Talent Acquisition Strategies for Xactly India

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IIP PROJECT 1 | Page TALENT ACQUISITION STRATEGIES FOR XACTLY INDIA

Transcript of Talent Acquisition Strategies for Xactly India

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TALENT ACQUISITION STRATEGIES FOR XACTLY INDIA

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EXECUTIVE SUMMARY

OBJECTIVE AND SCOPE:

The main objective of the project is to help the organization to fit in the right talent for the right

job which can be done by using the right strategies. Since the organization is in a growth stage

there has been a lot of talent required because of the increase in number of products. At present

in Bangalore there are around 50 employees and the organization would like to expand it to 75

by hiring the right talents.

Since the organization is in a growth stage and there is only a single Human resource director in

Bangalore, there is a lot of scope for me personally handling all the recruitment practices. The

organization at present has given me four positions as of now to close which consists of senior

software engineer, Technical consultant, Systems administrator and Technical support. The

organization has given me an responsibility to close these positions.

The role out of this project would be for me to conduct the preliminary round of interview with

the experienced candidates ranging from 4-8 years and find out some strategies to attract the

talent. Moreover, the company recently gave me an exposure to job fairs where I had to deal with

over 100 candidates by conducting interviews.

The challenging part of this role would be that I have to be technically strong to interview the

experienced candidates. There is a lot of scope in this project as the company is in expansion

stage and as a part of the organization if i fulfill the duties and responsibilities given to me

promptly then my career path would reach the heights. As a part of this organization I have a

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chance to develop my negotiating skills, convincing skills and interviewing skills which would

benefit my career in future.

Methodology proposed:

• To post the job description in various job portals like Naukri, Monster etc. Thereafter we

receive resumes of various candidates. Depending on the experience and other

achievements

• I would shortlist the resume and conduct the preliminary round of interview. If the

candidate suits the requirements.

• The next step is to pass on the resume to the department head and senior HR for the

technical round of interview.

• The interview process will go on for a week and I have to regularly follow up with the

candidate.

Tools and techniques used:

The tools and techniques used during this project are the various job portals to source the resume

of the candidates. If the job posting which we post doesn’t get sufficient replies then i would use

keywords in Naukri and Monster to track the right candidates.

There are some strategies and solutions to the problems that I have suggested in this project

which can help the organization in many ways. Although the strategies are very familiar it can

help the company in getting the right talents according to the requirements.

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1) DESCRIPTION OF THE COMPANY/INSTITUTION:

Internship department: Human resources

Name and position of the supervisor: Haritha Kocherla – HR manager

Address: #3h, 1st floor, 7th c main, 3rd block, Koramangala, Bangalore-34

2) BRIEF INTRODUCTION OF THE INFORMATION TECHNOLOGY SECTOR

The information technology (IT) industry has become of the most robust industries in the world.

IT, more than any other industry or economic facet, has an increased productivity, particularly in

the developed world, and therefore is a key driver of global economic growth. Information

Technology (IT) sector contributes nearly 5% to GDP of the country.

Information Technology sector can be broadly classified into software development, software

services, software products, consulting services, BPO services, e-commerce & web services,

engineering services off shoring and animation and gaming. The global IT spending increased

exponentially for years before the onset of global recession in 2008-09. Riding the wave, Indian

IT industry grew at impressive rates of above 30% during that time to the tune of over US$ 60.

The global meltdown dented the scene, with businesses across the globe, cutting on discretionary

IT budgets. However Indian IT industry managed to weather the storm on back of superior

quality and execution efficiency.

Economies of scale and insatiable demand from both consumers and enterprises characterize this

rapidly growing sector. Both software development and the hardware involved in the IT industry

include everything from computer systems, to the design, implementation, study and

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development of IT and management systems. Owing to its easy accessibility and the wide range

of IT products available, the demand for IT services has increased substantially over the years.

The IT sector has emerged as a major global source of both growth and employment. The

industry is expected to witness sustainable growth over a two-year horizon, going past its USD

60 billion export target in FY2011.

Features of the IT Industry at a Glance

• Economies of scale for the information technology industry are high. The marginal

cost of each unit of additional software or hardware is insignificant compared to the

value addition that results from it.

