TA Super 10 Compendium 2024

Compendium Season3

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About the Team

Taggd is a leading digital recruitment platform that connects the right talent with the right opportunity, every time. They provide 'Ready-to-Hire' talent to Indian companies and have successfully fulfilled talent requirements for over 150 clients across 14+ sectors. Their vision is to connect people to the perfect job and empower hiring managers to fill half a million positions by 2025. Taggd goes beyond just recruitment; they believe in democratizing the hiring process by combining human expertise with data-driven insights. They are also the knowledge partner for the India Skills Report, providing valuable insights into the job market landscape.

Grant Thornton Bharat is a powerhouse professional services firm in India, and a member of the renowned Grant Thornton International Ltd network.  They combine their deep understanding of the Indian market with a global perspective, serving businesses and government entities across diverse industries and sectors. Grant Thornton offers a comprehensive suite of services, including assurance, consulting, tax advisory, risk management, and digital and technology transformation solutions. Their expertise empowers companies to navigate the complexities of today's business landscape and achieve their strategic goals.

Listed in Time Magazine as the World’s Top Education Technology Companies for 2024, Wheebox is a leading education and talent solutions organization enabling lifelong learners to be future ready. We advance the science of measurement to build the benchmarks for fair and valid skill assessment. Wheebox ranks among the top 10 global exam vendors, administering tests to over 5 million users globally. It partners with 400+ Multinationals and 100+ higher education institutions, focusing on recruitment, talent development, employability assessments and skill benchmarking. Wheebox owns some of the known standardized tests like Global Employability Test, Compass 8PF, LCI, Insight 360 and SALT 8.  Wheebox is also the publisher of India Skills Report. Wheebox is 100% subsidiary of ETS, the world’s largest not for profit assessment body spread across 180 countries and owners of TOEFL, GRE, PRAXIS and TOEIC, it administers and delivers 50+ million tests.

About

Introduction:

Recruitment is a dynamic and challenging field that requires finding and securing top talent for organizations pursuing excellence. The TA Super 10, an initiative by Taggd, honors and celebrates the exceptional individuals who shape the future of the job market by mastering the complexities of hiring.

The initiative recognizes their vital role in helping organizations adapt to the changing business environment, which demands diverse skills and technological innovation. The TA Super 10 serves as a guide for recruiters and talent acquisition professionals to successfully navigate this transformative era.

The main objectives of the TA Super 10 are:

1

Recognizing Excellence:

Appreciating individuals who have shown outstanding skills in identifying, attracting, and retaining top talent for their organizations, even under difficult circumstances.

2

Encouraging Innovation:

Promoting innovative approaches to recruitment by acknowledging individuals who have adopted new tools, metrics, and strategies to solve complex hiring and organizational challenges.

3

Promoting Strategic Role:

Empowering recruiters and talent acquisition professionals to take on a more strategic role within their organizations by leading the discovery of new talent pools and enhancing their company’s profitability.

Categories:

Reinvented sourcing to deliver quality hires.

Transformed processes for cost efficiency or improved quality of hires.

Successfully ramped up high volumes in tight timelines.

Built a network of engaged and trusted candidates.

Identifying Top Performers:

Established by Taggd, the TA Super10 is a prestigious initiative designed to acknowledge and celebrate India's leading talent acquisition professionals.  These individuals address these challenges by:

Innovative Hiring Solutions:

Recognizing professionals who have implemented innovative hiring solutions, using advanced technologies and creative strategies to identify and acquire talent.

Strategic Consultation:

Acknowledging experts who have provided strategic consultation to companies, enabling them to align their hiring practices with organizational goals and improve profitability.

Adaptability and Resilience:

Celebrating individuals who have exhibited adaptability and resilience in the face of challenges, demonstrating the ability to overcome disruptions and make significant contributions to their organizations during turbulent times.

Innovation and Creativity:

Demonstrated ability to implement innovative and creative hiring solutions, showing original thinking in talent acquisition.

Impactful Results:

Evidence of measurable results, such as improved retention rates, reduced time-tohire, and increased diversity, attributed to the individual’s initiatives and strategies.

Leadership and Collaboration:

Leadership qualities displayed through collaboration with cross-functional teams, fostering a culture of excellence, and contributing to the overall growth of the organization.

Problem-Solving Skills:

Proven expertise in solving complex hiring and organizational problems, providing valuable insights and solutions that have positively impacted the company.

A Thriving Community for Talent Acquisition Professionals:

Beyond an awards program, TA Super10 fosters a vibrant community for talent acquisition professionals. Participants benefit from:

Exclusive Networking Opportunities

Appreciating individuals who have shown outstanding skills in identifying, attracting, and retaining top talent for their organizations, even under difficult circumstances.

Valuable Learning Resources

They gain access to insights on the latest trends and best practices, allowing them to stay ahead of the curve.

Recognition and Career Advancement

The program provides a platform to showcase achievements and elevate their professional profiles within the industry.

The TA Super 10 recognizes and celebrates the achievements of professionals in talent acquisition. We aim to inspire others, foster innovation, and raise the standards of talent acquisition in the ever-changing business landscape.

Message from the CEO’s Desk

Hiring in 2023 started with a palpable sense of unease and uncertainty gripping the workforce in its early months. The specter of mass layoffs, the perceived impact of GenAI on job roles, and the gloomy economic climate were potential contributors to this situation. Simultaneously, employees were getting increasingly vocal about their preferences for flexibility, job security, diversity, and avenues for upskilling.

2023 was a year of competing priorities as talent acquisition professionals (TAs) strived to balance their strained recruitment resources with increasing demands from the workforce for greater cultural alignment and holistic wellbeing, alongside management-level demands to explore AI’s potential in redefining job roles to further improve hiring efficiencies. Recruiting in the face of such uncertainty demanded a keen understanding of industry dynamics and a delicate balance between organizational mandates and the evolving desires of employees. Quite a challenge.

