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Accenture's War For Talent in India

Accenture faced challenges recruiting talent in India for its IT and BPO services due to a skills gap among graduates, intense competition for workers, and compensation-focused candidates. It developed a new recruitment model focusing on candidate sourcing, management, onboarding, and tracking metrics. This model specifies skills requirements, uses a multistep interview process, and connects candidates to the company. While effective for IT and BPO, tweaks would be needed for management consulting roles, such as recruiting from business schools, broadening internal recruitment, using employee references, and working with agencies.

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Somil Gupta
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74 views

Accenture's War For Talent in India

Accenture faced challenges recruiting talent in India for its IT and BPO services due to a skills gap among graduates, intense competition for workers, and compensation-focused candidates. It developed a new recruitment model focusing on candidate sourcing, management, onboarding, and tracking metrics. This model specifies skills requirements, uses a multistep interview process, and connects candidates to the company. While effective for IT and BPO, tweaks would be needed for management consulting roles, such as recruiting from business schools, broadening internal recruitment, using employee references, and working with agencies.

Uploaded by

Somil Gupta
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Accenture’s War for Talent in India

By: GROUP AH1, SECTION 6


Akshay Jha (19S608)
Antara S. Rao (19S611)
Diptakshi Ghosh (19S617)
Monojit Deb (19S626)
Q1) What were the recruitment and selection challenges Accenture faced for the business
needs of their IT and BPO services in India?
Challenges faced in recruitment and selection process for IT services:

 Skills of fresh graduates did not necessarily meet the needs of the software industry.
 The shortfall in talent projected by Nasscom would further push up the already double-digit
wage inflation.
 Offshoring by international corporations and professional services firms had caused intense
competition for talent.
Challenges faced in recruitment and selection process for BPO services:

 In the early days, BPO employees were more compensation oriented than career growth
oriented.
 Accenture had to compete with multinational firms (ones with large pool of available funds)
to recruit talent in BPO services.
 Since the employees were compensation oriented, they would tend to take the highest
available offer, causing an issue of employee commitment to the company.

Q2) What is your assessment of the new recruitment and selection model Accenture India
developed?
STRATEGIC STEPS INVOLVED POSITIVE ASPECTS ASPECT LACKING
COMPONENT OF PROCESS IN PROCESS
Candidate  Mapping demand  Defined demand  Not focusing on
Sourcing  Planning of job internal sources
 Optimise supply  Relevant skills  Limited pool of
through requirement candidates
recruitment specified
channels  Continuous
 Initial Screening evaluation of
 Validation of talent pool
Resume
 Hiring Profiles as
per skill set,
responsibility level
and work location
 Evaluation of
sourcing team as
per deadline, cost,
conversion rate
metrics
Candidate  Three interviews  Line managers  Using only
Management held which are HR, can concentrate
Technical and on only passing preset
Final the best evaluation
 Additional Process candidates onto criteria
on case-by-case the next stage
basis  Continuous
 Ensuring the engagement
interview with the
processes are candidate
conducted  Well structured-
smoothly multistep
interview
process

On-boarding  Building deeper  Ensuring  Social media


connection with commitment platforms not
candidates from selected used to connect
 Giving necessary candidate with the
information to towards the candidates
candidates company  Not only peers
 Buddy Programme  Consisted of but also senior
initiation multiple touch leader of the
 Background points such as organisation
checks of phone or email should be asked
candidates to mentor
candidates
Capabilities  Tracking multiple  Development
matric such as and use of
demand fulfilment, recruitment
quality of person dashboard
hired, delivery  Evaluation of
cycle time,cost of candidate
hiring, people managers
hired monthly per 
recruiter and
candidate survey
scores
 Use of technology
in recruitment
process and
innovate process
improvements

Q3) Do you think the same model can be used to hire management consultants in India? Yes,
or No, justify your stand.
Accenture has been able to develop a very methodical and systematic model to hire IT and BPO
candidates over the years. One of the key benefits of the model is that Accenture has been able to
place itself as an employer of choice in the minds of prospective candidates.
The current model has allowed the company to recruit talent by scanning through a large pool of
available candidates, choose the most suitable ones and ensure commitment from the selected
candidates.
Since the candidate pool for management consultant roles is very different from the candidate pool of
IT and BPO services, there definitely needs to be tweaking done for the existing model to work for
Management Consultant recruitment processes. However, this may not call for a completely new
model to be set in place.
One of the reasons being that the company has people graduated from XLRI, Jamshedpur who are
trained in recruiting at higher level positions such as that of a management consultant.
The model can be altered using the help of these individuals, but the basic structure can stay the same.
One such example would be hiring from b-schools for positions of management consultant unlike
hiring from engineering schools for IT and BPO roles.

Q4) What are the changes you would recommend for this process (recruitment and selection
of management consultants in India)?
 Look for recruitment from Business schools and management institutions, as the candidates
from such institutions will be specially trained in management consultant services
 Broaden scope for internal recruitment of talent, which would reduce costs of recruitment as
well as motivate existing employees
 Seek support of employees to spread message about management consultant job openings in
the organisation, as candidates from reference sources reduce recruitment processing time
 Seek assistance of external recruitment agencies to forward applications of suitable
candidates, which would reduce resume screening time and costs

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