1. Leading People. Leading Organizations.
Webinar Partner
Webinar on:
“Talent Acquisition in the age of Big
Data”
25th August, 2015

2. Leading People. Leading Organizations.
Preview
• History of hiring sources and the reason for the origin of
newer ways of sourcing
• Ever changing candidate behaviours, outpacing recruitment
technology
• The increasingly passive base of potential hires
• A potential solution outline to solve problems for today and
the future
• How big data can help improve conventional techniques
• Looking at how the customised basket of sources, impact
turnover costs, employee engagement and retention
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3. Leading People. Leading Organizations.
Presenter 1
Kanwal Kaul is currently Senior Director - Global Head of Talent Acquisition at Tata
Communications Ltd. He brings a well-rounded experience from Business Operations
to Corporate HR in Global Delivery set-ups.
Working with Fortune listed organizations (GE, Dell, UnitedHealth Group, American
Express and Capgemini) in many Business and HR roles, has given him huge
exposure on working with some of the best leadership, process, policies and cultures
in the corporate world. His exposure and experience ranges from Financial Services,
Talent Acquisition, Talent Development, Talent Management, Collections, Business
Operations, transition, Six Sigma, Site Set up, Project Management, Human
resources Operations, International Recruitment Operations, APAC
contract/employment laws and working knowledge of M&A.
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Kanwal Kaul, Tata Communications
Kanwal has been up skilled by Seyfarth Shaw LLP Law firm on knowledge of employment practices in APAC
countries. Trained by Mercer on “Mergers & Acquisitions” workings with focus on integration in HR function. He has
lived and worked in India, Philippines, Hong Kong and London in his career so far.
Kanwal has studied Strategic HRM from IIM Ahmadabad and is a Certified Internal HR Auditor from XLRI
Jamshedpur. This certification enables Kanwal to conduct an HR Audit independently for any organization and
evaluate current capability and make recommendations to become a world class HR function.

4. Leading People. Leading Organizations.
4
PERSONEL
Typewriters and Rolodexes:
1940s-1960s
• Just-In-Time
• Advertisements
• Paper Resumes
• Employment Agencies
• Internships
RECRUITMENT
Technology:
1980s – 1990s
• Job Requisitions
• Active candidates
• Job Boards
• Online Resumes
• Recruitment process outsourcing
• Applicant tracking system
• Onboarding
TALENT
ACQUISITION
Social Media:
2000s-Present
• Employment branding
• Passive candidates
• Social media
• Video interviews
• Employee referrals
• Candidate relationship
management
• Integrated talent
acquisition
Evolution of Talent Acquisition
Short history of Recruitment
Zoom into last 3 decades
Advent of “Employment Agencies”,
which began dictating the hiring
process for organizations
Role of a recruiter was that of a
“Technical Staff Recruiter” : finding
only one level of employees
Advent of Internet: Led to Online
Job portals and invention of
“Applicant Tracking System”
Candidates actively sought jobs
Candidates aren’t looking for jobs
actively, but would take up on an
offer if presented
Social media presence and
employer brand building of high
importance and ways to tap talent
Talent Acquisition much more
integrated and not a stand alone
function

5. Leading People. Leading Organizations. 5
Hiring landscape correlation with candidate behavior
• Shift from Quantity to Quality of Hire
• Scarcity of Skilled talent
• Cost of labour
• Human capital
•4 key principles for a strategic mindset that differentiates companies today
• Quality Of Hire
• Relationships & Networking
• Elevating the role of Hiring managers in recruiting process
• Integrated talent management

6. Leading People. Leading Organizations.
What are the basics that an organization should not
deviate from?
Critical Recruitment Design Questions we should have to define our strategies

7. Leading People. Leading Organizations.
30%
70%
Global
Active Passive
45%
55%
India
Active Passive
Talent landscape - 2015

8. Leading People. Leading Organizations.
Maturity of recruiting process overtime
• 5 Levels of progression in recruitment
- LEVEL 1: Filling open positions
- LEVEL 2: Selecting high performing candidates
- LEVEL 3: Building talent pools
- LEVEL 4: Forecasting future talent needs
- LEVEL 5: Maintaining talent pipelines

9. Leading People. Leading Organizations.

10. Leading People. Leading Organizations.