Nonetheless, recruiters booted up and took to the field like they always do, and delivered.

To recognize the efforts of TAs who navigated this everchanging scenario in 2023 and helped their organizations maintain a potent workforce, Taggd kicked off its annual TA Super 10 awards with even more zest and rigor in its third edition, powered by Wheebox ETS, with Grant Thornton as our process partner.

TA Super 10 is an industry-first initiative by Taggd that appreciates and awards the efforts of the top ten TAs from across India. It is our token of appreciation for recruitment professionals who delivered extraordinary results even in uncertain times. The initiative is a melting pot of ideas that reflects resilience, innovation, and determination among TA professionals who went above and beyond to assure value addition to their organization.

We identified ten outstanding TAs out of the 270+ entries received. These professionals were then recognized and awarded as TA Superc10 – 2024 by an esteemed jury comprising of senior industry leaders, chaired by Mr. Rohit ThakurCHRO, Mahindra & Mahindra.

The participants were asked to share their contributions under the five predefined categories:

The Eagle Eye:

Someone who reinvented sourcing to deliver quality hires.

The Scientist:

The one who transformed a process change that led to cost efficiency or improved the quality of hire.

The Flash:

An individual who drove high volume ramp-ups in a time crunch.

The Influencer:

the professional who built a network or a circle of trust with engagement.

These categories best defined the success of talent acquisition professionals and their efforts, recognizing their pivotal role in business growth. In addition to selecting industry leaders, the jury was exposed to a spectrum of innovative concepts now being implemented to address diverse challenges within the talent and recruitment sphere.

The shortlisted TAs proved their mettle by presenting unique hiring strategies that echoed with the demands of the dynamic hiring environment. In response to the challenges posed by a tumultuous global economy, TAs ingeniously implemented several commendable strategies to enhance hiring metrics and maximize recruitment efficiency. Intrigued and inspired by the influx of ideas, the jury appreciated how recruiters adopted content and technology to tap into the power of social networks and widen their talent pool.

For instance, one of the TAs leveraged content to boost the company’s EVP messaging on social media, and connect with talent communities for scaling up DEI hiring. The efforts saw a 25% increase in employee-generated content, an uptick in hiring from talent communities to 30%, and a 300% increase in diversity hiring. Similarly, another TA demonstrated the power of simplicity coupled with innovation by introducing video job descriptions. This seemingly minor adjustment sparked heightened engagement and propelled social media hiring contributions from a modest 19% to a remarkable 56%. Moreover, the forwardthinking approach of yet another TA underscored the invaluable role of market intelligence and data analytics in pinpointing recruitment gaps and optimizing processes. The strategic implementation resulted in substantial cost savings exceeding ₹1 crore.

From reimagining sourcing strategies to secure top-tier talent, leveraging technology to implement cost-effective transformations, and fostering extensive networking to build a robust talent pipeline, talent advisors play a pivotal role in ensuring organizational resilience amidst dynamic market landscapes.

It was heartwarming to see and learn from these brilliant professionals. We honor the commitment shown by all the 270+ recruiters who shared their stories in the second third edition of TA Super 10. Their contributions and efforts are of great value to the industry.

I would like to express gratitude toward Rohit Thakur, CHRO- Mahindra & Mahindra, our Jury Chair, who agreed to collaborate with us for the third season of TA Super 10. I also extend my heartfelt gratitude to all the jury members including Achal Khanna, CEO-SHRM India (APAC & MENA), C. Jayakumar, EVP & CHRO- Larsen & Toubro, Manoj Madhusudan, SVP & Head of India & APAC- EXL Analytics, Nirmal Singh- Founder & CEO- Wheebox, Priyanka Gidwani, CHROMahindra Holidays & Resorts, Raja Lahiri, Partner- Mahindra Holidays & Resorts, Sakaar Anand, India Head & Head of HR- BMC Software. Having such tall leaders from across industries to join hands in this initiative brings us great joy and fulfilment.

We are also very grateful to Wheebox ETS and our process partner Grant Thorton, who helped us further our reach in the recruiter and talent acquisition community.

I envision this compendium as a repository of exemplary recruiter practices and strategies, that is capable to confront future challenges with a steadfast commitment to advancement in recruitment practices. Offering detailed insights into dynamic recruitment methodologies practiced by TAs across leading organizations, this year's TA Super 10 has truly set the bar higher. I urge you to join in on the celebrations of all participants and jury, and share the message of this initiative for its continued success in recognizing the efforts of our TAs.

Finally, let us extend a resounding ovation to this year's TA Super 10 winners, whom we applaud with immense pride. For these go-getters who consider work as an extension of their self, no challenge is insurmountable, and no talent is

Article

Wheebox: Transforming Talent Recruitment and Development for Global Enterprises

Wheebox, a leading talent assessment company and 100% subsidiary of ETS, is revolutionizing global enterprises' approaches to talent acquisition and development. Leveraging state-of-theart assessment technology, Wheebox offers a comprehensive suite of solutions comprising recruitment tests, assessment centers, and learning certifications, facilitating the streamlining of talent processes.

Hiring Talent with Precision

Wheebox provides a robust platform to identify and select top candidates. Its recruitment assessments assess a spectrum of competencies, including cognitive abilities, technical skills, and behavioral traits, ensuring objective hiring decisions based on data-driven metrics. This approach reduces biases and enhances the quality of hires, resulting in significant time and cost savings for enterprises, and fostering long-term employee success.

Talent Development Partner

Wheebox’s assessment centers offer talent development teams in-depth evaluations of employees' skills and potential. Through simulations, role-playing exercises, and interactive methods, these centers provide a holistic view of individuals' capabilities, enabling organizations to tailor development programs to specific needs. This targeted approach promotes employee growth and aligns skills with strategic business goals.

