TALENT ACQUISITION

AND AUTOMATION IN INDIA, 2016A COLLABORATIVE STUDY BY SHRM INDIA AND CAREERBUILDER

Today, organizations are constantly on the look - out for newer technologies to help empower themselves and

grow. The Talent Acquisition function is no exception to it. However, there are still many organizations

struggling to embrace automation and measure ROI (Return on Investment) of each of the processes.

This collaborative study by SHRM India and CareerBuilder is an attempt to understand the key drivers and

practices in the Talent Acquisition space specifically in the context of value derivation through technology adoption. This study also looks at the various challenges that Talent Acquisition departments face in adopting such technological tools.

A 15 item questionnaire was administered and over 120 organizations participated in this study.

Top pre-hire metrics: Cost per hire (19%), Time to fill (17%), Candidates per hire

(16%), Source of hire (12%), Applicants to hire ratio (9%)

Bottom pre-hire metrics (<1%): Lateral movement ratio, Hires per recruiter,

Interview to joining ratio, Job posting effectiveness and Applicants to interview ratio

Key findings

Cost and Speed of hiring remain critical!

High & low priority Pre-hire metrics

Top 5 Pre-hire Metrics Bottom Pre-hire metrics(<1%)

Cost per hire(19%)

Time to fill(17%)

Candidates per hire(16%)

Source of hire(12%)

Applicants to offer(9%)

Lateral movementratio

Hires per recruiter

Interview to joiningratio

Job postingeffectiveness

Applicants to interview ratio

Other sources16%

ATS20%

Excel40%

HRIS12%

Recruitmentsoftware

12%

While a smaller percentage of sample organizations (12%) are resistant to adopting technology, a larger chunk of 88%, are using technology in Talent Acquisition function in some form or the other.

Organizations use technology mostly for job / social media posting, career websites, internal / external database search and background searching. Technology is least leveraged for candidate screening,

evaluation, engagement and self-service.

Extent of technology usage in Talent Acquisition

The need of the hour for all Technology providers to make efforts to bring out the

relevancy of technology tools in the Talent Acquisition space and address to

customized needs of the organization. In turn, HR functions should look to

building a business case around the importance and need of technology enabled functions as well as also put in tools / matrices in place to track ROI (Return on Investment).

Sources of data

MS Excel (40%) is still the primary source to measure and manage pre-hire metrics.

It's time for organizations to map a concise part of actionable information into a larger HRIS. The benefit of getting an Applicant Tracking System (ATS) helps supporting candidate self-service which could be a longer term goal while

measuring critical metrics for success in Talent Acquisition.

• Candidate sourcing: Candidate database size and semantic search

• Workflow management: Natural language processing and Responsive platform

• Reporting: Big data analytics

Importance of selecting a technology partner in

Top challenges in using Talent Acquisition technology

1

2

3

4

5

6

7

Lack of awareness of existing relevant technology tools

Inability to track ROI

Lacks privacy / security

Limited budget

Implementation challenges / low adoption by team

Internal decision making bottle necks

Too complicated / cumbersome

17%

16%

14%

14%

13%

13%

12%

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ABOUT SHRM INDIASHRM India provides a platform for thought leadership, sharing of best practices and

professional networking within the Indian and global HR communities in order to take the profession higher through continuous and collaborative learning. It is a one-stop shop and the go-to

resource for solutions and services to handle all people-management challenges With more than 285,000 members globally, membership is truly a unique offering that provides rich content through comprehensive

online resources on both and This huge repository of articles, research papers, www.shrm.org/india www.shrm.org.case studies and related material on every aspect of HR within the Indian and global contexts constitutes the most current

and comprehensive body of knowledge in HR. Supported by a bank of over 50 subject matter experts and internal expertise, the SHRM India Knowledge Center offers cutting-edge resources, across all the key and emerging HR disciplines. These include

thought leadership, advisory panels, tools and templates, virtual events, forum and research.

As the leading advocate for HR professionals’ worldwide and providing HR research and education, SHRM launched an unparalleled study to define not only the knowledge, but also the competencies required of today’s HR leaders. The result of this rigorous research

was the SHRM HR Competency Model which forms an important foundation for the new SHRM Certifications - SHRM Certified Professional (SHRM CP) and SHRM Senior Certified Professional (SHRM SCP).

ABOUT CAREERBUILDERCareerBuilder is the global leader in human capital solutions. Through constant innovation, unparalleled technology, and customer care

delivered at every touch point, CareerBuilder helps match the right talent with the right opportunity. With world class technology to empower Pre-Hire processes of business, CareerBuilder operates in the United States, Europe, Canada, Asia and South America.

CareerBuilder has presence in more than 60 markets worldwide.

The product suite includes:

• Sourcing Technology – Find the right people online or within your own database to fill open positions fasters.

• Recruitment Software – Build an effective talent acquisition process that spans from sourcing to hiring.

• Recruitment Analytics – Use relevant data to help set expectation, measure and success in your hiring efforts.

CareerBuilder works with top employers across industries, providing job distribution, sourcing, workflow, CRM, data and analytics in one pre-hire platform.

CareerBuilder's mission is to empower employment. We are striving to organize all the world's human capital data and make it meaningful for society. We’ve recruited the

best people for our business, and we want to help you do the same for yours. We’re constantly working to support you in your role as a

talent advisor and strategic business partner.