• Unlike other common industries, the IT industry is knowledge-based.

• Efficient utilization of skilled labor forces in the IT sector can help an economy achieve a

rapid pace of economic growth.

• The IT industry helps many other sectors in the growth process of the economy including

the services and manufacturing sectors.

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2.1) INDUSTRY ANALYSIS USING PORTERS FIVE FORCE MODEL

COMPETITIVE RIVALRY WITHIN AN INDUSTRY

Rivalry is more intense where there are many small or equally sized competitors; rivalry is less

when an industry has a clear market leader. There would be constant fight in the market between

the companies to stay alive in the market. There is rivalry between our company and callidus to

be the best market leader in sales performance management solutions. The rivalry can be

competitive in various ways such as marketing of products, product quality, pricing strategies

and various features which can attract the customers in many ways. Companies would constantly

try to read the customers mind to attract or retain them.

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THREAT OF NEW ENTRANTS

Profitable markets that yield high returns will attract new firms. This results in many new

entrants, which eventually will decrease profitability for all firms in the industry. As the software

industry is booming day by day there is enough competition in the industry. There are lot of

startup companies evolving off late and are giving stiff competition to the well established

brands. For instance, if we look in to the organization which I am currently working has grown

rapidly in a span of six years. As the technology grows all organizations have to update

themselves to stay in the market.

However there are barriers to entry as well like financial barriers where the entrants have to

invest huge money, Legal barriers wherein new companies will have to deal with different

legislation issues. Customer loyalty is another barrier because a customer doesn’t want to risk

buying a new product.

THREAT OF SUBSTITUTE PRODUCTS

Threat of substitutes exists when a product's demand is affected by the price change of a

substitute product. A product's price elasticity is affected by substitute products - as more

substitutes become available, the demand becomes more elastic since customers have more

alternatives. A close substitute product constrains the ability of firms in an industry to raise

prices. If we consider the organization where I am working, it is into on demand sales

compensation software which has modules on sales, finance and analytics. The competitors of us

Callidus software also are into the same service. So there are chances that customers might

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deviate to another product. It is important to always update the product and keep it user friendly

to make sure the customer is loyal.

BARGAINING POWER OF CUSTOMERS

The power of buyers is the impact that customers have on a producing industry. In general, when

buyer power is strong, the relationship to the producing industry is near a market in which there

are many suppliers and one buyer.

3) COMPANY PROFILE

Founded in 2005, San Jose, California-based Xactly Corp. (www.xactlycorp.com) began its

operations by targeting the high end of the midmarket (companies with up to 2,000 payees) with

its flagship on-demand sales compensation application solution, Xactly Incent. The vendor has

received $27 million in venture funding, closing its "C" round in April 2007, and plans to be

profitable in 2008. It has just over 100 employees, with its sales operations, including 25 direct

salespeople, focusing primarily on North America, with a growing presence in Europe, the

Middle East, and Africa (EMEA) and partnerships in Asia/Pacific. The company intends to

expand its presence in both EMEA and Asia/Pacific in 2008. Xactly sells across a variety of

industries and has met with success in selling its applications to software and technology, media

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and entertainment, manufacturing and distribution, telecommunications, and financial services

firms. Notably, salesforce.com and Success Factors are both customers and partners of Xactly.

Since its founding, Xactly has moved from providing a sales compensation management solution

to a broader, sales performance management offering. Sales performance management systems

include functionality for incentive compensation management, quota management, territory

management, and price management, all leveraging post sales business data that Xactly

aggregates and hosts in a secure, on demand repository. The Xactly Incent sales performance

management product portfolio today comprises Xactly Incent, Xactly Analytics, Xactly

Modeling, Xactly Credit Assignment, Xactly Rewards, and Xactly Data Management. Xactly

has made available a set of open APIs called Xactly Connect, the world's first on-demand

incentive compensation management integration platform that provides connectivity to any

system, resulting in transparent integration for end users., Intuit, Paychex, and Ultimate

Software) for payment processing.

VISION: Every Company Incents Right.

MISSION: Evangelize, Enable and Ensure.