Building Competencies through Learning Certifications

Wheebox’s learning certifications are pivotal in competency building, allowing employees to validate their skills and knowledge with industry-recognized certifications. This enhances confidence and career prospects while ensuring that the workforce remains competitive and up-to-date with industry standards, fostering a more competent, motivated, and productive workforce.

Work Skills Assessment Solutions

Wheebox’s robust assessment solutions empower talent acquisition and development teams by providing actionable insights and analytics. These tools facilitate a deeper understanding of workforce dynamics, aiding informed decision-making regarding hiring, training, and career progression. Integrating Wheebox’s assessments into the broader talent management strategy enhances the effectiveness of human resource development efforts.

For further information on Wheebox ETS, contact wbx_info@ets.org or visit www.wheebox.com.

About Jury Panel

Rohit Thakur

CHRO, Auto and Farm Sectors, Mahindra and Mahindra

Rohit, with 30 years of HR expertise, is the CHRO at M&M for Auto and Farm Sector. Previously, he led HR at LEAD School, aiming to enhance education accessibility in Affordable Private Schools. Earlier, he served as CHRO at Paytm and Accenture in India, overseeing talent strategy for 200,000 employees. Rohit's career includes CHRO roles at Microsoft and diverse HR leadership positions at GE across India and the US. He also worked at Eicher Tractors, Cadence Design Systems, and Bausch & Lomb. Rohit holds a commerce degree from SRCC Delhi and an MBA HR from XLRI Jamshedpur.

Achal Khanna

CEO – SHRM India, APAC & MENA,

SHRM

A passionate advocate for women's empowerment and leadership, Achal Khanna, CEO of SHRM India, Asia Pacific, and MENA regions, brings over 30 years of diverse experience to the table. Her leadership roles at Kelly, GE, and Polaroid honed her expertise in global business development and successful operations. Achal's exceptional leadership and extensive experience have earned her a well-deserved place on the TA Super 10 Jury for three consecutive years. Her insights and dedication ensure rigorous evaluation, contributing to the recognition of top performers in the talent acquisition industry.

Dr. C. Jayakumar

Executive VP & CHRO,

Larsen & Toubro

Dr. C. Jayakumar, an esteemed HR veteran with over 36 years of experience, currently serves as the EVP and CHRO at Larsen & Toubro Limited. His strategic acumen and leadership prowess have earned him a place on the TA Super 10 Jury panel. With a Ph.D. in Labour Studies and a Senior Executive Program from London Business School, Dr. Jayakumar's expertise in talent acquisition, talent management, HR policies, digital transformation, and organizational development is unparalleled. He has also headed the HR function for various businesses, independent companies, and JVs within the L&T Group, including leadership roles in the Middle East and Africa Region. Dr. Jayakumar's passion for creating a culture of excellence, innovation, and diversity, and his commitment to empowering people to achieve their full potential, make him an invaluable asset to the panel.

Manoj Madhusudanan

SVP and Head of India and APAC, EXL Analytics

A visionary leader and operational mastermind, Manoj Madhusudan, Senior Vice President and Head of India and APAC at EXL Analytics, is a renowned figure in Artificial Intelligence. Recognized among India's Top 50 Influential AI Leaders in 2021 and a repeat honoree in the AI Makers 100 (2022 & 2023), his track record speaks volumes. Manoj excels at turning concepts into reality, guiding disruptive technologies to success. His ability to exceed goals, build strong client relationships, and lead diverse global teams makes him an invaluable asset to the TA Super 10 Jury.

Nirmal Singh

Founder and CEO, Wheebox

Nirmal Singh has over 25 years of experience with Multinationals. Started his journey with FITT (IIT Delhi) subsequently he worked with New Horizons Incorporation, United States and served as Country Head of Institutional Business at NIIT Limited before founding Wheebox, one of the leading assessment companies and now part of ETS, the world’s largest Not for profit assessment company. Nirmal is also founder of Atraxn Capital, and The Estate of Rampur (Chain of wellness luxury resorts) in India.

Priyanka Gidwani

CHRO,

Mahindra Holidays & Resorts India Limited

Priyanka Gidwani, CHRO at Mahindra Holidays & Resorts India Limited, is a true leader in Human Resources, Inclusion, Equity & Diversity, and Business Excellence. Her dynamic experience spans over three decades across the Hotels, Retail, and FMCG sectors. Championing inclusive work environments, Priyanka has spearheaded transformative projects in HR strategy and organizational development at esteemed Tata entities like Croma Retail, Tata Global Beverages, and Tata Coffee. Her dedication to innovation and diversity extends beyond her role, as evidenced by her certifications as a Coach and Business Excellence assessor. Priyanka's unwavering commitment to driving operational excellence and tangible business outcomes is reflected in her selection for the TA Super 10 Jury panel. Her keen insights and strategic acumen ensure meticulous evaluation, elevating industry standards of excellence.

Raja Lahiri

Partner, Deals and Technology Sector Leader,

Grant Thornton Bharat LLP

Raja is partner with Grant Thornton Bharat and national leader transaction advisory services and leads technology sector for the Firm. He brings in consulting experience of 26+ years of experience in various leadership roles and across various consulting solutions, covering financial due diligence, IPO advisory, growth advisory and transformation and have led 400+ deals in M&A, PE and listings. Being a passionate sportsperson and around people, he brings in the principles of teamwork and collaboration to man aging, leading and growing businesses and practices, and is also certified as “Exceptional Coach” by Grant Thornton Global and EMCC.

