"A candidate should be hired for the organization and not for a specific job as the job can disappear or change.”

“Technology is immensely helpful, but it cannot replace the ‘Human’ in ‘Human Resources’, said Ranjan Kumar Mohapatra, Director - HR, Indian Oil Corporation Ltd at FICCI. He also shared that Indian corporates need to focus on internal talent mobility and quality of resources rather than quantity only.

He spoke at the ‘Talent Acquisition Conference 2019’ organized FICCI, on the theme of ‘Attract-Assess-Acquire’, in the backdrop of a paradigm shift in talent acquisition ecosystem and philosophies.

Anil Sachdev, Founder, and CEO, School of Inspired Leadership said that interviewers should be mindful during the talent acquisition process and not let their assumptions and perceptions come in the way. Talent acquisition is actually a talent appreciation process, he said.

He added, “A candidate should be hired for the organization and not for a specific job as the job can disappear or change.”

Manish Singhal, Deputy Secretary General, FICCI, said, “Talent acquisition is becoming an art and a candidate is our new customer. Getting the right talent at the right time and at the right place in the organization, gains significance, with the focus on diversity and affirmative action at the workplace. When corporates acquire talent, candidates also look for brand image and general hygiene in work conditions.”

The day-long conference deliberated on important issues like Talent Acquisition Strategies, New Age Practices, and Leveraging Technology with leading HR professionals from across the country.

FICCI-Strat-Board Report on ‘Talent Acquisition Philosophies India 2019 & Beyond – Rethinking TA Fundamentals’ was also released during the event.

Key findings of the report are:

1. Availability of the right talent pool and candidate quality remains an industry-wide challenge

2. Job sites remain the favourite sourcing channel for the industry

3. The gig economy continues to mature across the board

4. HR/TA needs greater skills, depth, and possible re-prioritization to cast a strong employer brand

5. Consumerization of HR and a strong candidate experience will be the key differentiators

6. The new world of assessments is here to stay

7. Quality of hire is the most critical outcome from TA

8. Diversity and inclusion needs greater commitment

9. Selection biases need careful sensitization

10. The speed of technology adoption needs to go up