FOUR CORE VALUES:

C- Customer Focus

A- Accountability

R-Respect

E-Excellence

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PRODUCTS

• Xactly Incent

Xactly Incent is the smart way to manage incentive compensation. It's web-based,

automated approach replaces tedious manual processes to make any compensation program easy

to manage and error free.

With Xactly Incent, you can:

1. Deliver real time visibility across the organization

2. Calculate compensation quickly and accurately

3. Reduce costs associated with sales compensation

4. Provide audit trails for transactions

Incent Modules

i. Analytics

ii. E-docs

iii. Modeling

iv. Territories

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Features of the product

• Managerial reports

• Full integration with all major crm’s

• Instant and automatic software updates

• Reduced errors

• Built in compliance

• Xactly Express

Xactly Express is software designed on salesforce.com's force.com platform to meet the

dynamic needs of growing companies; built around industry best practices, Express is the

only tool you need to automate sales compensation, get better visibility, improve

commissions accuracy, and motivate your sales team.

Features of the product

• Commission Estimator

• Sales rep commission dashboard

• Compensation management tools

• Audit controls for compensation

• Accurate commission payments

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COMPENSATION MANAGEMENT SUPPORT AND TRAINING

At Xactly every customers are valued as a top priority. Any point of time the customers can

get in touch with the support team for case requests etc.

Xactly University provides a range of training options to help you get the most out of Xactly

products and services by showing you how to take full advantage of the features Xactly's

applications offer. With classes available on a full range of topics from beginning orientation

to advanced analytics, Xactly University offers something for everyone. There are three

options provided by Xactly:

• Training over web

• Classroom instruction

• On-site training

PARTNERS

• Microsoft dynamics

• Oracle

• Salesforce

• Mercer

• New sigma

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• Big machines

• Cloud computing America

• Compensation analytics

AWARDS AND RECOGNITION

• 2010 CRM market winner

• 2010 winner of codie awards conducted by the software and information industry

association.

• Named one of the top 20 coolest productivity apps along with Google, oracle.

• 2009 winner of CRM excellence awards.

• 2008 influential CRM leader

• Named world’s best new company by international business awards and American

business awards.

PRODUCT STRATEGIES

• The products which are mentioned above is mainly only for the USA customers and the

development center is in Bangalore. The sales of our products are mainly focused in the

Americas since the sales team is located there. The Company doesn’t fall into backward

integration or outsourcing.

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• The markets where we have our customers are from financial services, Manufacturing

industries, Media and entertainment industries, Communications, Software industries,

Business services and Life sciences. Since our product is mainly into sales compensation

we have positioned ourselves in all the industries which have sales team as their pillars.

We have positioned ourselves in the minds of the customers by providing quality

products which would motivate the sales reps to perform better.

• The target market for our products is the Americas as mentioned above. The main focus

of our product is for sales team across all the industries since they have a vital role in

contributing towards organization’s success.

4) COMPETITORS ANALYSIS

The closest rivals of our company at present in SPM (Sales performance management) suite is

Callidus software Inc.

COMPANY PROFILE

Callidus Software (NASDAQ: CALD) is the market and technology leader in Sales Performance

Management (SPM). Callidus customers gain a competitive advantage by maximizing sales cost

efficiencies and driving improvements in sales effectiveness. Callidus is the market leader in the

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sales performance management space with some really great products that are beginning to

evolve into an incredibly strong product suite. The product quality is steadily improving and

customers are getting tremendous value.

STRENGTHS

The company completed changed their product quality from their traditional methods. Callidus is

currently shifting from a traditional software vendor model to a software-as-a-service model and

investors are anxious because it has taken longer than expected. It also said Callidus has been

approached by several private equity firms.

The recent product of them which is Monaco spm suite is gaining high attention because of its

various features which enables the business to efficiently recruit, onboard, and track progress

toward the agent and producer capacity required to meet revenue targets on time.

The company’s quality product saw them teaming up various leading companies. The Callidus

SPM suite drives sales channel performance at 6 of the top 10 insurance companies and 5 of the

top 10 telecommunications companies in the world, handling up to a billion transactions a month

from channels with more than one half-million payees.

