In today’s fast-paced business landscape, talent acquisition has emerged as a key driver of growth, innovation, and success. No longer just about filling vacancies, talent acquisition teams now play a strategic role, aligning hiring strategies with business objectives. AI and automation amplify efficiency, requiring recruiters to evolve into trusted advisors. In this episode, we explore the seismic shift in talent acquisition, from tactical recruitment to strategic business partnership.

Join us as we uncover how forward-thinking organisations harness talent acquisition to propel business growth and discover the future of hiring with Mr. Zakee Sheikh, Head of Talent Acquisition at Cummins India. He shares his 20+ years of expertise in optimising and transforming talent acquisition operations. With a focus on technology, process excellence, and stakeholder partnerships, Mr. Zakee has helped organisations build diverse workforces and enhance candidate experiences.

This episode explores five critical aspects of talent acquisition: its evolution from transactional to strategic, technology’s role in optimising hiring metrics, building diverse workforces through partnerships, enhancing candidate and hiring manager experiences, and its impact on driving business success.

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You can also tune in to the audio version on Spotify below

Frequently asked questions

Question: How has talent acquisition evolved over the years?
Answer: Talent acquisition has shifted from traditional hiring methods to technology-driven recruitment. The need for faster, more efficient processes and a better candidate experience has led to the adoption of AI, automation, and other technologies.

Question: What are the core pillars of talent acquisition today?
Answer: The key pillars are time to hire, cost of hire, quality of hire, and the candidate and hiring manager experience. These factors help align recruitment strategies with business objectives.

Question: How can talent acquisition teams become strategic partners to the business?
Answer: Talent acquisition teams can evolve by understanding business goals, working proactively with stakeholders, and developing annual recruitment strategies. This enables them to anticipate hiring needs and drive business outcomes, transitioning from enablers to strategic partners.

Question: What impact do technology and AI have on talent acquisition?
Answer: AI and technology have transformed about 50% of recruitment processes, automating tasks like sourcing, screening, and interview scheduling. This frees recruiters to focus on strategic activities like candidate engagement and consulting with hiring managers.

Question: How can organisations shift from hiring for experience to hiring for potential?
Answer: Companies should prioritise skills and potential over experience, value diversity, and broaden the scope of candidate backgrounds. A talent advisor can guide businesses to embrace bold recruitment decisions and build a more dynamic workforce.

Question: What emerging technologies are shaping the future of recruitment?
Answer: Generative AI, assessment tools, interview scheduling tools, and CRM systems are key technologies that are transforming talent acquisition by automating administrative tasks and improving candidate evaluations.

Question: Will technology replace recruiters in the future?
Answer: No, technology will not replace recruiters. Instead, it will enhance their capabilities, allowing them to focus on strategic areas such as candidate assessment, stakeholder management, and business advising.

Question: What role does diversity play in modern recruitment strategies?
Answer: Diversity is a critical component of recruitment today. Companies prioritise diverse hiring to bring in varied perspectives and skills, which can lead to greater innovation and better problem-solving.

Question: How can recruiters maintain the human touch in a tech-driven hiring process?
Answer: By leveraging technology to handle administrative tasks, recruiters can devote more time to building personal connections, understanding candidate needs, and acting as trusted advisors to both candidates and hiring managers.

Question: What is the future outlook for talent acquisition by 2030?
Answer: By 2030, around 60% of recruitment processes will be automated. Recruiters will evolve into talent advisors, focusing on strategic partnerships, candidate experience, and aligning recruitment with broader business goals.

In today’s digital age, technology is revolutionising the way we hire and recruit talent. But with the rise of AI-powered tools and data-driven decision making, there’s a growing risk of bias, misrepresentation, and manipulation in the hiring process.

Join us for a thought-provoking conversation with Mr. Harjeet Khanduja, Senior Vice President of Human Resources at Reliance Jio, as we explore the critical issue of integrating integrity into tech-driven hiring processes. Mr. Harjeet is an alumnus of IIT Roorkee and INSEAD. He is also known as The HR Mastermind and the RK Laxman of Business.

