siliconindia | | November 20188IN MY OPINIONBy Ila Sharma, Associate Vice President, Human Resources, OYOIndia's largest hotel network spread across 230 cities with above 8500 hotels offering standardized and hassle-free stay experiences at an unmatched price.O ne of the toughest challenges any organization of all sizes fac-es in today's time is getting the right talent onboard across mul-tiple levels. Having spent close to 15 fascinating years in the fraternity, I see talent acquisi-tion as more of an internal facing business function rather than a support function.The commercial impact of a well thought out talent acquisition strategy can sometimes make or break the business. The correlation with a company's topline and bottomline, is significantly impacted, through its equa-tion with Opportunity Cost, Productivity, Revenue per Hire brings in a strong Fiscal Discipline in the HR mandates. It works similar to Sales as a function and is a natural value creator.This isn't as quick and easy as it may sound for it is the beginning of a massive Organizational brand positioning ef-fort. Sharing the `ever-so-important' connotation of `Who we are' to not just the potential hires but everyone around to leverage the talent pool is extremely critical as the outreach is enormous ­ irrespective of their Generation perspectives (X/Y/Z/M), experience, industry, diversity or geotagging. This also involves broadcasting the cultural tenets the com-pany strongly believes in and its constant alignment with the organization vision. Retention will not be an issue if the right fit is brought in and is engaged well through frequent opportunities within the organization. With Machine Learn-ing (ML) on the rise, Talent Acquisition is on its way to col-laborate with the business in the most efficient ways through capacity as well as capability building. Matching ML's of-ferings toward quality, pace and experience, People-Process-Technology will triangulate and reflect the direct impact on cost and brand positioning. With such elevation from the system's perspective, it's time for us to focus on shifting from Hiring efficiency measures like num-ber of hires, cost per hire and time-to-fill to clear measures towards hiring effective-ness. Talent Acquisition functions should be Business-Execution centric. Hence, such TA teams should be held accountable on business output metrics as well as new hire performance up to 90 days of joining to ensure we live up to the brand com-mitments we made at the time of hiring. Recruiters should hence be evaluated on the 90-day review rating/probation com-pletion status of their hires to understand their quality. This would be a symbiotic effort and elevate the employee experience as they'd see not just their manag-ers but also their recruiters' concerns about their progress in the company. Connecting with a lot of employees on a daily basis is not just for HRBPs but also for the recruiters be-cause listening to them helps both the stakeholders ­ HRBP as well as Recruiter ­ equally and enormously. So, listen to them without an agenda giving them a chance to simply talk freely. Such conversations will enable Recruiters to better understand their challenges ­ in the role/with the manager/with the company's culture etc. I personally engage with employees at multiple tenure stages with the organization ­ ones who have recently joined/who have spent six months or less and those who have spent more than three years. I meet them all and my most significant learnings and insights have come from the interactions I had with those who chose to leave us within 6 months of joining the company. This is because an employee's emotions are the purest either when she/he joins the company or when she/he chooses to leave the company. Hence, as much as possible, Recruiters must choose to meet all `My Candidates' across as many opportu-nities that they get.For a `Business-Execution' centric Recruitment team, sourcing through networks is key, be it employee referrals ENTREPRENEURS CREATE BUSINESSES AND HIRING THE RIGHT TALENT TURNS IT INTO AN EMPIRE!Ila Sharma
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