As I mentioned earlier in the five force model updating the technology according to the market

scenario will achieve success. Callidus is following the same formula to grab the eye balls in the

market and that is certainly their strength.

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WEAKNESS

There are ample opportunities to move both up within Callidus and to progress your career.

Management did a mediocre job at communicating what was going on. A lot of people got

spooked and some good people did end up leaving of their own accord.

Traditionally, the product quality has been average, at best. While that is now improving, there

are still product issues to deal with and it is not always a painless process.

Communication is still challenging. While the high level goals of the company are clear

(become profitable, release new and better products), it is not always clear on what the day-to-

day objectives are. Communication can always be improved upon, but that is one area of

weakness for Callidus. One of the key things that management fails is to communicate frequently

on how the company is tracking toward the high level goals, and what worker bees can do to

make those goals happen quickly says an “employee from callidus”.

From the above comments from the employees and further research suggests that their

management is clearly letting down the company.

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5) SWOT ANALYSIS

HR DEPARTMENT

OPPORTUNITIES

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• HR AS A STRATEGIC PARTNER

Post recession which had happened way back in 2008, HR’s role has become crucial. The

HR function and activities were intended to ensure the organization's financial success.

Some of them includes: to increase productivity of the labor force and thus, profitability

of the organization, Competency and talent management, Effect of globalization on the

business landscape. These are some of the opportunities which an HR can utilize and

make the people understand the value of HR. HR leaders will find opportunities in these

developments and must put programs and practices in place today to meet the challenges

of tomorrow.

THREATS

• OUTSOURCING OF HR

Firms continue to buy-in HR expertise, and replace that which was once developed and

operationalized internally. Companies are looking for cost cutting by removing HR and

outsourcing all HR activities. The top three wholly outsourced areas include legal activity

(69%), payroll (66%) and pensions (64%). The areas partially outsourced the most

include training (49%) and recruitment and selection (47%).

• UNDERSTANDING THE BUSINESS

In this new HR, professionals are expected to know the business well enough to align

human capital with business needs, either developing the needed talent or going outside

the organization to get it. Everybody should have a line of sight between their goals and

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those of the business. All HR’s should know finance, market strategy, technology,

staffing and training needs, managing change, managing culture to be an good HR leader.

• SMARTEST WINS THE RACE

Smart graduates without any HR qualifications may replace HR in recruiting. Companies

are trying to pull in graduates without any HR knowledge to reduce the cost.

XACTLY CORPORATION

STRENGHTS

• In a small company you are able to connect with upper management as well as your

peers.

• The management team is in constant touch with all the employees interacting personally.

• The atmosphere is fun yet hard working and the employee population is young, smart and

real "go-getters".

• The employees are smart and intelligent which in turn led the company to achieve the

heights.

• The company takes valuable feedback from the customers to improve the product which

the company considers as innovation.

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• The product quality has been appreciated by various organizations and has been backed

by several venture capitalists.

• The company was named one of the 20 coolest cloud productivity app vendors along with

Google, Oracle and Taleo which in turn shows the company’s strength in quality.

WEAKNESS

• Some employees are not ready to take initiative’s which creates dissatisfaction among the

workforce.

• The company’s brand in India is not as recognized in the USA.

• The company’s interview process is lengthy which will make the candidates wait for too

long.

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6) ANALYSIS OF PRODUCT PROFILES

XACTLY PRODUCTS

I.

Smart Sales Compensation Management

Save Time, Eliminate Commission Errors and Gain Compensation Visibility

Xactly Incent is the smart way to manage incentive compensation. It's web-based, automated

approach replaces tedious manual processes to make any compensation program easy to manage

and error free.

• Deliver real time visibility across the organization

• Calculate compensation quickly and accurately

• Reduce costs associated with sales compensation

• Provide audit trails for transactions

INCENT FOR SALES:

• Automated commission calculation ensures timely and accurate commission payments.

• Web-based, real time visibility of commissions (earned and potential) keeps your sales

reps motivated.

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• Managers can easily introduce bonuses or special performance incentive funds (SPIFs) to

guide sales behavior, as well as use reports to gauge sales performance and fine tune their

compensation programs.