Sakaar Anand

India Head and Head of HR, BMC Software

Sakaar Anand, VP - India Country Head, BMC Software, India, is a seasoned global leader with 28 years of experience spanning HR, IT Operations, and Global Delivery across diverse industries. Sakaar brings a unique blend of expertise in people, process, and technology. Prior to joining BMC, he held key roles at BNY Mellon Technology, CA Technologies, General Electric, and American Express. A certified Six Sigma Black Belt and faculty member for Leadership and Professional Skills courses, Sakaar's insights are highly valued, not only in industry circles but also in educational settings. His exceptional expertise makes him a perfect fit for the TA Super 10 Jury, ensuring a thorough evaluation of talent acquisition initiatives.

Devashish Sharma

Founding Member and CEO, Taggd

Devashish brings in over 24 years of experience in managing the overall functioning of business process outsourcing (BPO). Before Taggd, Devashish has worked with companies like JustFares India, RDM Lufthansa, Modiluft Airlines, Microdata Labs and others. Devashish is a strong advocate of using technology and data driven decision making in HR. Under his leadership,

TA Super 10 2024

Akshra Tripathi Adobe

Employer Branding & Talent Acquisition Leader at Adobe India for over 14 years. Akshra increased brand awareness, secured workplace awards, and championed diversity programs (e.g., SheCodes) increasing women's hires from 11% to 50%. Played a key role in implementing talent acquisition technologies and launching successful initiatives.

Ashish Mahajan TerraPay

Talent Acquisition Leader with over 2 decades of experience. Ashish builds high-performing recruiting teams and leverages data to create a comprehensive talent acquisition strategy. An expert in winning the war for talent and building strong partnerships.

Diana Sequeira First Solar

International HR Professional with 19 years of experience. Diana focuses on attracting and retaining talent across India, APAC, and EMEA. Championed initiatives for empowering women in manufacturing and social causes.

Divya Iyengar Diversey Solenis​

Regional TA Leader with over 10 years of experience across APAC. Divya has a proven ability to shape end-to-end TA strategies and implement best practices. Awarded for her expertise in DE&I and driving measurable business outcomes.

Jayant Joshi OpenText

Lead Talent Advisor at OpenText Bangalore with nearly 20 years of experience. Jayant builds high-performing talent attraction strategies and implements creative marketing techniques to source top talent. He has a vast network and designed successful employee referral programs.

Payal S John Deere

Strategic HR Leader with over 15 years of experience. Payal is a visionary Talent Strategist passionate about driving business success through global talent acquisition (India, Asia, Africa & Middle East at John Deere). Recognized for her innovative approach to building a diverse talent pool.

Pooja Sharrma Ingram Micro India ​

Talent Acquisition Specialist with 13 years of experience. Pooja has a proven track record of transforming recruitment methods and fostering a culture of excellence in talent acquisition. Consistently surpassing targets and recognized for her innovative approach.

Pranesh Sinha EY

Seasoned TA Expert with over 17 years of experience. Pranesh designs dynamic hiring strategies and fosters strong relationships with stakeholders. Achieved a Fastrack promotion and excels in social media recruiting.

Shakti Mishra Daimler Truck Innovation Center India

Seasoned Technology-Driven TA Professional. Shakti's contributions span various industries, fostering success in dynamic environments. He spearheaded the Phoenix 81 initiative at Daimler, establishing a preferred employer brand with industry-leading gender diversity. Recognized for his contributions in M&A and talent development.

Sheetal Shetty Collins Aerospace​

APAC Talent Acquisition Leader with 15 years of experience. Sheetal pioneered RPO and established a Talent Acquisition Center of Excellence (COE) focused on DE&I. Recognized for her cost-effective strategies and driving impact across APAC.

Methodology

The recruitment landscape continues to evolve at a breakneck pace. As 2023 presented a unique set of challenges for talent acquisition professionals, the early months were marked by a palpable sense of unease and uncertainty gripping the workforce.  The specter of mass layoffs, fueled by anxieties over the potential impact of Generative AI (GenAI) on job roles and a gloomy economic climate, cast a long shadow.  However, amidst this uncertainty, a powerful counter-narrative emerged.  Employees, empowered by a tight labor market, became increasingly vocal about their preferences. Flexibility, job security, diversity, equity, and inclusion (DE&I) initiatives, and clear avenues for upskilling and career development became top priorities.  This shift in power dynamics necessitated a fundamental change in how organizations approached talent acquisition.

TA Super 10 2024 received 270+ participations from 235+ organizations across 41 industries. Here’s a breakdown of the methodology used to identify and assess the talent leadership of today.

Recognizing Excellence:

Recruitment is a dynamic and challenging field that requires finding and securing top talent for organizations pursuing excellence. The TA Super 10, an initiative by Taggd, honors and celebrates the exceptional individuals who shape the future of the job market by mastering the complexities of hiring.

The initiative recognizes their vital role in helping organizations adapt to the changing business environment, which demands diverse skills and technological innovation. The TA Super 10 serves as a guide for recruiters and talent acquisition professionals to successfully navigate this transformative era.

Leading the Charge in a Changing Landscape:

These professionals understand the unique challenges of the current recruitment environment and are developing innovative strategies to address them.

Driving Business Results:

Their exceptional talent acquisition practices are making a significant contribution to their organizations' success.

Shaping the Future of Recruitment:

They are thought leaders who are pushing the boundaries of the profession and inspiring others.

Nomination Process:

Open to All Qualified Professionals:

The TA Super 10 welcomes nominations from all practicing talent acquisition professionals with experience ranging from 2 to 15 years.

Individual Recognition:

Nominations can be submitted for oneself or for a high-performing team member. There is no limit on the number of entries from a single organization.

Online Application:

The nomination process is conducted entirely online through a dedicated portal at https://taggd.in/tasuper-10/.

Focus on Achievements:

Candidates are required to submit a detailed application that highlights a specific challenge they faced, the solution they implemented, and the quantifiable results achieved.

Jury Evaluation and Scoring:

Rigorous Evaluation:

Following the nomination deadline, a thorough evaluation process begins. Taggd utilizes a well-defined set of criteria to ensure fairness and consistency.

