. People get
connected through job adverts via mobile phones and recruiters have access to ‘people
aggregators’, which help in compiling a candidate’s information from the internet (social media
sites) to get a better idea of who the candidate really is. Using algorithms and job searches,
employers can make use of new technology like Artificial Intelligence and Machine Learning
which will disrupt the market in future.
Decade of Millenials – Talent Acquisition in IT Sector in 21st century
1) Channels to streamline Acquiring of new Employees
Methods of Talent Acquisition have evolved significantly over the years and continues to evolve
as technology changes. It's important for job seekers to be aware of how companies recruit so
they can take advantage of the ways that companies are finding qualified applicants to hire.
The Talent Acquisition currently in practice in various Indian IT firms begins when the company
tries to reach a pool of candidates through job listings on company and external websites, referral
jobs, outsourced advertisements, campus recruitment, recruiting through social channels, and
other recruiting sources.
Applicants who respond to the recruitment efforts of the company are then screened to determine
if they are fit and qualified for the job.
Selected candidates are invited to interviews and other methods of assessment. Employers may
check the background of prospective employees, as well as check references prior to making a
job offer and hiring the top candidate for the position.
 Active and Passive way of acquiring Right Talent
Sometimes, IT employers passively hire employees by simply posting jobs on their company
website and waiting for applicants to find the job posting and apply. They don't need to do
anything else because of the vast volume of applications they receive from their job posting on
the website. Companies also employ various Analytical tools such as Google Analytics to see
how many prospective applicants visited the job posting page and how many actually applied.
This helps them to understand the right mix between selection of passive or active mode of right
talent.

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Many large IT corporations have more applicants than they can readily manage, so there is no
need to advertise extensively for candidates for employment. For example, TCS received
246,534 resumes and hired 8,304 new employees in 2014. That's a lot of applicants for every
available job. Still, TCS has a Careers section of the company website with information on jobs,
benefits, the company culture, internships and tips on what it's like to work at Tata family.
Applicants can apply online by uploading, copying and pasting, or using the resume wizard to
get their resume into TCS's applicant systems.
Reports indicate that Google receives millions of resumes each year and many other major
employers receive comparatively large numbers of applications, as well.
Other companies are actively employing the right candidates using many different ways to
connect with and engage potential employees. Even if they do get many applications they want
to be sure they are reaching the best candidates including those who may not be actively seeking
employment, but may be interested if they saw a job posting or were recruited.
 Acquiring Talent using Job Boards and Job Search Engines
Job boards still plays a significant role in getting the right candidate to be employed in the
company.
Major IT employers post open positions on job boards like Monster.com, CareerBuilder.com,
and Dice.com. Job seekers can create a profile on these sites and upload resumes and letters to
apply for jobs. In addition, many of the top job boards have mobile apps so you can job search
on the fly from your phone or tablet.
Job search engines are a good way for job seekers to get job listings fast, because they search
many sources where employment opportunities are listed. For example, Naukri and US.jobs,
which are national job search sites in India, US.
 LinkedIn
LinkedIn continues to be the dominant network for professional recruiting with 96% of
employers surveyed by the Society for Human Resource Management (SHRM) in 2015 using it
to recruit. Technology platforms like LinkedIn allow candidates to post their profile(digital)
online so that recruiters can come to them by putting filters and other techniques
LinkedIn's Recruiting Solutions enables IT companies to easily source skilled candidates, share
and advertise jobs on LinkedIn and create company career pages to attract and engage talent.
 Referrals
Employers love referred candidates because the applicant has a recommendation in advance from
one of the company's employees. When there's a referral, there is a better chance of getting a
qualified candidate because the employee knows the company and the type of person needed for
the job.