INCENT FOR COMPENSATION ADMINS:

• Easy Compensation Plan Creation

• Full Integration with All Major CRMs

• Instant and Automatic Software Updates

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INCENT FOR FINANCE

• Real Time Visibility

• Reduced Errors

• Built-in Compliance

MODULES OF XACTLY INCENT

Xactly has developed a dynamic set of modules to expand the capabilities of Incent. Modules can

be added in any combination depending on your organization's specific needs.

1. XACTLY ANALYTICS:

Compensation Management Insight

A single, unified view of all sales compensation management (SCM) metrics delivers amazing

clarity. While, powerful ad hoc analysis and prebuilt SCM analytic content offers the ultimate in

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data slice-and-dice flexibility. Together, they take decision making to a new level. And that's

exactly what you get with Xactly Analytics.

KEY FEATURES:

• Executive Dashboards

• Pre-Built Analytics

• Ad Hoc Reporting

• Dashboard Editor

• Data Analysis

2. XACTLY DOCS:

Track Plan Documents and Approvals

Xactly Docs is an expansion module for Xactly Incent that allows you to use customizable

workflows to automate compensation document generation, routing, review, and approval -

helping you and your organization save time and resources.

KEY FEATURES:

• Customizable Workflow Processes

• Automatically Route Compensation Documents

• Make Documents More Visible

• Easy Administration

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3. XACTLY MODELING:

Test-Drive Commission Plans

Xactly Modeling is an expansion module for Xactly Incent that helps companies increase their

profits and more effectively manage cash flow. Modeling allows you to preview the effects of

changes made to compensation plans or the structure of the sales organization in order to

minimize risk, optimize sales compensation, and confidently respond to changing market

conditions.

KEY FEATURES:

• Predict the Future

• Make Informed Choices

4. XACTLY TERRITORIES:

Automate Sales Territory Management and Credit Assignment

Territories is part of Xactly’s Incent suite, providing an end to end solution for automating

territory management and credit assignment processes. With Xactly Territories, companies can

optimize the coverage of sales territories, balance workloads, and assign sales professionals to

the most appropriate territories using a variety of attributes, including: geography, product,

product line, strategic accounts, and more. With Xactly Territories, you can:

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• Easily define and manage sales territories

• Efficiently assign credits for processed orders based on mapped territories

• Increase sales revenue and reduce operating costs

Territories, along with Xactly Incent increases sales visibility, assures accuracy and timeliness of

commission payments, and increases collaboration among finance, sales, and operations. The

solution can be seamlessly integrated with industry leading CRM and other backend systems to

work with the already available system data for a seamless end to end experience.

KEY FEATURES:

• No More Complexity

• No More Missing Credits

II.

Compensation Management for Growing Businesses

Xactly Express is software designed on salesforce.com's force.com platform to meet the

dynamic needs of growing companies; built around industry best practices, Express is the only

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tool you need to automate sales compensation, get better visibility, improve commissions

accuracy, and motivate your sales team.

EXPRESS FOR SALES

On-Demand Access to Commission Statements Motivates Sales Teams

Express helps keep sales reps motivated and on track by always keeping them up to date on their

compensation. See potential earnings on any opportunity, or use personalized dashboards to get a

snapshot of compensation. Built-in managerial reports and dashboards make it easy for sales

managers to monitor sales performance and fine-tune their programs

Commission Estimator

The Express Estimator "shows you the money" for deals yet to close. Estimate commissions on

any salesforce.com opportunity, or change up product and service mixes to see how to maximize

earnings.

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Compensation Management Tools

Manager specific dashboards and reports let you easily get a snapshot of your team's

performance. Immediately see top and bottom performers, or look at a general view to gauge the

effectiveness of your comp plan.

XACTLY’S CUSTOMERS

There are around 340 customers of xactly. Some of them include

.

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XACTLY PARTNERS

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7) TRAINING PROGRAM

a. The department that I currently work for is the Human Resources Department. HR Roles

in our organization include:

• Recruitment and Staffing

• Payroll

• HR policies and documentation

• Performance appraisals

• Maintaining employee records.

