Mohit Sharma, Head of Talent Acquisition at KPMG India, shares his expertise on strengthening the Talent Acquisition function through the Efficiency, Experience, and Engagement strategy
Talent Acquisition stands as an undeniable cornerstone of organisational success. However, countless leaders in this field are entangled in the relentless struggle to align their strategies with shifting business objectives and an ever-evolving job market. Enter the transformative vision of Mohit Sharma, Head of Talent Acquisition at KPMG India, who introduces us to the E-Cube strategy—a paradigm that boldly embraces Efficiency, Experience, and Engagement. Sharma believes that the E-Cube strategy holds boundless potential to conquer the challenges that plague Talent Acquisition leaders.
The need to pivot to such a strategy is reflected in the compelling statistics presented in a new report. Showcasing the focus on efficiency, for instance, the report shows that an emerging trend is the utilisation of advanced technologies like Generative AI, which 74% of hiring professionals hope would automate repetitive tasks and enable them to prioritise more strategic work. A synergy between Learning & Development is becoming increasingly crucial, with 81% of in-house recruitment professionals acknowledging this need.
In the area of Engagement, it shows that 60% of in-house recruiting professionals predict they will invest more in this area this year. On the front of Experience, top soft skills such as communication, relationship building, and business acumen are emerging as necessary tools for recruiters, underscoring the shift towards a more candidate-friendly recruitment environment in the next five years—a prediction shared by 64% of professionals. All of this illustrates Sharma’s view about the profound potential that the E-Cube strategy holds to redefine talent acquisition.
These statistics are intended to inspire change. The LinkedIn report highlights that embracing new recruitment technologies is key to improving performance and that providing a positive candidate experience serves as a strong indicator of a company’s values.
For Talent Acquisition leaders striving to navigate through all of this, it is imperative to explore innovative strategies that can drive success in the quest for exceptional talent. Sharma’s E-Cube strategy is a strategic framework that offers a holistic approach to talent acquisition, empowering recruiters to optimise their efforts, enhance candidate experiences, and achieve their goals in a rapidly changing recruitment landscape. Embracing this idea and leveraging data-driven insights can pave the way for a more effective and efficient talent acquisition process.
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Efficiency: The Road to Streamlined Talent Acquisition and Optimised Recruitment Processes
Improving efficiency in talent acquisition is a crucial objective. As Sharma states, “Talent Acquisition function strives to deliver better (quality of hire), cheaper (cost of hire), and faster (time to hire) results. These three essential performance indicators are interrelated and guide the efforts to improve efficiency.”
One key area to consider, Sharma suggests, is process efficiency. This involves re-engineering or redesigning recruitment processes to eliminate bottlenecks, reduce redundant tasks, and streamline workflows. By closely analysing and optimising each step of the hiring journey, organisations can enhance efficiency and save valuable time and effort for recruiters, hiring managers, and candidates.
Another aspect emphasised by Sharma is ‘source effectiveness’. He explains: “Data-driven decision-making enables organisations to leverage insights and make informed choices about the most effective talent sourcing channels. By analysing historical data and performance metrics, organisations can identify the sourcing methods that consistently yield high-quality candidates, who are a good fit for the organisation’s needs, and allocate their efforts accordingly.”
Data-driven recruitment plays a crucial role in enhancing efficiency. By harnessing the power of data, organisations can identify patterns, trends, and areas for improvement within the recruitment function.
Sharma also stresses on the importance of pyramid optimisation, stating that organisations should “strive to maintain an apt and diverse talent pool at the right levels.” This ensures a well-balanced workforce structure, reducing talent gaps and enhancing the efficiency of talent acquisition efforts.
Sharma further asserts that “Automation and technology interventions go hand-in-hand and are invaluable for achieving recruitment efficiency.” He highlights the importance of automating repetitive tasks, which enables organisations to free up valuable time for recruiters to focus on core activities. Adopting recruitment technology solutions, as he suggests, can streamline processes, enhance experience, and drive overall efficiency in talent acquisition.
Additionally, Sharma recommends considering the option of “outsourcing administrative and repetitive tasks to optimise operating models.” By establishing and leveraging support offices for these tasks, recruitment teams can concentrate on core activities such as candidate engagement, employer branding, and strategic talent acquisition initiatives.
Data-driven decision-making enables organisations to leverage insights and make informed choices about the most effective talent sourcing channels. By analysing historical data and performance metrics, organisations can identify the sourcing methods that consistently yield high-quality candidates, who are a good fit for the organisation’s needs, and allocate their efforts accordingly. -Mohit Sharma, Head of Talent Acquisition, KPMG India
Experience: Placing candidates and hiring managers at the centre
“When it comes to the recruitment life cycle, the experience of both candidates and hiring managers is paramount,” says Sharma. “To truly enhance their experience, we must adopt user-centred design principles and place the candidate and hiring manager at the centre of decision-making.” This approach recognises the individuality of the needs of hiring managers and candidates, ensuring that actions taken to enhance their experience are both tailored and impactful.
“An effective starting point is identifying the points impacting experience (PIE) in the candidate and hiring manager recruitment journey,” says Sharma, recommending that each interaction from the initial application process to onboarding be analysed. “This evaluation enables organisations to identify pain points and areas for improvement, fostering a continuous progression mindset rather than chasing unattainable perfection,” he points out.
Moreover, technology can be a powerful ally in capturing and enhancing the recruitment experience. “By leveraging tools that gather feedback and employ sentiment analysis throughout the process, organisations gain valuable insights that inform decision-making, and which also enable them to adapt their strategies in real time. This data-driven approach ensures that organisations are constantly evolving and optimising the recruitment experience to deliver the best outcomes for candidates and hiring managers alike”.
Also read: Goldman Sachs’ Deepika Banerjee Suggests Differentiated Employee Experience Strategy for 2023
Engagement: Shifting the focus to proactive talent engagement
Traditionally, organisations have primarily engaged with applicants who respond to job advertisements. However, Sharma suggests a shift in approach from Attract>Engage>Recruit to Engage>Attract>Recruit. “Proactively engaging with a wider talent pool and building relevant talent communities can uncover ideal candidates who may not have applied directly,” he points out.
Various formats can be employed to foster engagement, such as meetups, tech/leadership talks, hackathons, and case studies. These initiatives provide valuable opportunities for interaction and position the organisation as a career enabler, contributing to individual growth and community development.
“As organisations navigate the complexities of talent acquisition, the E-Cube strategy serves as a guiding light, providing comprehensive coverage of key aspects and empowering HR leaders to prioritise their actions with precision,” says Sharma. “By embracing this transformative strategy, organisations can not only achieve their most pressing goals but also cultivate a reputation as an employer of choice, attracting top talent and driving long-term success.”
Embracing this strategy will pave the way for a more effective and successful talent acquisition process in the ever-evolving business landscape.
About the expert: Mohit Sharma, Head of Talent Acquisition at KPMG,has over 19 years of global industry expertise. He excels in implementing innovative recruitment strategies and technology interventions, and he also actively contributes to academia and the Talent Acquisition professional community.
