1. The Talent Edge: A Strategic Approach to Talent Acquisition NHRDN TALENT CONCLAVE: March18, 2011

2. March 18, 2011 2 Talent Acquisition managers and teams are often seen to get intensely absorbed in the daily transactions of recruiting and forget that that there is so much more to be done to increase productivity, reduce costs , create customer delight and above all enhance Quality of Hiring ! A TA Center of Excellence can add Value!

3. Contents March 18, 2011 3

5. Reduce hiring cycle time and meet SLAs

6. Reduce Cost of Hiring

7. Create Stakeholders’ Delight (candidate / internal customers / partners)

8. Enhance Quality of Hires (Hiring accuracy) March 18, 2011 4

10. Creating internal Branding for Recruiting / CSR (Employee referral program campaigns / internal events)Recruiters’/ TA managers Incentive Plans driving desired Recruiter behavior Reward and Recognition for Recruiters Goal Orientation and Better Time Management Benchmarking / Best practices Vendor evaluation , contracts and management All of above also reduces Recruiting Team’s actual Recruiting Time. Also introduce ‘fun’ in Recruitment! 5 March 18, 2011

11. Reduce Hiring Cycle time and Meet SLAs Adherence to Process Tracking and Audit Funnel Management Critical global level dashboards and analytics Anticipatory Hiring Creation of ‘Talent Pools’ Agreements with internal customers Hiring Champions Optimal use of all Channels Campus Hiring Engagement Programs Training DNA in the organization Leveraging Six Sigma March 18, 2011 6

12. Reduce Cost of Hiring Optimal Channel Mix Judicious use of Staffing agencies (consultants) Maintain the mix through different internal initiatives and other channels Tracking Hiring Accuracy (Quality of Hire) – cuts down re-hiring time and costs Through all the productivity increase measures and initiatives Retaining the good ‘Recruiting Talent’ Giving pride: Showcasing of Recruitment team (Global Awards) Timely Recognition March 18, 2011 7

13. Create Stakeholders’ delight ‘Retention’ starts with candidate’s first impression during the Selection Process Post Offer Engagement initiatives Events pertaining to internal customers Vendor recognition events Campus engagement events Team events, off-sites for recruiting team March 18, 2011 8

15. Role of Hiring Line Managers

16. Identify Competencies and Assessing

17. Tools to assess

18. Calibrate Interviewers

20. LongevityMarch 18, 2011 9

22. Longevity (First 6 months)

23. Type of Reports:

24. Grade wise

25. Base location

26. Business units

27. Institute

28. Hiring channel source

29. Reflect the efficiency of the sourcing channel, BU hiring team and institute

30. Help in depicting TA as value adding business partner

31. Able to counter negative perception with data

35. Standardized process

36. Correct role ‘fitment’

37. The correct DOs and DON’Ts

38. ‘Selection’ vs ‘Rejection’ March 18, 2011 12

40. Altruism - the mindset

42. Tracking Funnel and Process

43. Effective Interviewing

44. Self organization

45. Communication and engagementMarch 18, 2011 13

46. Recruitment Managers’ Training (contd.) In addition to Recruiters’ Training: Channel mix handling Allocation of requirements Engaging with internal customers Using Funnel Management Accuracy Index MIS / Dashboards Leadership March 18, 2011 14

48. Creating ‘glues’

49. Alumni web engagement

51. Communication (events / kiosks / posters / e campaigns)

52. Designing and implementing the Program

53. Increasing Participation

55. EventsCSR initiatives March 18, 2011 15

56. March 18, 2011 16 Indrajit Sen indrajit.sen@aricent.com