Recruitment activities

• Evaluate the job to determine current needs for the position. Does the position meet the

mission, goals and objectives of the work unit?

• Preparation of job description

• Determine recruitment strategy

• Write the vacancy announcement including a brief description of work, required

knowledge, skills, and abilities, and training and education requirements and advertise the

needs.

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• Shortlist candidates who meets the job description by screening the resumes of various

applicants.

• Depending on the performance of the candidates, the selection panel would come to a

conclusion and select the candidates.

• Making an offer to the selected candidates.

• Reference checks of the selected candidates. An overall background verification would

be done to cross check the candidate’s qualifications.

Since I am in the earlier stages of my career, I have been handled the recruitment

department of the company. The responsibilities in the recruitment department include:

• Know and understand company’s recruitment needs.

• Create, maintain and manage databases relating to hiring talent.

• Develop and implement full lifecycle recruiting core issues in hiring talent.

• Hire and recruit talent based on needs.

• Develop strategies to hire the best of talent.

• Develop and implement interview criteria.

• Conduct interviews to determine talent.

• Provide placement to software professionals.

• Consult & Interact with various teams to understand Technical Requirements.

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The recruitment process is difficult, and management of the recruitment process needs a clear

definition of the unique roles and responsibilities. The recruitment process has many players and

employees have to understand their responsibilities and their decision possibilities.

The main HR Role in the recruitment process is about setting the correct Recruitment Strategy.

The recruitment strategy defines the recruitment channels, responsibilities of managers, costs

associated with hiring new employees and recruitment key performance indicators.

b. The main objective is to help the organization to fit in the right talent for the right job.

Since the organization is in a growth stage there has been a lot of talent required because

of the increase in number of products. The role given to me is to conduct the preliminary

round of interview with the experienced candidates ranging from 4-8 years as well as

freshers.

The targets that I have been assigned during the last few months would be to get the right

talent to fill in the positions of technical support, Q&A engineers, Database consultants

and senior software engineers.

Since the organization is in a growth stage and there is only a single Human resource

director in Bangalore, there is a lot of scope for me personally handling all the

recruitment practices. The organization at present has given me four positions as of now

to close which consists of senior software engineer, Technical consultant, Systems

administrator and Technical support. The organization has given me an responsibility to

close these positions. The role out of this project would be for me to conduct the

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preliminary round of interview with the experienced candidates ranging from 4-8 years.

Moreover, the company recently gave me an exposure to job fairs where I had to deal

with over 100 candidates by conducting interviews.

The company also gave me the freedom to set the question paper for the candidates for

the aptitude round of interview. The company had asked me to set the question paper

which should consists of logical and mathematical questions and some open ended

questions to check the candidates written skills.

The challenging part of this role would be that I have to be technically strong to interview

the experienced candidates. There is a lot of scope in this project as the company is in

expansion stage and as a part of the organization if I fulfill the duties and responsibilities

given to me promptly then my career path would reach the heights. As a part of this

organization I have a chance to develop my negotiating skills, convincing skills and

interviewing skills which would benefit my career in future.

The methodology that I follow would be:

• To post the job description in various job portals like Naukri, Monster etc. Thereafter we

receive resumes of various candidates. Depending on the experience and other

achievements

• I would shortlist the resume and conduct the preliminary round of interview. If the

candidate suits the requirements.

• The next step is to pass on the resume to the department head and senior HR for the

technical round of interview.

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• The interview process will go on for a week and I have to regularly follow up with the

candidate.

So far I have filled in the positions of technical support and testing. Hiring people for

technical support, I consider as one achievement because fresher’s normally when they hear

of tech support, they prefer BPO’s. Currently I am on the process of getting talents for our

database team. The process is going on for some time because of the lack of talent in the

particular field. The organization has given me sometime to fill in the positions of senior

software engineers. The interview process for experienced people will go on for a month’s

time as the organization is particular in selecting the best person.

For technical support I had to check the communication skills and how active the candidates

are while selection. When it comes to QA engineers and Database consultants I have to be

technically strong to shortlist the candidates. This will in turn reduce the time constraint for

the technical people. The stint that I have had in this organization is been challenging where I

had to come across various personalities and deal with them accordingly.

