Panelist: Raghavendra K.

1. Acquiring Talent through Digital Media
K Raghavendra
VP & Head HR
Infosys BPO Ltd
NHRDN Seminar
"The New ABC of Talent Acquisition"
Delhi, Jan 2012

2. Safe Harbor
Certain statements made in this Meet concerning our future growth prospects are forward-looking
statements, which involve a number of risks and uncertainties that could cause actual results to
differ materially from those in such forward-looking statements. The risks and uncertainties
relating to these statements include, but are not limited to, risks and uncertainties regarding
fluctuations in earnings, our ability to manage growth, intense competition in the industry including
those factors which may affect our cost advantage, wage increases in India, our ability to attract
and retain highly skilled professionals, time and cost overruns on fixed-price, fixed-time frame
contracts, client concentration, restrictions on immigration, industry segment concentration, our
ability to manage our international operations, reduced demand for technology in our key focus
areas, disruptions in telecommunication networks or system failures, our ability to successfully
complete and integrate potential acquisitions, liability for damages on our service contracts, the
success of the companies in which Infosys has made strategic investments, withdrawal of
governmental fiscal incentives, political instability and regional conflicts, legal restrictions on raising
capital or acquiring companies outside India, and unauthorized use of our intellectual property and
general economic conditions affecting our industry. All the statements made in this presentation
are the views and opinions of the speaker and is in no way a representation of the views of the
organization.

3. 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

4. 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

5. Business Imperatives – Today and Tomorrow
Managing a dynamic market place…
Deliver Profitable Growth consistently …….
Deliver Business Impact and Metrics
By Engaged Employees.
By Effective Employees

6. 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

7. Talent Availability & Employability Equation
Market Mix Demand Mix
Right Right Right Right
Skill Place Time Cost
Engaged Business
Alignment
Workforce Outcome

8. Employment Status 2011 (India)
Hiring activity lower as compared to the
previous year however considerable
numbers were recruited
Most employers seem to be adopting a
more cautious approach towards hiring
also attributed to the environment
*Source: A report on hiring activity in India (Naukri)

9. 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!

10. Employer Branding, Referrals & Recruiting
through Digital Media would be the top 3
recruiting trends in India…

11. Right Sourcing….Key to fueling growth….
Engage both active and
Seek active candidates
passive candidates
Recruitment 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

12.  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

13. 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 still
remains 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 active
users 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 social
network 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 are
looking 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 are
primarily 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 on
viewing Photos
•People access social networking sites mainly from Broadband (Home). Interestingly, “mobile” is the 3rd most
popular source for social networking sites access just below “office”

14. 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

15.  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

16. Challenges & Way forward
Greater need for sophisticated data interpretation and application
Amount of information available is large- Right talent pool needs to be suitably identified
Intelligent use of automation
Employer branding : Key to attract active & passive candidates
Constant updations to keep up the pace with times
Appropriate messaging to ensure managing dynamism and ambiguity
Penetration 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!