Leading People. Leading Organizations.

Webinar Partner

Webinar on: “Talent Acquisition in the age of Big

Data”

25th August, 2015

Leading People. Leading Organizations.

Preview• History of hiring sources and the reason for the origin of

newer ways of sourcing• Ever changing candidate behaviours, outpacing recruitment

technology• The increasingly passive base of potential hires• A potential solution outline to solve problems for today and

the future• How big data can help improve conventional techniques• Looking at how the customised basket of sources, impact

turnover costs, employee engagement and retention

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Leading People. Leading Organizations.

Presenter 1

Kanwal Kaul is currently Senior Director - Global Head of Talent Acquisition at Tata Communications Ltd. He brings a well-rounded experience from Business Operations to Corporate HR in Global Delivery set-ups. Working with Fortune listed organizations (GE, Dell, UnitedHealth Group, American Express and Capgemini) in many Business and HR roles, has given him huge exposure on working with some of the best leadership, process, policies and cultures in the corporate world. His exposure and experience ranges from Financial Services, Talent Acquisition, Talent Development, Talent Management, Collections, Business Operations, transition, Six Sigma, Site Set up, Project Management, Human resources Operations, International Recruitment Operations, APAC contract/employment laws and working knowledge of M&A.

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Kanwal Kaul, Tata Communications

Kanwal has been up skilled by Seyfarth Shaw LLP Law firm on knowledge of employment practices in APAC countries. Trained by Mercer on “Mergers & Acquisitions” workings with focus on integration in HR function. He has lived and worked in India, Philippines, Hong Kong and London in his career so far. Kanwal has studied Strategic HRM from IIM Ahmadabad and is a Certified Internal HR Auditor from XLRI Jamshedpur. This certification enables Kanwal to conduct an HR Audit independently for any organization and evaluate current capability and make recommendations to become a world class HR function.

Leading People. Leading Organizations. 4

PERSONEL

Typewriters and Rolodexes: 1940s-1960s • Just-In-Time• Advertisements• Paper Resumes• Employment Agencies• Internships

RECRUITMENT

Technology: 1980s – 1990s• Job Requisitions• Active candidates• Job Boards• Online Resumes• Recruitment process outsourcing• Applicant tracking system• Onboarding

TALENT ACQUISITION

Social Media:2000s-Present • Employment branding• Passive candidates• Social media• Video interviews• Employee referrals• Candidate relationship

management• Integrated talent

acquisition

Evolution of Talent Acquisition

Short history of Recruitment

Zoom into last 3 decades

Advent of “Employment Agencies”, which began dictating the hiring process for organizations

Role of a recruiter was that of a “Technical Staff Recruiter” : finding only one level of employees

Advent of Internet: Led to Online Job portals and invention of “Applicant Tracking System”

Candidates actively sought jobs

Candidates aren’t looking for jobs actively, but would take up on an offer if presented

Social media presence and employer brand building of high importance and ways to tap talent

Talent Acquisition much more integrated and not a stand alone function

Leading People. Leading Organizations. 5

Hiring landscape correlation with candidate behavior

• Shift from Quantity to Quality of Hire

• Scarcity of Skilled talent• Cost of labour• Human capital

• 4 key principles for a strategic mindset that differentiates companies today

• Quality Of Hire • Relationships & Networking• Elevating the role of Hiring managers in recruiting process• Integrated talent management

Leading People. Leading Organizations.

What are the basics that an organization should not deviate from?

Critical Recruitment Design Questions we should have to define our strategies

Type of jobs I am

hiring for?

How many people we need

to hire?What sort of people we need to hire?

What role will Hiring manager, recruiter, candidates play in the

end to end process?

How will we source

candidates?

How will se select candidates?

How will we keep employees after they are hired?

How will we measure our success

overtime?

Leading People. Leading Organizations.

30%

70%

Global

Active Passive

45%

55%

India

Active Passive

Talent landscape - 2015

Leading People. Leading Organizations.

Maturity of recruiting process overtime

• 5 Levels of progression in recruitment

- LEVEL 1: Filling open positions

- LEVEL 2: Selecting high performing candidates

- LEVEL 3: Building talent pools

- LEVEL 4: Forecasting future talent needs

- LEVEL 5: Maintaining talent pipelines

Leading People. Leading Organizations.

Leading People. Leading Organizations.