Panelist: Indrajit Sen

2. Seminar on The New ABC of Talent Acquisition :
Acquiring, Branding & Cost Optimization
January 20, 2012
NHRD Network,
Habitat Centre, New Delhi
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3. The TA Puzzle of Cost Optimization
Offer Acceptance
Offer
Ratio e Decline
Channel
Team Productivity
Mix
Quality of Hire
Hiring Candidates within
defined SLAs
Qualitative profile
sourcing
Managing Cost Per Hire
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4. Secret of Solving the TA Puzzle
Focus on basic Maths
• The rule of BODMAS
– Budgeting Factors
– Optimized Channel Mix
– Development of internal team competence
– Measurement and Analysis
– Amalgamation of Technology & Process
– Strategic capability : Center of Excellence
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5. Budgeting Factors
• Volume of hiring
• Channel Mix
• Team Size vs Team Productivity
• Optimization of Process (interviewing, assessment)
• Conversion ratios / Lead times (hit on team
productivity)
• Attrition and poor performance within 6 months
(poor hires ??)
• Travel costs (Location spread of talent pools)
• Recruitment marketing Costs (ads, event
management, internal team vs external Partners)
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6. Optimized Channel Mix
• Judicious use of Staffing agencies (consultants)
• Maintain the mix through different internal initiatives
2007-08
2006-07
2005-06
32% 28% 20%
34%
38% 43% TR
7% Direct
STA
Employee Referral
35% 9%
12% 29%
13%
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7. Optimized Channel Mix….leading to Cost saving
Illustration
Organization hire minimum 1000 candidates in an year and at an average salary of $15000 through any staffing agencies
on payment terms and conditions of 8.33%, then payout will be approx $1249.
The average payout to staffing agencies differs across years as the average salaries have arisen, so we have increased
15% average payout taking last year as base payout.
50% $500,000
$437,150
45% $416,150 45% $450,000
40% $400,000
35% $350,000
30% $300,000
25% $198,000 $250,000
20% $200,000
15% $150,000
10% 10% $100,000
5% $50,000
0% 0% $0
2005-06 2006-07 2007-08
Total Payments to STA Cost Saving
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8. Development of internal team competence
Leading to enhancing Productivity:
• Sustaining quicker Hiring Time
• Reducing poor hires
• Managing ‘Funnels’ effectively
• Forecasting effectively
• Identifying ‘Talent Pools’ in anticipation
• Monitoring Process adherence (Enhancing ‘Conversion Ratios’ and
‘Lead Times’)
Per Recruiter yield goes up , Team size optimal,
Reduction in cost per hire
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9. Development of internal team competence
• Recruiters’ Training
• Effective goal setting
• Altruism - the mindset
• Technique of ‘selling benefits’ to candidates –creating ‘win-win’
• CV reading, assessing and managing
• Tracking Funnel and Process
• Effective Interviewing
• Self organization
• Communication and engagement
• Recruiters’/ TA managers Incentive Plans driving desired Recruiter behavior
• Reward and Recognition for Recruiters
Also
• Goal Orientation and Better Time Management introduce
• Benchmarking / Best practices ‘fun’ in
Recruitment!
All of above also enhances Recruiting Team’s actual Recruiting Time.
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10. Measurement and Analysis
What to track to constantly improve Productivity?
– Hiring Cycle time
– Conversion Ratios
– Process Lead Times
– Campus Throughputs
– Offer : Joining Ratios
– Hiring Accuracy
Where to improve to increase Productivity?
– Business Units / Managers
– Locations
– Channels
– Campuses
– Recruiters / TA Managers
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11. Measurement and Analysis (contd.)
Open Requisitions SLA %age %
Open NHR Unmapped SLA
100%
%
50%
0%
91-
0-30 Days 31-45 Days 46-60 Days 61-75 Days 76-90 Days >115Days
115Days
ThePES can
same
PES
BU 1 38% 9% 7% 12% 9% 6% 19% be done
CSS
BU 2
CSS 80% 11% 7% 0% 0% 0% 1% Recruiter wise
FROG
BU 3
FROG 33% 17% 0% 0% 17% 0% 33% or location wise
Aricent Total
Total
Aricent Total 58% 10% 7% 6% 5% 3% 11% or channel wise
Offer - Joining Ratio
Grade 1
Grade 2
Grade 3
Grade 4
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12. Measurement and Analysis (contd.)
