In the second round of our Belong Executive Briefing, we continue asking industry leaders what "#FutureReady Talent Strategies for Business Impact" means to them.

1. Belong Executive Briefing:
JW Marriott, Pune
July 28, 2017

2. On July 28th, we traveled to Pune for the second round of the Belong
Executive Briefing - an exclusive Round Table and Networking
event where we bring together Talent Leaders from some of the most
innovative companies in India

3. The aim of the event was to offer a platform for industry leaders to
meet, discuss the challenges being faced by Talent Acquisition
teams today, and learn about how companies have to adapt to
remain competitive in today’s candidate-driven market.

4. There were three main points of discussion at the event:
- Innovative ways to deal with shortage of talent
- Importance of aligning Talent Acquisition with Business
- Re-thinking the TA organization and its capabilities

5. 1. Innovative ways to deal with shortage
of talent

6. "We are focusing on campus
hiring and forums to build our
own pipeline of talent for the
kind of talent we will be
needing.
I also do research at the outset
to understand and identify
where the talent really is"
Payal S
General Manager, Talent Acquisition
John Deere

7. "Creating a talent road map,
looking at futuristic skills and
looking at where the company
is going, is critical to being
future ready."
Siby Vinu Thomas
Manager, Strategic Recruitment, Niche
Hiring, Social Hiring & Demand Planning
Capgemini

8. "We’re looking at innovative
ways like Hackathons, coding
challenges, etc. to identify
quality of talent, which is a
complete transformation from
previous interview rounds."
Satish Warrier
AGM - Leadership and Campus Hiring
Hexaware Technologies Limited

9. "Companies are now looking to
hire 80% fit in skill set and
then groom them in-house
because it is easier to find this
level of talent and the cost is
significantly lower as well."
Ravi Bajpai
Senior Manager - Talent Acquisition
Atos

10. 2. Importance of aligning Talent Acquisition
with Business

11. "At BMC – our agenda was to
promote collaboration with
Business. Today, the onus of the
hire, is on the Hiring Manager
itself. While recruiters can
facilitate the agenda and the
information necessary – the HM
is finally the owner."
Pratyush Nandkeolyar
Head Recruitment, India & APJ
BMC Software

12. "We have a partnership with
business so even before the
projects come in,we start
identifying skills required and
where they are available. This
interaction with business, where
we showcase the available
talent even before the hiring
process begins, is critical to our
success."
Siby Vinu Thomas
Manager, Strategic Recruitment, Niche
Hiring, Social Hiring & Demand Planning
Capgemini

13. "TA should be treated as a
business function, and this
should be led top-down. The
TA team should be part of the
conversations right at the
beginning to forecast
requirements and start
planning how to build out
talent communities and partner
better with business."
Zakee Sheikh
Group Manager - Talent Acquisition
KPIT Technologies Limited

14. "Because we have one-on-one
interactions with candidates,
hiring managers also feel
responsible and feel like
partners to the talent
acquisition team."
Rajiv Naithani
Director, HR
Dassault Systems

15. "Our Tactical Workforce
Planning allows us to map
available talent - we use
reports from niche RPOs, social
insights, forums, communities,
etc – and then be future ready
in terms of knowing what the
available talent will be by the
time we need it"
Payal S
Head of Talent Acquisition
John Deere

16. 3. Re-thinking the TA organization and
its capabilities

17. "Personalization is a key factor
during this digital
transformation. Especially
when everyone is adopting
automation in their hiring and
this is bringing everyone up to
the same level - personalization
will be a critical differentiator"
Pranali Save
Director and Head HR, India
Tieto

18. "We are planning to make a
candidate care team
for candidate re-engagement in
the pipeline & future hiring,
from the ones who didn't go
through for active roles today"
Bhavesh Kataria
Director, Talent Management
Wissen Technology

19. "It’s no longer people
management - it’s people, with
technology. Tech is changing so
fast, and people need to be
constantly up-skilling. Since
younger folks are more
adaptable to this learning
curve, we need to be prepared
and adapt ourselves to this."
Satish Warrier
AGM - Leadership and Campus Hiring
Hexaware Technologies Limited

20. "Talent Acquisition needs to
have the ability to forecast the
availability of talent. This is the
agility that we need to build as
an internal capability to be able
to be strategic partners with
business."
Deepak Babu
Manager Talent Acquisition
Akamai Technologies

21. "We use social listening to
understand a candidate’s
perspective and understand what
will attract candidates. We also
partner closely with our MarCom
team and use insights from our
AdWords data to identify where
talent is available and how to
attract this talent ."
Siby Vinu Thomas
Manager, Strategic Recruitment, Niche
Hiring, Social Hiring & Demand Planning
Capgemini

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