Completion Checks:

All entries are reviewed for completeness to ensure every applicant has a fair chance. Taggd may contact applicants to clarify any missing information.

Subject Matter Expert Review:

Shortlisted entries are then reviewed by a panel of three independent Subject Matter Experts (SMEs) with extensive industry knowledge. SMEs assess each entry based on the following

Category Alignment: Does the entry fit the chosen category?

Comprehensiveness: Does the entry address all required elements (challenge, solution, results)?

Profile Verification: Is the candidate's experience and background as described accurate?

Quality and Innovation: Does the entry demonstrate a high standard of work and a creative approach?

Industry Benchmar s: Do the results achieved meet or exceed industry averages?

Shortlisting for Scoring:

Only entries that meet all the above criteria progress to the next stage of scoring.

Screening and Shortlisting:

Industry Leader Panel:

The shortlisted entries are presented to a distinguished jury panel comprised of industry leaders from diverse sectors.

Standardized Scoring System:

To ensure consistency, the scoring system utilizes pre-defined maturity levels for each evaluation parameter. Jury members select the appropriate level for each candidate across all parameters. Scores are automatically calculated based on the selected levels.

Key Evaluation Parameters:

Entries are evaluated based on five critical parameters

Challenge: The significance and comple ity of the problem addressed. Quality of Solution: The effectiveness, innovation, and attention to detail demonstrated in the chosen approach.

Impact: The positive outcomes achieved for the organization, including brand visibility and business results.

Selection of the TA Super 10:

Average Score

Calculation:

Once jury evaluations are complete, scores are compiled, and an average score is calculated for each candidate.

Tie-Breaking Mechanism:

In the case of ties, a secondary selection process is employed that considers the frequency with which a candidate appeared on individual jury members top 10 lists. Unveiling the TA Super 10:

The ten candidates with the highest average scores are chosen as the TA Super 10 for 2024.

Summary of Top 10 Entries

Instance that demonstrates capability:​

Possess a strong capability in building and promoting a compelling employer brand. Your achievements highlight your s ills in:

Crafti g a clear a d differe tiated Employer Value Propositio (EVP): You effectively communicate Adobe's mission, diverse business, and employee value proposition to both candidates and hiring teams.

Co te t Marketi g & Social Media Savvy: You've grown Adobe India's Lin edIn following significantly and utilize various content channels (employee-generated content, targeted campaigns) to attract talent.

Buildi g a d Leveragi g Tale t Commu ities: You've established and nurtured online communities that serve as a valuable source for qualified candidates.

Data-drive Approach: You demonstrate a focus on measuring success through metrics li e follower growth and hiring rates within talent communities.

Solution:

Elevated Employer Value Propositio (EVP): Highlighted Adobe's mission, diverse business areas, and customer base to attract top talent.

Social Media Growth: Grew Adobe India's Lin edIn follower base to over 1 million (+40% YoY) through organic and paid campaigns.

Educated Hiri g Teams & Ca didates: Ensured hiring teams and candidates understand Adobe's mission, EVP, and diverse offerings.

Employee-Ge erated Co te t: Increased employee content creation to 25% of total talent mar eting content.

Thrivi g Tale t Commu ities: Engaged talent pools through targeted content, leading to 30% of hires from these communities.

Employer Bra di g Recog itio : Secured over 20 "Great Place to Wor " awards for Adobe India, maintaining a 4.5 Glassdoor rating.

Employee Storytelli g: Showcased Adobe's unique employer brand through employee stories and awards.

Active Co te t Creatio : Regularly contributed to Adobe Life Blog, YouTube channel, and Instagram handle..

THE CHALLENGE​

The challenge is to craft a compelling employer brand ​and attract exceptional talent in a competitive tech industry.​

THE SOLUTION​

I leveraged employee stories and strategic marketing to build a strong employer brand and attract top talent for Adobe India.

RESULTS DELIVERED

Successfully closed 83 on-roll positions, saving the company a substantial ₹23 lakhs, all without manpower consultancy support.

Instance that demonstrates capability:​

During my stint at MoEngage I created a predictive analytics model (using google lookout), to assess candidate suitability based on factors such as skills, experience, cultural fit, and performance in assessments or interviews. This allowed my recruiters to prioritize candidates who were more likely to succeed in the role, leading to higher-quality hires. Further we implemented a new tool named Recruiter box (Trakstar) which helped us in automating repetitive tasks and using predictive analytics to prioritize candidates, the recruitment process became more efficient, reducing the time it took to fill open positions. In three months time the average TAT from 73 working days were reduced to 46 working days. This not only saved on recruitment costs but also minimized the impact of vacant positions on productivity.

Solution:

Innovative Implementation of Data Analytics - Integrated google lookout and its advanced analytics with our recruitment process. Through this we were able to identify key performance indicators, optimize sourcing strategies, and predict candidate success metrics, leading to significant improvements in both cost efficiency and the quality of hires​

​Strategic Leadership in Process Transformation - I orchestrated a com rehens ve overhaul of the recru tment  rocess, dr v ng organ zat onal change and fostered a culture of nnovat on. Im roved Cand date ex er ence - a l cants can subm t documents v a scanner, wh ch are then automat cally rocessed and  o ulated nto the recru tment system. Th s reduces the need for manual data entry, m n m zes errors, and  rov des a more seamless ex er ence for cand dates. W th the usage of Google Lookout my recru ters started analys ng cand date rof les, nclud ng the r sk lls, ex er ence, and references,. By leverag ng AI algor thms, t hel ed us n rov d ng relevant ns ghts wh ch could match cand dates w th relevant job o ortun t es based on the r un ue ual f cat ons and nterests, thereby ncreas ng the l kel hood of f nd ng the r ght f t for both cand dates and em loyers.​

Talent Branding and advocacy - I fostered a culture of em loyee advocacy, encourag ng current em loyees to act vely art c ate n talent brand ng efforts. By em ower ng em loyees to share the r ex er ences and ers ect ves authent cally, I am l f ed the com any's em loyer brand reach, attracted talent through em loyee referrals, and strengthened the organ zat on's re utat on as an em loyer of cho ce, all wh le reduc ng recru tment costs.

