This document summarizes the key findings of a 2011 talent acquisition survey: - 50% of professionals felt increasing competition in talent acquisition is driving recruitment strategies. - 76.5% of respondents felt acquiring the best talent, not just the right talent, is significant for competitive advantage. - 55% of organizations are engaging talent acquisition providers based on their industry or domain experience. - 72.7% of professionals felt their key reason for changing organizations is growth opportunities offered by new positions. - 50% of participants felt that reducing time to fill vacancies was as important as acquiring quality talent.

1. Talent Acquisition
Survey
2011

2. Introduction
“And better talent is what will separate the winning
companies from the rest.”
McKinsey “The War of Talent”

3. Our survey reflects this sentiment….
50% professionals feel increasing competition
in talent acquisition is driving recruitment
strategies
iRisk Comment
Enabling functions like IT and IT Security are increasingly becoming important
for being competitive. The fact that IT Act (Amendment) 2008 has brought
these sectors under ‘intermediaries’ also makes acquiring best talent that
much more imperative.

4. Gone are the days of quantities and quality
rules the day today….
76.5% respondents felt that not just
acquiring the right talent but the ‘BEST’ talent is
significant to up the ante
iRisk Comment
Quality of talent acquired is the most significant metric in assessing the
success of the manpower acquisition strategies of organizations in the current
economic scenario

5. Industry or domain expertise is the way to
go in acquiring that elusive “BEST”
talent….
55% organizations are engaging talent
acquisition solution providers based on their
scale of industry or domain experience
iRisk Comment
Recruitment needs better understanding of the domain and provide value
instead of playing a dice game of sending 8 resumes daily to see success in 5
days (dice game of hoping to click both dice at 6 with a probability of 1 in 36)

6. „BEST‟ talent will go where there are „BEST‟
growth opportunities ….
72.7% professionals felt their key reason to
shift from their current organizations is growth
opportunities offered by available positions
iRisk Comment
While monetary compensation is still a very important factor for skilled
professionals to make moves, that very same talent pool is more keen on ‘real’
growth opportunities having seen few economic downturns & upturns in the
last decade alone

7. Race is long but time is always short in the
increasing competition and economic upturn….
50% participants felt time to fill available
vacancy was next only to quality of talent
acquisition in providing an edge
iRisk Comment
Any vacant position is additional cost – a function of:
•administrative overheads for professionals handling it in the interim
•cost of opportunities lost for the business and
•last but not the least cost of mental stress for individual handling the role
internally but not having the required skill sets for that position

8. Corporate’s are willing to shell that extra
$ to acquire talent….
39.4% companies are increasing their talent
acquisition spend by more than 20% in this
economic upturn, up 3% then last year
iRisk Comment
Acquiring niche and specialized talent mandates companies to get those extra
budgets from their management. This could mean paying premium to niche
talent acquisition partners or paying that ‘little’ premium to good talent

9. Strategy
Periodic or frequent manpower planning came out as the most
prevalent strategy topping the chart with 35%

10. Drivers
Factors driving organization's talent acquisition strategy
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0%
Lack of required skills in available candidate
pool
Changing customer requirements or demands
Increasingly competitive environment for
employers seeking top talent
Changing demographics and requirements of
available workforce (cultural and lifestyle
differences)
Budget cut backs
Others
Competitive environment is way ahead as the leading factor
driving hiring strategies

11. Techniques
Job portals are preferred way to recruit with 44% preference while
last year is was referrals with 38%, slipping now to 22%

12. Reasons
Growth and money are the two key reasons for talent drift, exactly
top 2 reasons stated last year

13. Challenges
Recruitment metrics for consideration
Candidate and/or
reporting manager
satisfaction
9% Cost per hire
22%
Quality of hire
34%
Time to fill
24%
Source analysis
11%
Quality of talent and time to hire are the top of the challenge heap

14. About iRisk Placement
iRisk Placement is a premier recruitment firm
specialized in the recruitment of middle and senior
professionals in information technology, information
security and Data Analytics domain.
It is a unit of CPA iRisk Advisors Pvt Ltd with interest in
Offline Recruitment, Knowledge Portal and
Corporate Training in Risk Management Consulting
Skills.