Moreover, the company recently gave me an exposure to job fairs where I had to deal with

over 100 candidates by conducting interviews.

I have maintained a database of around 250 fresher’s. Among these 250 people I had

shortlisted around 80 people for the interviews. The organization is reasonably happy for the

achievements that I have done so far.

Since the organization is currently has asked me to close the position of database consultant,

the senior level position is been currently looked after by my manager.

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STRATEGIES FOLLOWED:

Employee referrals:

Referrals from current employees are an especially effective way to bring job openings to the

attention of people who are not actively looking for a job, but do possess desirable skills,

work experience and a work ethic.

Job portals:

Job portal is another strong instrument to communicate with the candidates regarding job

openings. Portals such as Naukri, Monster, freshershome would help in sending mails to the

candidates who meet the company’s requirements. This is one of the effective ways of

communication to the candidates who post their resumes and can be viewed by the

employers.

Job fairs:

Job fair is the best strategy that any company can follow to hire the best talent. The

organization attended a job fair by Silicon India to hire candidates for technical support.

There were a fair number of respondents for our organization.

Social Networking:

Social networking sites such as LinkedIn to bring a job opportunity to the attention of all

their contacts, who might in turn further publicize the job opening to their contacts and so on.

The employer can advertise their requirements and can get attention from people.

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Tools and techniques used:

The tools and techniques used during this project are the various job portals to source the

resume of the candidates. If the job posting which we post doesn’t get sufficient replies then

I would use keywords in Naukri and Monster to track the right candidates.

c. There are some issues that I had faced during this recruitment spree. During the process

of hiring talents for technical support, I had faced some issues of convincing the

candidates to join the organization. The reason being, when the candidates once comes to

know the profile is for technical support they prefer Business process outsourcing sectors

(BPO’s) and also the company is not familiar in India as much as in the USA. These

being the two reasons where candidates being a bit reluctant to join the organization.

Although the profile is lot more challenging than that of a normal BPO jobs, candidates

were not willing to join.

There were candidates who cleared the interviews and preferred not to join. Therefore I

had to start the process all over. There was pressure from the top management during the

tenure. There were problems but I felt it was challenging as well.

For database consultants although there was a lukewarm response from the candidates,

the candidates are not competitive. The sole reason being the company is in the hunt for

freshers who passed out in the year 2010. The quality of the candidates will not be

excellent. More than half of the batch would be placed. The good quality students would

be missing. So the company expects talents to be extremely strong technically. Therefore

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that according to me is a challenge. The process is still going and should be done within

this month.

d. The solutions for the above problems would be:

• The company’s brand in India is not as recognized in the USA. There can be some

measures which can be taken by the company to promote the brand.

• The company required fresher’s at the wrong time as most of the quality crowd

had got placed. The company could have taken sometime for the positions and

concentrated more on the 2011 batch.

• The company’s interview process can be fast, because of the requirement of

talents everywhere. There is heavy competition among the companies.

8) CONTRIBUTION OF THE PROJECT TO THE COMPANY

The contribution of the project might help the company in creating proper recruitment strategies.

Recruiting the best talent is one of the toughest jobs according to the organization’s

requirements. There are some strategies that have been followed by the company already still

there are some loopholes that can be corrected. Apart from the strategies there are some

recommendations that I have suggested that can bring some benefits for the organization. The

company is definitely on the right path as a startup. So if they can look at the suggestions and

strategies mentioned above I believe it can help the company to grow more than what they are.

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9) RECOMMENDATIONS FOR IMPROVEMENT

Like any organization, our organization too faces some problems. Some of the recommendations

that I suggest would be:

• As mentioned earlier the company can take some measures to improve its brand in India.

Since the company is in its earlier stages and booming well as a brand and has strong

backing from venture capitalists, I feel this is the right time to market the products in

India. The company can advertise their products and it might click well because of the

increase in number of industries. The company can form a marketing team and market

the products. Although it is a risk, as a start up and considering the market position of the

brand it is worth taking a risk.