Instance that demonstrates capability:​

Led greenfield project, hiring 1100 across all levels (including 50% women in manufacturing) on-time and on-budget, through innovative sourcing methods like career fairs and government outreach

Solution:

Multi-pronged Sour ing Strategy:

Career fairs to attract potential candidates.

Collaboration with DoTE (Department of Technical Education) for skilled female graduates. ob fairs in remote areas to expand reach.

Diversity Fo us: Successfully hired over 50% women in manufacturing roles.

A tive andidate Mobilization: Ensured selected candidates received accommodation, soft skill training, and safety training for a smooth transition.

Effi ient Hiring Ti eline: Achieved a target of 1100 hires within 16 months, meeting project deadlines and budget constraints.

THE CHALLENGE​

Huge volume to hire, multiskill positions, war for talent for niche skills​ multi-offers on hand, enhancing diversity and reducing offer declines.​

THE SOLUTION​

Built and staffed a greenfield manufacturing plant with 1100 employees (50% women) in 16 months on budget, utilizing diverse sourcing strategies and comprehensive candidate support.​

R

ESULTS DELI

VERED​

Built and staffed a greenfield manufacturing plant with 1100 employees (50% women) in 16 months on budget.

Diversey Solenis​

Designed a Recruitment Ecosystem (Programs and Systems) to address each issue.

Tech Introduced ATS and Agency management tools to change how candidates were identified and managed throughout the hiring process.

Integrated Sourcing channels like LinkedIn Recruiting, My areer uture and My uture Jobs  to tap into regional talent pools, ensuring a nuanced approach to identify candidates aligned with our organizational values and ob ectives.

"Bring Your Buddy Program and IJP program powered by Tech to drive it across countries

Psychometric Assessment Tool  Ob ective evaluation tool used for assessing managerial candidates.

Background Verification heck  Platform for conducting thorough and efficient background checks.

THE CHALLE GE​

When she oined the company was facing issues in new oinee retention, hiring manager engagement and overall effectiveness of TA function in SEA Region.

THE SOLUTIO

Programs

Diversify Sourcing through both internal and external channel Leverage Technology considering the spread of Geography

RESULTS DELIVERED

Bring Your Buddy program contributed 23% to the source, leading to a cost saving of 63025 USD in the total saving of 109615 USD from the given budget.

Improvement from a mean of 3.83 to 4.28 engagement score with a good retention score in the new Joinee index  losure TAT came down to 47 days, whereas different sources of hire contributed to delivering the TAT. The total TAT for the positions closed through the BYB program was 45.9 days (46 Days).

Open Text

Instance that demonstrates capability:​

Owned communities: Built my own communities (like DSA) which crossed over 133K members. The community is joined by members of more than 300 companies such as Oracle, Microsoft, Amazon, Salesforce, VMWare and more​

Reduced dependencies: The communities reduced the dependence on agencies amount no spend and 100% cost savings​

Increased references: The communities/groups often generated a lot of references saving a lot of time in sourcing candidates. The communities are kept engaged by discussing common interview patterns, FAQs similarly to what Leetcode or Geekforgeeks helps coders be better at problem solving.

Solution:

Targeted Sourcing: Leveraging network of 30,000+ contacts to directly identify and reach out to suitable candidates for open positions.

Reduced Search Time: Pre-qualified candidates within the network can significantly decrease time spent searching public job boards or databases.

Faster Candidate Engagement: Existing connections allow for quicker communication and initial screening, leading to faster engagement with promising candidates.

Increased Quality of Hire: Knowing your network allows for insights into a candidate s skills, work ethic, and cultural fit, potentially leading to better hiring decisions.

THE CHALLENGE​

Traditional sourcing struggles:​Finding the right talent can be slow and inefficient with methods like job boards, where many unqualified applications need to be sifted through.​

THE SOLUTION​

​​​​ Having a well-connected network of more than 30K thousand closely knit candidates

RESULTS DELIVERED

Hired 30+ candidates in single hiring event (out of 80 lined)

Instance that demonstrates capability:​

Strategic HR Leader- Talent Acquisition, University Relations, Social Media, DEI focus - Region 1 India, Asia, Africa & Middle East at John Deere (Engineering Technology Center , Global IT, Factories, Sales, Financial) . With the VUCA world where at one end there was huge volume to hire , multi-skill positions, war for talent for niche skills , multi- offers on hand, enhancing diversity and reducing offer declines.

Sol tion:

Expand talent outreach - expanding to multi- channels like RPO, speed hiring drives, enhancing numbers at campus, professional skill institute database like newton, professional forums like Nasscom, social media job postings, skill community groups through business managers, attractive referral schemes..

Enhancing diversity – Enhancing diversity metric through campus, second career, diversity career fairs like SWE, Pride circle and leveraging ERGs (employee resource group for gender Lakshya for women, PWD people with disability, rainbow LGBTQ , women in manufacturing)  Strengthening quality of hire – pedigree of education, tier approach campus where we were able to hire from top 15 colleges of NIRF rating at day zero and one, looked at technical assessment tools like Hacker Earth, Hacker Rank and Hire pro across levels to plug-in declines we started hiring candidates who were already on their notice period with attractive joining and sign-on bonus for most wanted market skills, cost of hire metrics by enhancing referrals, fixed RPO agency fees, stringent SLAs for RPO bifurcated the vanilla and niche skills and we surpassed the diversity metrics across levels and business units.

THE CHALLENGE​

huge volume to hire , multi-skill positions, war for talent for niche skills multi- offers on hand, enhancing diversity and reducing offer declines.

