Guest AuthorSreekanth K Arimanithaya

People behind the people’s story

By | Sreekanth K Arimanithaya | Global Talent and Enablement Services Leader, EY Global Delivery Services

We often talk about people being the X factor in organizational success. This makes recruitment the experience gateway – a vantage point – that brings together the external and internal ecosystem, especially when organizations grow rapidly. In short, if there was a multiverse of possibilities, in each of them, recruitment would be the starting point (quite literally) to re-imagine the Talent function.

 Earlier this week, I met some of my colleagues in the recruitment team, and our journey, in retrospect, has been phenomenal. Over the last three years, we onboarded about three times more than our usual figures, with about the same team strength – and this factors the pandemic when most of the team was equally impacted. For a moment, I did question myself if our ambition had beaten us. The track record was impeccable and the achievement colossal, but all this wouldn’t be worth it at a human cost. And then there was a delightful moment of serendipity when I realized I had not lost a single direct report of mine, and neither did they. In a market that was described as a war for talent – a team that stays back and delivers beyond expectation is what I would cherish as an achievement. And, when we discussed what drives them each day to push the boundaries – it was the commonality of our purpose.

 But let’s look at the 10 factors of success for a recruiter. Again, these are not unique, but they are definitely tested:


  1. Know your market: Insights applied with human intelligence are what drive innovation. So, you must understand the larger context of the business you work with. Understand the business aspirations, demand for skills, and emerging trends. This helps you stay ahead. 
  2. Know your candidate: As recruiters, we need to balance the left and right brain – our people instincts with machine intelligence. Know your people, where they come from, and their socio-cultural context. After all, we are not filling the numbers – we are forging careers. Also, remember that it is a candidate marketplace, so go for targeted sourcing rather than blind sourcing to economize efforts.
  3. Branding: Branding is not an ecosystem enabler. Each of us, as recruiters, embodies it as much as we use it. So have a clear understanding of the organizational ethos, culture, and EVP.
  4. Leverage the vendor ecosystem: There is an explosion of niche and innovative solutions in the market. Like every other function and organization, we simply cannot afford to solve it all internally. So, creatively bring together the various micro solutions to create a singular user experience. 

Tech is the way

  1. Operational data mining: Today, recruitment sits with tones of data. It is extremely important that we have an integrated view and use this to develop sufficient insights and discern patterns that can add value across the candidate lifecycle. 
  2. Mass personalization: We are used to hyper customized experiences in most of our digital interactions, and recruitment would not be an exception. So, the challenge is to match the role, candidate, and message.
  3. Gamification, AI, and ML: We need newer ways to attract and assess talent. So, it is only natural to tap into virtual games, integrated experiences, badges, competitions, etc.
  4. Chatbot: We need non-task based intelligent chatbots to navigate and drive virtual experiences.

Be the change

  1. Building social equities: As we build inclusive organizations, the journey begins with us adding different dimensions. Explore and tap talent pools. When I saw LinkedIn add dyslectic thinking as a skill, I felt elated. We can push the boundaries in helping people realize their potential.
  2. It’s yours to build: Enable the candidate to make better decisions. While we bring the role and person together, the candidate needs to own the various stages of the process to gain relevant information on the position, organization, leaders, etc.

Finally, there is no limit to the innovation you can bring in – we are talking about NFT-based resumes, blockchain for background verification, supply-driven job markets, skills enablers for career shifts, and purpose-driven careers. As much as we enable career paths for others, we also collect signature experiences for ourselves. 

I want to end this note by thanking all the incredible people who have helped craft these learnings for credible success. 

Republished with permission and originally published at Sreekanth K Arimanithaya‘s LinkedIn

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