SHRM India Annual Conference

Looking Beyond Resumes: Strategic Solutions to Hire Transformational Talent

Blurb: Organizations are constantly seeking top talent to stay competitive, but the traditional recruitment process can be cumbersome and time-consuming. Hence, simplifying hiring is a strategic imperative.

Step beyond resumes and into a new era of strategic hiring efficiency. Delve into innovative inbound recruitment methodologies that go beyond traditional resumes to attract and hire transformational talent. Learn how three pillars — data, automation and the elevation of traditional recruitment marketing through employer branding — can help elevate the talent acquisition function.

Artificial Intelligence in Recruitment: What it can and cannot do?

There are a lot of talks around the capabilities of AI in automating repetitive tasks, enhancing candidate sourcing, and mitigating bias in your hiring process. However, while AI is a powerful tool, it is not a magic wand. It has its limitations in understanding context and complex human interactions, and the irreplaceable human touch in making strategic decisions.

In this roundtable discussion, we come together to decipher how the recruitment industry can benefit from usage of AI, areas where AI can help, and areas where AI cannot replace the human in “Human Resources”.

Discussion Pointers:

1. Most compelling advantages of using AI in recruitment
2. Limitations or challenges when incorporating AI into recruitment processes
3. Can AI truly provide a personalized experience, or are there aspects where human interaction is irreplaceable?
4. Do you believe AI can successfully eliminate bias, or are there inherent limitations in its ability to achieve this?
5. What kind of learning and adaptation are necessary for recruiters to effectively collaborate with AI tools and make the most of their capabilities?

Community, Authenticity and Data: Crafting the New-age Employer Brand

Blurb: For most organizations, inking an employer branding strategy in this DNA age is critical. It makes recruitment simpler, enhancing retention, and making both external and internal stakeholders, discover the true ideals and ideas powering its growth-path. As a result, employees are enthused, business leaders are more relatable, and a product/service is placed at the center of a much, wider conversation.

In this session, explore the powerful intersection of authenticity and data-driven strategies in shaping a compelling employer brand that resonates with talent. Learn how technology can help amplify your brand’s story, attract top talent, and create a workplace culture that is both innovative and genuine.

Discussion Pointers:

1. How are job seekers’ values changing and disrupting the old ways of recruiting?
2. How is the employer brand adapting to the digital age and leveraging technology to enhance the candidate experience?
3. What mechanisms are in place for candidates to provide feedback, and how does the company respond and adapt based on this input?
4. How can the employer brand maintain authenticity and transparency in its messaging? How does this influence the trust that candidates place in the organization?
5. How can the employer brand effectively communicate the organization’s commitment to creating a diverse and inclusive work environment?
6. How can the organization measure the effectiveness of its employer brand? What key performance indicators (KPIs) can be used to track success?
7. How does the company continuously evolve and refine its employer brand based on feedback, data, and changing market dynamics?

Inclusive Hiring through Skills-Based Approaches: Unlocking Diverse Talent

In today’s competitive labor market, organisations need to innovate and explore new strategies to source skilled talent. With technology advancing at break-neck speed, jobs and the skills required are likely to look quite different in the future. While skilling and upskilling programs gained greater importance since the pandemic, employers are yet to tap into the potential this skilled talent pool holds.

In this discussion, we discuss the potential benefits of a skill-based hiring approach over relying heavily on the traditional route of formal pedigree. We evaluate the possibilities of this approach, including, but not limited to, the opportunity to open doors to a previously untapped and diverse talent pool which may have been overlooked.

Discussion Pointers:

1. Can degrees and formal education match the speed and needs of jobs of the future?
2. Evaluating the legitimacy of skilling programs today
3. Can skill-based hiring open up opportunities for jobseekers facing barriers?
4. Crafting inclusive job descriptions for skills over formal qualifications
5. Overcoming barriers to implementing skills-based practices