THE SOLUTION​

Increase internal awareness -that covers initiatives like vendor collaboration, talent market intelligence mapping skill wise.

RESULTS DELIVERED​

Attractive joining and sign-on bonus, cost of hire metrics by enhancing referrals, fixed RPO agency fees, stringent SLAs for RPO bifurcated the vanilla and niche skills and we surpassed the diversity metrics across levels and business units.

Instance that demonstrates capability:​

I have always believed that reinventing my strategies can help me deliver quality hires, which will involve rethinking and redesigning the methods that can help me attract, engage, and select candidates for employment. I have always moved beyond traditional approaches and embraced innovative techniques to identify and hire the best-fit candidates for a given role or organization.

Solution:

Leverage Data Analytic : Utilizing data analytics tools to analyze past hiring trends, candidate performance, and employee retention rates. This data-driven approach has helped in identifying patterns and optimizing sourcing strategies for better outcomes.

Employ Social Media Channel : Expand sourcing efforts beyond traditional job boards by actively engaging with potential candidates on social media platforms like LinkedIn, Facebook, and other professional forums. Building a strong online presence has helped me attract a lot of passive candidates and facilitate networking opportunities.

Embrace Diver ity and Inclu ion: Actively promoting diversity and inclusion in sourcing efforts by reaching out to underrepresented groups and supporting diversity-focused initiatives.

Diver e Indu trie & Functional Background  - hired a teacher in the HR team to walk the talk for the organization and there on we hired a retired Army officer in the Sales team, and hired associates from different industries. Hired 5+ Career break Women to restart their careers, we even hired a lady who was nearing retirement age, and she has grown multifold with Ingram icro.

Employer Branding: Develop a strong employer brand reflecting company culture, values, and growth opportunities.

Provide Training and Development: Implement robust training programs for new joiners to acquaint them with company culture, policies, and people.

THE CHALLENGE​

Actively promoting diversity and inclusion in sourcing efforts by reaching out to underrepresented groups and supporting diversityfocused initiatives.

THE SOLUTION

Leverage Data Analytics

Employ Social edia

Channel

Embrace Diversity and Inclusion

Employer Branding

RESULTS DELIVERED

The first transgender hir Hired a teacher in the HR team

Hired 5+ Career break

Women

Ingram Micro India

Devised a framework for Compensation negotiation through Market and Candidate Intel. During detailed HR discussions entailed a strategic approach aimed at achieving a mutually beneficial outcome for both the candidate and the organization. As a recruiter, I meticulously gathered pertinent information to serve as safeguards and negotiation tools. This involved understanding the candidate's background, including reasons for ob transitions, potential layoff situations in their current firm, past performance appraisals, relocation considerations, and any impending business closures at their current employer. Armed with this knowledge, I adeptly presented these factors during negotiations, resulting in successful candidate onboarding at optimal compensation levels.

Smart Sourcing. Utilized various platforms such as LinkedIn, Google, and Glassdoor, and  ob boards like IIM obs and Naukri to identify external resources at reduced costs. Factors such as layoffs, available bench pools, hiring freezes, low appraisals, business closures, and worklife balance issues were carefully considered to inform strategic decision-making.

Integrated internal Talent Pool. Continuous monitoring and active engagement with stakeholders raised awareness of available internal resources within the Service Line. By providing real-time updates on skillset availability and level-wise resources, facilitated informed decision-making and efficient resource allocation, such as the initiation of transfer cases between clusters.

THE CHALLENGE​

The challenge here was mitigating high technology consulting hiring costs during an economic downturn. This downturn likely meant tighter budgets and a need to find costeffective ways to acquire talent.

THE SOLUTION​

​Leveraged Market Research and Intelligence to create hiring strategies

RESULTS DELIVERED

Brought down the hiring costs by 1 Cr​

Awarded “Top Recruiting Voice” by LinkedIn

Instance that demonstrates capability:

The vision of University Relations portfolio at Daimler Truck is ‘Preparing Tomorrow, Today’. Partnered with 35+ universities (including IITs, IISc, NITs and regional colleges) and hired 292 engineering trainees in 2023 ensuring 35% gender diversity.

Sol tion

Prepared the Campus Hiring Process low Doc to ensure process and audit compliance

Amended the T10 & Internship ffer Letter to make it industry standard & legally complied (achieved 0% error in offer processing of 290+ Trainees & Interns). Digitization Power App solutions to enhance Employee & perational Excellence - Trainee Headcount Planning & Employee Referral Conceptualized the Candidate Experience ramework @ Daimler Truck

Designed the flagship Phoenix 81 nboarding event and took it to success ( eedback score 4.8/5). This onboarding program was aimed to give candidate a signature experience involving the senior leadership

It marked a great step in making Daimler Truck an aspirational brand in universities across India. Top themes of the program included : Product Market Place, You Make Us theme, Chit chat with the Leadership Team, Competence Pitstop with unctional Heads, Team BuildingBig Picture Activity with sustainability in commercial vehicle industry as theme. Implemented the oundational Training along with internships for the first time @ DTICI to ensure day zero readiness. This training aims at technical, behavioral and personal effectiveness as well as design thinking.

THE CHALLENGE​

To hire 292 engineering trainees in 2023 ensuring 35% gender diversity

THE SOLUTION​

Meticulously designed the flagship Phoenix 81 nboarding event and took it to next level of success ( eedback score 4.8/5).

RESULTS DELIVERED

Positioned Daimler Truck as an aspirational brand in universities across India. Hired 290+ engineering trainees with 35% gender diversity

Collins Aerospace​

Instance that demonstrates capability:

Joined Collins Aerospace during the mergers and acquisition phase. It required a strong brand recognition to enable talent to attraction & understand the product lines and services it offers.

