Unique Solutions
Talent acquisition solutions are unique for each enterprise, based on the line of business, skills to be acquired, the maturity of the organization, level of automation, landscape of operations etc. While every critical success factor (CSF) is important in making the hiring engine more predictive and productive, the prioritization of these CSFs will depend on the specific need of the enterprise. E.g., While start up organizations will need focus on employer branding, establishing a sustainable hiring process, effective calibration of the interviewers etc, a matured larger organization planning to grow regionally and globally will need focus on work force planning and budgeting, upskilling talent, employee referrals, University Hiring models etc.
Priorities
Top priorities for an organization will always be
- On-board the right talent at the right time.
- Consistent, scalable and faster hiring process.
- Best of candidate experience.
- Calibrated team of interviewers and hiring managers.
- Technology adoption supporting TA analytics.
- Scalable diversity and inclusion strategies etc.
Organizational Maturity
A start-up will have to rely on cost-effective recruitment methods such as contract recruiters, social media and employee referrals, while a mid-sized corporation may have a dedicated recruitment team and a larger budget for recruiting efforts, given the scale and pace of hiring.
University Recruitment
For Large and mid-sized organizations active (or planning to be active) in Engineering and MBA institutes, will need to develop skills around university engagement models, marketing strategies, internship protocols and Day# slotting negotiations.
Technology adoption
Technology adoption for TA is critical for consistent and scalable delivery models. While technology facilitates and speeds up processes and helps improve the productivity of the hiring engine, the data mining and the inbuilt analytics supports in projecting and building predictive recruitment models in alignment with the organizational growth plans.
Mode of Engagement
AWC can help your organization in these priorities and other CSFs (critical success factors). An initial diagnostic study followed by a well-defined consulting solution comprising of identification of improvement areas, stake holder analysis, change management components, implementation and integration into the business process, monitoring and sustaining the impact measure over a period of time. AWC will be a Strategic partner working with internal core teams to plan and execute the change management initiatives and eventually sign out of the engagement, after the desired outcomes are achieved.