Key Takeaways:

• The impact of technology on the hiring landscape
• The risks of bias, misrepresentation, and manipulation in tech-driven hiring
• Strategies for balancing innovation with human values like empathy and fairness
• The role of integrity in shaping the future of work and recruitment
• Practical insights and advice from a seasoned HR leader

About Our Guest:

Harjeet Khanduja is a renowned international speaker, author, poet, visionary, inventor, influencer, professor of practice, and HR leader with extensive experience in the field of human resources. He is currently the Senior Vice President of Human Resources at Reliance Jio.

Subscribe to our YouTube and Spotify channel for more insightful conversations on the future of recruitment, tech adoption in hiring processes, college hiring, and innovation.

You can also tune in to the audio version on Spotify below

Frequently asked questions

Question: What role does technology play in defining HR strategies?
Answer: Technology influences HR strategies by providing tools for recruitment, assessment, and onboarding, and enabling data-driven decision making.

Question: Is AI a threat to recruiters in their job?
Answer: AI is not a threat to recruiters, but rather a tool to help them do their job more efficiently.

Question:What are the unique challenges and opportunities associated with recruiting freshers in large numbers?
Answer: The challenges include balancing speed and quality, while the opportunities include molding freshers to fit the company culture and improving retention rates.

Question: How can companies balance speed and quality in their recruitment process during high volume hiring?
Answer: By using technology to automate processes, simplify and streamline workflows, and using AI-powered tools to assess candidates.

Question: What approach can HR teams take to create a positive candidate experience during high volume hiring campaigns?
Answer: By designing the experience, executing it well, and using technology to facilitate communication and assessment.

Question: What key criteria and assessments should HR teams use to evaluate candidates during high volume hiring scenarios?
Answer: Basic qualifications, background verification, and proper assessments to ensure candidates meet the job requirements.

Question: How can HR teams maintain consistency and fairness in the selection process with a larger volume of applicants?
Answer: By using proper job descriptions, screening, and selection tests, and training evaluators to ensure fairness.

Question: What strategies can HR teams use to onboard and integrate a large cohort of freshers effectively into the organisation?
Answer: Proper communication channels, certification-based hiring, mentorship, and induction programs.

Question: What trends do you foresee in the future of high volume hiring?
Answer: Certification-based hiring, gig economy, and productivity-based pay.

Question: How can we ensure that human values like empathy, fairness, and transparency remain at the forefront of tech-driven hiring?
Answer: By integrating integrity into tech-driven hiring processes, we can ensure that innovation serves to amplify human potential rather than undermine it.

Question: What tech innovation are you waiting to see in HR or Talent acquisition?
Answer: A system that uses machine learning to predict the most productive employee for a job based on data and personality parameters.

As AI continues to advance, the risk of data breaches and cyber attacks is escalating, putting companies – especially recruitment firms with a constant influx of candidate data – at greater risk of cyber threats.

In this episode of the Momentum podcast, Dr. Harsha E Thennarasu, a cyber crimes researcher and founder of HKIT Security Solutions, and DPO for HirePro, shares practical solutions for companies, particularly HR firms, to protect sensitive candidate information and company data. He is a distinguished expert in Information & Cyber Security, holding a PhD in Information Security and numerous security certifications. With over 20 years of experience, he serves as a pan-India trainer for the Reserve Bank of India, providing specialised training in Information Security, Cyber Crimes, and Physical Security.

Dr. Harsha stresses the importance of implementing robust data encryption, regularly updating security protocols, and conducting frequent audits to safeguard against cyber threats. He also advises companies to invest in employee training programs that focus on data privacy best practices and implement stringent access controls to protect sensitive information from potential breaches.