Sol tion

Started m journe of stor telling in 2020 where m followers on LinkedIn grew from 10k to 50k+ in the last 4 ears

Curated different talent engagement programs focused on DE&I, talent trends, exposure to internal events, etc. e were recognized b Times Now for being the Best Organization for omen and also Jobs for er awarded for innovative hiring practices in DE&I space

Our abilit to attract talent for walk in drives has improved to 200% which has direct impact on our abilit to support the India growth strateg

The team was able to cut down their time to fill to 53 da s from 90 da s with a huge cost savings for the organization. ith these efforts India is now positioned as a best cost countr enabling multiple job opportunities for the countr .

THE CHALLENGE​

Required a strong brand recognition to enable talent to attraction & understand the product lines and services it offers.

THE SOLUTION​

Started m journe of stor telling in 2020 where m followers on LinkedIn was 10k which has grown to 50k+ in last 4 ears.

RESULTS DELIVERED

alk-ins improved b up to 200%

Time to fill reduced from 90 to 53 da s

Insights from the Shortlisted Applications

Chris (The Multi-Channel Maestro):

Attracting top talent like CISOs and CTOs can be a daunting task. Chris tackled this head-on with a multi-channel approach. By leveraging industry events, AI filters for candidate identification, and strategic partnerships, Chris ensured a steady stream of qualified candidates. This not only potentially increased revenue by 20%, but also has the potential to reduce cybersecurity incidents by 80%.

Dilip (The Employer Branding Guru):

Attracting top talent for Philips' footprint transfer required a strategic approach. Dilip addressed this by investing in capability building for TA consultants, employer value proposition marketing, and diversity & inclusion initiatives. This resulted in closing over 30 positions within a 63-day period.

Gautam (The Process Detective):

Inefficient TA processes can be a major roadblock. Gautam tackled this head-on with his "Gemba" initiative, a team-based approach to process visualization and analysis. He also championed cutting-edge HR tech like AI, predictive analytics, and candidate engagement platforms for data-driven decision making. The results? A remarkable average of 799 hires per month delivered across Maersk APAC.

Gunjan (The Integrated Talent Magnet):

Gunjan understood the power of a well-rounded approach. By incorporating innovative tools and techniques alongside traditional methods, Gunjan successfully attracted top-tier talent for Zebpay, leading to reduced turnaround time and drop-out ratio, resulting in substantial cost savings in hiring.

Gursimran (The Regional Champion):

Tight timeframe, budget constraints, and a limited talent pool? No problem for Gursimran. With creative sourcing strategies like regional targeting and online platforms, Gursimran secured 5 critical tech roles within budget and timeline, achieving a perfect 100% joiner ratio.

Jhanvi (Social Media Star):

Faced with lackluster candidate pools, Jhanvi revolutionized recruitment by utilizing video job descriptions. This engaging approach boosted social media hiring applications by a remarkable 37%. Jhanvi's success didn't stop there – she also efficiently closed 14 positions within a timeframe of 68 days.

Keerthi (The Talent Acquisition Strategist):

Keerthi understood the importance of attracting top-tier candidates while streamlining processes. By utilizing data-driven analysis, targeted sourcing, personalized outreach, and a rigorous screening process, Keerthi revamped Aspire systems recruitment strategy, contributing significantly to the organization's success with improved hiring metrics like quality of hires, retention rates, time-to-fill, and cost-per-hire.

Kishore (The Community Champion):

Business HRs relying heavily on consultancies and rejecting qualified candidates? Kishore wasn't deterred. He built an extensive database of Chennai's dealership workers through various channels. This not only saved the company INR 23 Lakhs, but also resulted in closing 83 on-roll positions, with a remarkable 95% of positions filled without consultancy support.

Nami (The Talent Advocate):

Elevating the perception of TA within a company is no easy feat. Nami implemented innovative practices like creating a Hiring Manager toolkit and a TA policy framework, along with social media hiring strategies. This not only improved the candidate experience and Net Promoter Score (NPS), but also led to cost savings through positive outcomes like faster hiring and fewer bad hires.

Nitin (The Process Optimizer):

Building a global talent acquisition function is no easy feat. Nitin streamlined internal hiring processes at Ericsson, not only enhancing employee satisfaction metrics but also ensuring 100% project management success with zero escalations.

Richa (The Data-Driven Sourcer):

Filling critical sales positions within a tight timeframe can be challenging. Richa tackled this head-on by utilizing new sourcing channels and leveraging social intelligence on candidates. Her efforts resulted in a 40% joiner rate within 30 days and maintaining a perfect 100% selection ratio.

Rutuja (The Influencer Whisperer):

The challenge: authentically integrate brand messaging into influencer content while maintaining audience trust. Rutuja masterfully navigated this by collaborating with health & wellness influencers. The results? A resounding success – a 45% increase in the applicant pool, a 60% improvement in the quality of hires, and a 30% reduction in time to hire.

Vatsala (The Diversity Champion):

Vatsala addressed the challenge of leadership-level hiring while keeping costs low and promoting gender diversity. She implemented market mapping strategies to identify talent and fostered a strong community to build a diverse candidate pool. The results were impressive – a 35-47% reduction in hiring costs for Director Level Platform Practice Leaders, a 20% decrease in search costs, and the creation of a talent pool with over 6,000 ready-to-hire candidates.

Vetrikumaran (The In-House Hero):

Building a strong in-house recruitment team from scratch? Vetrikumaran rose to the challenge, not only building the team but also reducing reliance on external resources and improving the recruitment process. The results speak for themselves – 302 positions closed within a span of 150 days.

Vishal (The Offer Maestro):

Filling hundreds of roles with a high shortlisting-to-offer ratio in the complex world of gaming regulations? Vishal made it look easy. He achieved a 90% shortlisting-to-offer ratio and filled three key leadership positions within 4 months, all while navigating the complexities of GST in the gaming industry.