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Plus, referrals streamline the hiring process. In fact, some companies pay bonuses to employees
who refer candidates who are hired. For the job seeker, getting a referral from someone who
already works at a company can be a great way to get your resume a close look from the hiring
manager.
 Social Recruiting
The use of social recruiting, which takes place when companies use social networking sites like
Facebook and Twitter to advertise job openings and recruit potential employees is continuing to
increase. HR Managers who responded to the SHRM survey considered Linkedin the most
effective (73 percent) social media site for recruiting, followed by Facebook (66 percent) and
Twitter (53 percent).
Companies, large and small, have Facebook and Twitter pages where you will find company
information, job postings, tips and advice for applying and information about what it's like to
work for the company. Companies often post open jobs to these sites prior to posting elsewhere,
so if you follow the company on Twitter or like it on Facebook, you'll be able to get a head start
on getting your application in.
2) Revolutionizing the current trend of hiring using Applicant tracking system
Technology has moved the paper-based system of keeping piles of CVs and Resumes in the
cupboards into the digital form of CVs which are uploaded into the software. An applicant
tracking systemis an application that helps in handling of recruitment needs, electronically. It
can be accessed or implemented online on a small business level or enterprise level. It depends
on the needs of the company. It is similar to customer relationship management (CRM) systems,
the difference being the ATS is designed for recruiting purposes. The services can be open
source or software as a service (SaaS).Its main function is to provide a central location and
database for a company’s recruitment efforts. This assists in managing applications of
candidates. Most of the job and resume boards like LinkedIn, Monster.com, Hotjobs,
CareerBuilder and Indeed.com, are in partnerships with ATS service providers to help them in
data migration and other support required in this regard.
For example- clear company HRM software. It connects recruiting, new employee onboarding
and performance management. This system includes features for requisition templates and bulk
emails, advanced corporate site integration, mobile career sites, social sharing tools, referral
management and one-click background checks. It also ensures employees and candidates
maintain full EEO (Equal Employee Opportunity) and OFCCP (Office of Federal Contract
Compliance Programs) compliance. Performance management allows for unlimited standard and
360 reviews with automated emails and reporting features.
Another example is- newtonsoftware.com. Its software automatically tracks and stores all
compliance data
3) Using AI and Machine Learning tools to find the right fit from the applicant pool

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Almost half of the recruiters say that identifying the right candidate from a pool of applicants is
the most demanding task.AI and Machine Learning have the potential to change the process and
decrease the sorting time significantly. More than 90% senior recruiters believe that AI can
change the whole hiring process. Being equipped with AI capabilities, recruiters can harness
massive amounts of data from resumes, skill assessments and historical data to recognize the
suitable candidate for the job placement. Considering the upcoming large number of applications
in future, it is difficult to go ahead with the selection process with the use of artificial
intelligence. For the effective use of AI, companies must first create datasets and record
candidate attributes and then update this data continuously. A data-powered profile could be
uploaded into the system which include candidate’s information including his background data.
This data means details like candidate’s skillset, preferences, location, employment history,
availability and feedback from previous employees. Now the AI system employed could analyze
the data and recommend the best candidate for the job. Such AI technologies are employed by
Amazon, Netflix and other such services.
For example- Jitjatjo, a temporary staffing app, provides New York City’s restaurants, bars,
venues and caterers with the ability to hire on-demand workers to avoid last minute call-outs,
increased demand and additional events. It identifies and assigns the best available waiter or
bartender to work a shift at more than 600 hospitality venues in New York City.
4) Onboarding of recruited candidates
 Communication to New Hires before their Start Date
83 percent of the highest-performing organizations in one study began onboarding before the
new hire’s first day (Source: Aberdeen Group). Companies in the decade are spending much on
reaching out to recruited candidates. Maintaining a proper database, access cards, login
credentials etc. are made ready and communicated on or before the employee joins the
organization to make the employee start contributing from day 1 itself. If new hires are getting the
silent treatment between accepting the offer and starting the job, firm delivers a wrong message to the
candiate.
 Organized Structure of new candidates
Most Tech firms such as TCS, Infosys, Google schedule a new hire’s entire first week or two
ahead of time so that they’ll never be left wondering what’s next. Using a shared calendar or
an onboarding platform, managers and HR users can create task lists and schedules for new
hires, so they always know where they need to be and what they’ll be doing.
 Cross-Departmental Onboarding Team
Companies form a small team with members from each of the departments to ensure everything
is covered for new hires before they even walk through the front door. HR knows compliance;

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management knows performance expectations; coworkers know the day-to-day; and IT knows
how to get equipment up and running.
 Early and periodic clarity on expectation and roles
Almost all Tech firms these days set defined (but realistic) expectations for new hires from the
get-go and communicating them clearly can allow workers to evaluate their own progress and
prepare for what’s to come.
 Reminding and testing about culture and values
Many companies use different online software platforms for an applicant to test whether they are
culturally fit, many recruiting platforms include functionality for pre-employment assessments,
where they can compare a candidate’s qualities to company’s cultural ideal.
5) Filling the Skillset requirement gap through Talent Acquisition within the IT firm
The 21st-century workforce is global, highly connected, technology-savvy, and demanding. Its
employees are youthful, ambitious, and filled with passion and purpose. Millennials are a major
force—but so are older workers, who remain engaged and valuable contributors. Critical new
skills are scarce—and their uneven distribution around the world is forcing companies to develop
innovative new ways to find people, develop capabilities, and share expertise within the
organization to fill the skillset requirement gap across various verticals and departments.