Overall Conversion Ratio (April'09-Mar'10)
30000
25148
25000
20327
20000
15591
15000
11802
81%
10000
77% 20% 73%
5000 76% 2325 1699
0
Total Profile Profiles SL by HR Profiles SL by Tech Tech I/V Conducted HR I/V Conducted Offers Made
Sourced Panel
To be done BU wise, grade wise, skill wise, channel wise, location wise etc
Top 5 Competitors as a source
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13. Measurement and Analysis : Hiring Accuracy
Hiring Accuracy : Hiring Accuracy helps in continuous improvement in
the hiring process by assessing the quality of hiring
Recommended Model:
• Focus on quality of hire based on 2 parameters:
• Performance Rating
• Longevity (First 6 months)
• Type of Reports:
• Grade wise
• Base location
• Business units
• Institute
• Hiring channel source
• Reflect the efficiency of the sourcing channel, BU hiring team
and institute
• Help in depicting TA as value adding business partner
• Able to counter negative perception with data
• Plan strategies like which campus to target with which gives
“Best performers” and a higher productivity
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14. Measurement and Analysis: Hiring Accuracy
Quality of Hire
• Total no of employees joined in last 6 months, say : 12
• No. of employees who have completed their 6 months and got Top 2 ratings : 5
• No. of employees who left before 6 months (probation review) : 4
• No. of employees who have completed their 6 months and got Bottom 2 ratings:
3
Formula:
• Hiring Accuracy = 100 * [1 - (count hires in past 6-months left company within 6
months joining + count hires in past 6-months have bottom 2 ratings in 6-month
review)]
-----------------------------------------------------------------------------------------------------------
Total hires in the past 6 months
• Hiring Accuracy = 100*[1 – ( 4+3) /12] = 42%
Can we
1/26/2012 consistently improve on this score? 14

15. Amalgamation of Technology & Process
• Investing in a reliable Automated Recruiting System
• Scalable
• Robust data base capabilities
• Good flexibility in handling process
• Good ‘search’ capabilities
• Good ‘Duplication’ detection capabilities
• Strong MIS capabilities
• Implementing a Disciplined Hiring Process
• All Stakeholders must have buy-in
• Disciplined but flexible as per business needs
• Adherence to timelines (SLAs) from all stakeholders
• Commitment at the top to be ensure
Reduces Recruiters’ unproductive time considerably
and thereby enhances productivity
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16. Strategic Capability : Center of Excellence
Increasing the ‘Pull Factor’ through Recruitment Marketing
– Career Site :
• Marketing content
• Creating ‘glues’
• Alumni web engagement
• Campus web engagement
– Print and Web advertising
– Effective use of Social Networking sites
– Employee Referral program:
• Branding
• Communication (events / kiosks / posters / e campaigns)
• Designing and implementing the Program
• Increasing Participation
• Top-up programs Low cost creative initiatives
– Campus engagement: supporting TA Delivery team
• Communication of all types
create more value for money
• Events
vis a vis high cost print ads and
– CSR initiatives
STA hiring
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17. Strategic Capability : Center of Excellence
Lateral hiring
• Recruiters’ Training
• Effective Recruiters’ Incentive • Reducing Hiring
programs Time
• Optimal Channel Mix • Improving Recruiter
• Pipeline Tracking Productivity
• Candidate Engagement (till joining) • Improving Joining
• Identifying relevant Talent Pools Ratio
• Automated Recruiting Tool • Improve Quality of
• Internal Customer Engagement program hires
• Effective SLAs sign off with Internal • Reducing Cost per
customers Hire
• Finding constant improvement points
through analyzing trends
• Six Sigma
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18. Strategic Capability : Center of Excellence
Fresher Hiring
• Identifying the right Institutes • Improving Campus
• Fresher Recruiters’ Training Throughput
• Standardized Selection Process • Getting higher slots
• Improving Quality
• Fresher Interviewers Training
• Reducing Cost per
• Leveraging Internal Ambassadors Hire
• Campus Engagement programs • Improving Joining
• Finding constant improvement points Ratio
through analyzing trends and Six Sigma • Improving batch
• Effective Recruiters’ Incentive Programs Accuracy
• Automated Fresher Recruiting Tool • Reduces Cost
• Interview Management Recognition per Hire
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19. Crunching numbers and playing with members is fun
but let us always remember….
“Data without Analysis cause
Paralysis” 
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20. Thank You
e-mail ids : senindrajit@hotmail.com
indrajit.sen@mosaikglobal.com
Mobile: +919811792020
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