Professional Documents
Culture Documents
Assignment Submission
Section B (Group 6)
What should Accenture do in this regard? We can look at this aspect through
the following 1. Candidate Sourcing
Accenture should continue to perform this process as it has been doing
in the past, but with a special emphasis on developing the job
description and job specification since it would play a key role in
recruitment of consultants.
It cannot, however, use the sources it has used in the past and should
thus tap other resources like head-hunters, placement consultancies,
etc. It could also tap other networks and external partners like
partnering with premier business schools, asking candidates peers for
nomination, etc.
The resume screening should be done more thoroughly to save on
costs associated with recruitment.
It should conduct ongoing, proactive analysis of future needs along
with continually evaluating the pool of potential talent.
2. Candidate Management
Accenture should continue its practice of conducting extensive
interviews, but for recruiting consultants, it should further intensify its
efforts in this regard and focus on the highly sophisticated skill sets
required to ensure a rich process.
It should involve top level, C-suite executives in the process so that
they make sure that they are an essential cultural fit, apart from being
having strong career credentials.
It should engage the best interviewers in the organization that would
also help in reinstating the companys commitment to candidates
success.
The HR should now focus more on focussing on the efficiency of the
process, rather than the speed of the process.
3. On-boarding This function assumes an even greater role in case of
recruitment of consultants, as employees with high skills sets are more prone
to defection, or leaving the organization in a short span of time.
The manager and HR executive of the new recruit should make
him/her feel at peace by regularly checking in with the employee
about how things are going, even when no problems have arisen. This
would be essential to make the employee at ease with the company.
Such practices would help in integrating the new employees with the
culture of the company. For this, they should continue with their buddy
program - using veteran top performers as mentors.
This process is incidental to make the process high human touch, by
ensuring multiple touch points for the candidates
4. Capabilities
In intensifying the process to meet the new needs the HR department
should ensure that it maintains its performance on the metrics defined
under the current model; that is the recruitment costs should be
controlled.
Modify the software dashboard since the process would now require
more intensive and numbered interviews.
Audit and review of HR practices would help in identifying and
rewarding excellent interviewers.
This would also help in holding all assessors accountable for the
quality of the evaluation.