Before starting talent planning, Accenture identifies future talent needs based on the company’s strategic objectives. It involves considering the available skills and deciding whether to hire, reduce, transfer, or train employees.
Accenture, an information technology and consulting services company, begins talent planning by aligning staffing and business goals and objectives. Next, Accenture will take an inventory of staffing profiles, considering internal employees, current employees, and current consultants to identify staffing gaps.
This was conveyed by Fala Rininda, the Country Recruiting Lead of Accenture Southeast Asia in Indonesia, during a guest lecture on Human Capital Management at SBM ITB on Monday (6/2). With a background in psychology and human resource management and more than ten years of experience in HR and recruitment, Fala shared about the recruitment and selection process at Accenture companies to SBM ITB students.
Fala explained the next step in the hiring process. It involves developing a talent plan for next year, including planning new hires and developing existing talent through training and development programs. Accenture will measure and evaluate the progress of its talent planning throughout the fiscal year before making any changes to the alignment of staffing and business goals and objectives.
Accenture also uses the top five recruitment metrics as its recruiting strategy. These metrics are the quality of recruits, sources of recruits, the timing of hires, cost per hire, and effectiveness of recruitment channels. These metrics help companies evaluate and measure how effective their recruitment process is.
Fala said recruiters play an important role in finding the best talent in the market. Their main focus is finding candidates with the necessary skills for a particular job.
Applicants who do not have these skills will likely be ignored. Therefore, job seekers must only apply for positions that match their qualifications.
Recruiters, according to Fala, look for candidates from various channels and evaluate work history, internships, and other activities. The average resume review time by recruiters is just 5-7 seconds. During that time, they focused on six main items. If the candidate meets the initial criteria, the recruiter will conduct an HR interview before forwarding the shortlisted candidate to the hiring manager.
