Topic: ‘Innovative Recruitment strategies for winning the talent race”
The second round of Onimia took the discussionon India’s talent race by focusing on creative organizational solutions much further by shedding some light on the recruitment problems, and the strategies to build social capital. With Professor James as the moderator, the discussion started with the introduction of the topic, followed by each panelist sharing and expressing their opinions and rationales.
Mr. TV Krishnamurthi, Group HR Head,Titan Company Ltd: He initiated the animated session by emphasizing on the importance ofsegmentation of talent. According to him, talent defined culture of anorganization and there is nothing that can be called long term. The world is evolving at a fast pace and everybody needs to keep up with this pace.He asserted that whether talent should be bought or made, depends on the situation faced by the enterprise.The preferencefor training employees internally rather than getting talented individuals from outside market will vary with the organization and the situation.
Ms.Diptii Das, Head HR – South Asia, Aramex:Continuing along the lines ofMr.Krishnamurthi’s thoughts, sheexpressed that there are certain approaches through which talent acquisition could be made easier for the recruiters as well as the candidates.One such approach wasevaluating the HR practices in companies in a structured manner. She continued saying that at certain levels of the management,given the attrition the point is not to retain employees but to build a wider and wider network. She professed that human resource practice today is becoming more and more analytical. Therefore, there exists a need for people with aptitude to adapt to this evolving environment.
Mr. Rajesh Sahay, Vice President & Head HR, Wipro Consumer Care: He began with the thought that talent is something which creates value.Tomeasure how easily a person can be replaced expressesthe need for calibration ofindividuals. He alsoprovided insights on the various dimensions of mergers and acquisitions, such as creating minimum distractions for the business through processes like policy harmonization, where the decisions pertaining to procuring talent are undertaken.He brushed upon the trends of evolving roles in organizations today; roles that never existed before butnowadays dictate the new innovative rolesadding another dimension to the universe of talent.
Ms. Maria Christine Nirmala, Practice Research Head, Great Places to Work: She started by asserting that organizations should be evaluated on the basis their HR practices which could be carried out in two way- one, by knowingthe general employee perception, andthe other, by assessing managerial intent using the VOAHI model. The letter ‘V’ in VOAHI stands for variety referring to how organizations use different resources, and methods to channelize theses resources. The ‘O’ to the originality of their practiceswhile ‘A’ stands for all-inclusiveness meaning that the organizations must provide equal opportunities to all candidates. ‘H’ stands for human touch which depicts the affectionate aspect needed for recruiting and training processes. And lastly the ‘I’refers to integration, manifesting the values of an organization by the means of their selection process. She concluded by stating the popular saying that “Most of the Indian companies, most of them take much pride in seeing leaders grow within the organization and also they prefer training their own employees because they are engraved in the culture and there is no problem in how they work. But this means that they often lose out on innovation”
In conclusion, the panel members acknowledged the necessity of innovative techniques for recruitment and retention of employees especially considering the grander aspirations of job aspirants and young employees. The panel highlighted the need for increased integration between the personal and organizational objectives through propagation of an organization’s culture and core values.