Dr. Harsha also emphasises the importance of compliance with data protection regulations to mitigate risks and safeguard sensitive data. He provides valuable insights for companies to ensure the security of their data and protect candidate personal information in an increasingly digital world.

You can also tune in to the audio version on Spotify below

Frequently asked questions

Question: What is the importance of data protection in the recruitment industry?
Answer: Data protection is crucial in the recruitment industry as it involves handling sensitive personal data of candidates. Robust data privacy policies and measures can help protect this data and prevent breaches.

Question: Why is data protection important for companies offering SaaS models?
Answer: Data protection is important because SaaS models are more vulnerable to cyber threats and attacks.

Question: What are the consequences of data breaches in the recruitment industry?
Answer: Data breaches can result in penalties ranging from 10,000 rupees to 250 crores, as well as loss of trust and reputation.

Question: What is the role of technology in preventing data breaches?
Answer: Technology plays a significant role in preventing data breaches. Implementing technological controls, such as access permissions and encryption, can help protect data.

Question: What is the importance of employee education in preventing data breaches?
Answer: Employee education is crucial in preventing data breaches. Employees should be trained on how to handle personal data and the importance of data protection.

Question: What is the impact of data protection laws on the recruitment industry?
Answer: Data protection laws, such as the General Data Protection Regulation (GDPR) and the Digital Personal Data Protection (DPDP) bill in India, have a significant impact on the recruitment industry. These laws require companies to implement robust data privacy policies and measures to protect personal data.

Question: What are some measures that companies or HR firms can take to protect company data and candidates’ information?
Answer: Companies can protect data by implementing technological controls, educating or training employees, and having robust data privacy policies and measures in place.

Question: How can organisations protect their data from cyber threats?
Answer: Organisations can protect their data by implementing security measures such as encryption, access controls, and monitoring.

Question: What is the importance of having a comprehensive information security policy?
Answer: Having a comprehensive information security policy is crucial in preventing data breaches. This policy should cover aspects such as access control, encryption, and incident response.

Question: What is the origin of GDPR?
Answer: GDPR originated in Europe to protect personal data and address the challenges of data breaches.

Question: What is the difference between GDPR and DPDP?
Answer: GDPR is a European legislation, while DPDP is an Indian legislation that is customized to protect digital personal data in India.

The fourth episode of the Momentum podcast welcomes Mridul Kumar, a seasoned leader with over 23 years of experience driving success across startups, mid-sized companies, and large enterprises. His expertise spans product strategy, management, and design, along with customer consulting encompassing sales, sales engineering, and professional services. Currently, Mridul leads the product team at HirePro, an AI-powered HR technology SaaS company dedicated to revolutionising recruitment through automation, fraud-proof assessments, and innovative interview solutions.

In today’s ever-evolving world, the recruitment landscape has undergone a significant transformation. Artificial Intelligence (AI) has emerged as a powerful force in this transformation. Join us on Momentum as we delve into the dynamic world of AI and uncover its practical impact on recruitment.

This episode promises a thought-provoking discussion on how AI is redefining the modern recruitment process. Learn about the latest trends and tools that are streamlining hiring workflows and enhancing candidate experiences. Gain valuable insights on how to leverage AI to make smarter, data-driven recruitment decisions.

Discover the Advantages of AI-powered Recruitment:

• Enhanced Efficiency: AI automates repetitive tasks like resume screening and scheduling, freeing up valuable recruiter time to focus on strategic initiatives and building relationships with top talent.
• Improved Candidate Screening: AI algorithms can analyse vast pools of candidates, identifying qualified individuals based on pre-defined criteria and skills. This reduces the risk of overlooking qualified candidates who might not have a perfect resume fit.
• Reduced Bias: AI removes human bias from the initial stages of the recruitment process, ensuring a fairer evaluation for all applicants.
• Data-Driven Decision Making: AI provides valuable data and insights throughout the hiring process, enabling recruiters to make informed decisions based on objective criteria.

