ACCENTURES WAR FOR TALENT IN INDIA

AAYUSHI BHATIA
RAHUL MODI
NARAYANKAR
ROHIT
NISHANT SHAH
SHANMUGAM RK
SHASHWATI RAO
 Problem Statement
Accenture India needs to hire 2000 management
consultants within the next 12 months.
 Situational Analysis
India is a leading offshoring destination - 44% of market share.
Accenture created the Global Delivery Network (GDN) - deliver technical skills &
services in low-cost economies to clients in high-cost economies.
Scalable and flexible model.
Work from global locations
Focus solely on delivery
In 2003, there was a requirement of 500 people to be hired in 5 weeks for
offshoring operations.
 Situational Analysis
New functional model of recruiting based on supply chain management
principles.
For this purpose, 35 recruiters from branches across the globe were brought in.
Also had a strategic tie up with XLRI institute to improve the HR expertise.
In order to improve the supply chain management involved in the recruitment
process, Accenture used the Dashboard software.
Situational Analysis - Functional Model of
Recruiting
 Situational Analysis
Restructured HR on functional lines
Business-aligned HR delivery teams focused on employee life cycle processes
Centralized HR service architecture team covering compensation, policies etc.
Centralized HR back office, Atlas, to perform repeatable administrative tasks

Focused on measuring HR performance

Accenture quickly become People Capability Maturity Model (PCMM)

certified
 Challenges
Need candidates from different backgrounds like industry specialists and PhDs in
statistics, economics, CAs etc.
The business is not as readily scalable as IT and BPO.
Need to forecast demand for different types of skill sets to recruit accordingly for
different projects.
Very little lead time available to staff the team before a project.
No time for long basic skill training programs.
 Challenges
Cannot put these highly skilled hires through industrialized hiring processes.
Job portals and advertisements may not be the most effective way to recruit
these candidates.
Need to offer a distinct value proposition to attract and retain these hires because
of high competition from other firms.
 Options
Use the current functional model without any changes
Modify the current model
Come up with a new model
 Recommendations and Action Plan
Use the current model but make some changes to adapt it to hire management
consultants.

Recruiter Sourcing:

Help from Global Network: Fly in Accenture expert recruiters from around the world.

Candidate Sourcing:

Create a dedicated HR team to forecast skill-sets demands.

Reduce reliance on job portals and advertisements. Instead recruit from business
schools and other universities. Use industry contacts to attract industry experts.

Create a talent supply map specific to the skill-sets required for management
 Continued
Onboarding:
Reduce time between the candidate accepting the job and onboarding, to prevent
them from leaving.
Continue to build a connection with new hires, so that they dont keep looking for
alternative jobs.
Branding:
Promote image of Accenture as a management consulting firm which provides good
career opportunities.
Leverage Accentures PCMM status.
Build a strong connection with business schools across the country.
Thank You