“HR should be able to speak the business language and help business understand the need and importance of talent. At CDK, every challenge is discussed on the table between the talent acquisition and business functions, thereby smoothly resolving most of them” - Narane Gundabathula, Head of Talent Acquisition, CDK GlobalRead More
Way back in 1998, a year-long study conducted by a team from McKinsey & Co. found that the most important corporate resource over the next 20 years would be talent: smart, sophisticated businesspeople who are technologically literate, globally astute, and operationally agile. And even as the demand for talent went up, the supply of it would go down. They called this study the ‘War for Talent’.Read More
"One of the consistent challenges in hiring today is that JDs are built on existing talent, and based on JDs built years ago, instead of looking at what the candidate willbe doing in the role in the future." - Amit Avasthi, Global Head Human Resources, CeleritiFinTechRead More
"The best combination of skills is an engineer who has done his MBA and would like to do Talent Acquisiton. Such recruiters understand beyond 'necessary skills' and deep dive into personality-based identification of the candidate." - Divyaman Ramawat, Manager TA, Pitney BowesRead More
"Today we are looking at a Cold War with regard to talent, and data is our secret weapon to be prepared for it.
But even in the age of data and automation, it’s important to remember the art of recruitment."
- Ravi Bajpai, Senior Manager - Talent Acquisition at ATOSRead More
I’ve been a part of the talent acquisition space for a while now. Everyday, I read through a lot of material on how the market is evolving, what are the trends, what drives the market, etc. One trend that has continuously appeared in almost every study is how the power balance has shifted from employers to candidates. And this shift is causing recruiters to don a whole new avatar - that of a marketer.Read More
In 2003, Oracle India was one of the companies setting up base in India as they expanded their international operations. The numbers at the Indian arm of the tech behemoth grew from 2,000 to nearly 38,000 - in part through acquisitions and referrals, but the recruitment requirement itself was often 300 to 400 hires, across business lines per week.
And they had four recruiters.