Building a more efficient, effective, and equitable recruitment process starts with AI. Don’t miss this insightful episode of Momentum! Learn how AI can revolutionise your talent acquisition strategy and propel your organisation forward.

You can also tune in to the audio version on Spotify below

Frequently asked questions

Question: How can AI help reduce bias in recruitment?
Answer: AI removes human subjectivity from the initial screening process. Algorithms can analyse resumes and candidate profiles based on predefined criteria, focusing on skills and experience rather than subjective factors.

Question: Does AI replace recruiters?
Answer: No, AI is a powerful tool that can enhance a recruiter’s capabilities. By automating repetitive tasks, AI frees up recruiters to focus on building relationships with top talent, conducting in-depth interviews, and making strategic hiring decisions.

Question: What are some of the challenges associated with using AI in recruitment?
Answer: It’s important to ensure that AI algorithms are free from bias themselves. Additionally, integrating AI effectively requires careful planning and consideration of your specific talent acquisition needs.

Question: What solutions does HirePro provide?
Answer: HirePro is an AI recruitment platform empowering modern hiring. We craft custom assessments (communication, cognitive, technical) using diverse formats (coding, video, MCQs) powered by AI for resume screening and other skills evaluation. Our library boasts 400,000+ expert-created questions (25 categories, 250 topics) ensuring accurate and unbiased results. AI tools for recruitment go beyond assessments! HirePro offers proctoring, video interviews, college hiring, and smooth onboarding – streamlining your recruitment and identifying top talent with the help of artificial intelligence and recruitment.

Question: Beyond reducing bias, how can AI improve the candidate experience?
Answer: AI personalises the journey by providing relevant job details and leveraging AI-powered chatbots to answer basic questions and deliver real-time application updates, reducing candidate anxiety.

Question: How does HirePro ensure that its AI solutions are fair and unbiased?
Answer: Fairness is prioritised in our AI development. We use diverse datasets to train algorithms and implement human oversight at key stages. HirePro is also committed to transparency, allowing recruiters to review AI-generated recommendations.

Question: My company is interested in exploring AI for recruitment. What are some initial steps we can take?
Answer: A great first step is identifying areas in your recruitment process that benefit most from automation. HirePro offers a variety of AI-powered solutions, from resume screening and skills assessments to interview scheduling and communication tools. Consult with our recruitment technology experts to discuss your needs and develop a tailored implementation plan.

In this episode of the Momentum podcast, Ashish Goyal, CTO at HirePro, shares insights from his journey across multinational corporations, startups, and entrepreneurship. He highlights the significance of GenAI in revolutionising traditional processes like resume parsing and matching, emphasising its role in process optimisation, personalisation, and bias reduction.

Comparing GenAI with traditional AI, Ashish underscores its lean team structure, accessibility to developers, rapid integration into existing workflows, 24/7 availability, and regular updates ensuring cutting-edge technology. He discusses its impact across industries like customer support, recruitment, and academics, enhancing productivity and employee bandwidth.

Addressing the future of AI, Ashish acknowledges its potential for disrupting jobs while emphasising the simultaneous creation of new opportunities. He stresses the importance of professionals adapting to AI tools to stay relevant in an evolving landscape.

You can also tune in to the audio version on Spotify below

Ramesh MV, Vice President – Strategy & Growth and Assessments, HirePro, draws on insights from over 4 million data points to highlight the growing role of skills-based assessments in making the right hiring decisions. He also shares the significance of using technology in delivering these assessments, from dealing with falsified resumes and large volumes of applications to accurately gauging candidates on cognitive, communication, functional, and behavioural abilities.

You can also tune in to the audio version on Spotify below

S Pasupathi, Chief Operating Officer of HirePro, shares the importance of college hiring to an organisation’s long-term success, its evolution through the years, and a look ahead at what’s to come. He also sheds light on the changes induced by the pandemic, particularly with respect to remote hiring and the tech tools that help elevate the experience.

You can also tune in to the audio version on Spotify below