Recruiting is a craft that's equal parts art and science, honed over time and through experience. And what can tip the balance toward success is how recruiters adjust and adapt their craft to changing job seekers and an ever-evolving world of work. In this session, we will explore ways in which today's research and analysis combined with innovation can transform talent acquisition. We will be conversing how three pillars — data, automation, and the elevation of traditional recruitment marketing through employer branding — can help elevate the talent acquisition function. We will also cover examples from the field and actionable items for artfully and successfully elevating your organization’s recruitment strategies.

SHRM Report in Partnership with Pragyan Advisory on Leading Talent Management Practices Redefining the Industry 4.0

Leveraging & Unlocking Tech Talent in India, this report attempts to answer the BIG question- 'What constitutes the Talent Management ecosystem of the most renowned and successful technology companies operating out of India?'

Employees may actually be working in a blatantly unfair workplace when they are subjected to the same rigid norms and procedures with little regard for individual requirements. In such a scenario, an equity strategy becomes imperative to level the playing field and ensure individuals’ psychological safety to participate and contribute. Gain insights into how managing talent with fairness leads to improved performances.

A one-size-fits-all approach to learning and development is no longer relevant or impactful. While digital transformation is fuelling business growth, it is also creating a need for talents with technical knowledge, specialized expertise as well as power skills such as empathy, self-awareness, and a growth mindset. This session will delve into ways to make the most of a limited pool by opting for a skills-first learning approach.

Next to an organization’s strategic planning efforts, dovetailing the compensation philosophy to support the organization’s goals is paramount to success. Combining the facets of accountability by way of regular monitoring of analytics, combined with articulate messaging to ensure the tenets of pay-for-performance are understood the entire workforce are of critical importance. This session discusses ways to ace the Comp & Ben strategy for business success.

By 2030, there will be a global human talent shortage of more than 85 million people. According to Accenture, failing to meet the skills demand could put $11.5 trillion in potential GDP growth at risk over the next decade. However, with the threat of a talent shortage, many organizations overinvested in hiring, and those that did so now have to make difficult decisions. Hiring for new skills while laying off workers is not a sustainable solution. Buying skills is no longer the solution. Today, organizations must build and bridge instead. This session highlights the key practices and initiatives organizations has to take for building a sustainable workforce.

The HR digital revolution is here and now, and organizations are looking for newer, more effective, and productive ways to meet the evolving demands of doing business - agility, speed and accuracy. Among these, upskilling has emerged as a key area that can provide workers a path to higher-paying jobs while increasing diversity throughout the organization, as well as address skills gaps as varied as leadership ability and data analysis. While upskilling is primarily used to address skills deficiencies, it yields other benefits, too, including strong employee retention. This session discusses each of these aspects in detail.

Organizations with truly diverse employees and inclusive environments see positive impacts in workplace culture and company performance: 22% more productive 22% lower turnover 39% higher satisfaction. This talk delves into how life-work technology can help organizations like yours in 'Making Equitable, Inclusive Culture a Reality for All'.

From artificial intelligence assistants to smart data forms, ever-evolving hiring and matching platforms, AI products are transforming the way talent acquisition teams operate. Given than Human Intelligence (HI) guides these advances, ensuring no discrimination and zero bias during interviews, creating more-balanced interview questions is work in progress. This session is aimed at bringing out contrarian views on whether this is a problem at all, and if yes, how HI can be used to mitigate unconscious bias from seeping into tech-based hiring systems as well as other metrics used to monitor performance and aid career progression.