• Although the company’s environment and the management team is very friendly. There

can be some steps taken by the management to keep the employees stay interested with

the job by conducting some fun events every now and then. This can definitely act as a

stress buster for most of the employees.

• The company’s interview process can be fast. There are cases where some candidates are

not satisfied with the process. During this process there might be some candidates who

will look for another job if it comes across their way. This will definitely cause a loss of

talent to the company because of the huge requirement of talents across industries.

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10) CONCLUSION

The experience at Xactly Corporation was really a good exposure. As a fresher the company has

helped me to get the knowledge in each and every aspects of the recruitment process carried out

in the organization. This kind of exposure has helped me to improve my decision making skills

and leadership skills. The exposure has given me lots of confidence personally on dealing with

different mind sets of people ranging from fresher’s to experienced. The exposures like

interviewing experienced candidates of 4-8 years and the job fairs where I had to deal with more

than 100 candidates has certainly helped my career grooming.

The management team has given me the comfort level. As a fresher, the organization gave me

additional responsibilities and had trust on me to select the best talents.

This project can hopefully help the organization in helping the brand reach its heights. I believe

that the suggestions pointed above can help the organization turnaround.

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BIBLIOGRAPHY

http://www.glassdoor.com/Reviews/Employee-Review-Callidus-Software-RVW528320.htm

http://3forward.com/wp-content/uploads/2010/02/Sales-Incentive-Compensation-Study-by-IDC.pdf

: http://www.benzinga.com/markets/company-news/10/06/320665/callidus-software-seeing-strength-on-dealreporter-

story#ixzz1MOqfAlkf

http://insurance-technology.tmcnet.com/news/2011/05/10/5498874.htm

http://www.ehow.com/info_8193865_swot-analysis-hr-practices.html

http://howtomanagehumanresources.blogspot.com/2008/01/swot-analysis-strategic-planning-

tool.html

http://findarticles.com/p/articles/mi_m3495/is_5_50/ai_n13721367/

http://www.ilera-online.org/15thworldcongress/files/papers/Track_1/Poster/CS1W_62_LEWIS.pdf

http://findarticles.com/p/articles/mi_m3495/is_7_47/ai_89025017/

http://whrppk.com/_files/SFT-007.pdf

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ANNEXURE

Name: Start Time:

Mobile Number: Email i.d:

INSTRUCTIONS – Please read these carefully before attempting the test. The total time allotted is 30 minutes exactly. Please note your start time on the answer sheet. Please fill all the details, as asked on top of the answer sheet.

1. Tell me about yourself?

2. From which college have you graduated and what made you to choose this college?

3. What was the toughest challenge you’ve ever faced?

4. Brief about your Accomplishments so far?

5. The sentences given in each question, when properly sequenced, form a coherent paragraph. Each sentence is labeled with a letter. Choose the most logical order of sentences from among the given choices to construct a coherent paragraph.

1

A. Surrendered, or captured, combatants cannot be incarcerated in razor wire cages; this ‘war’ has a dubious legality.

B. How can then one characterize a conflict to be waged against a phenomenon as war?

C. The phrase ‘war against terror’, which has passed into the common lexicon, is a huge misnomer.

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D. Besides, war has a juridical meaning in international law, which has confided the laws of war, imbuing them with a humanitarian content.

E. Terror is a phenomenon, not an entity – either State or non-State.

(1) ECDBA (2) BECDA (3) EBCAD (4) CEBDA

2

A. Four days later, Oracle announced its own bid for PeopleSoft, and invited the firm's board to a discussion.

B. Furious that his own plans had been endangered, PeopleSoft's boss, Craig Conway, called Oracle's offer "diabolical", and its boss, Larry Ellison, a “sociopath".

C. In early June, PeopleSoft said that it would buy J .D. Edwards, a smaller rival.

D. Moreover, said Mr. Conway, he “could imagine no price nor combination of price and other conditions to recommend accepting the offer."

E. On June 12th, PeopleSoft turned Oracle down.

(1) CABDE (2) CADBE (3) CEDAB (4) CAEBD

6. A man travels from A to B at a speed of x kmph. He then rests at B or x hours. He then travels from B to C at a speed of 2x kmph and rests at C for 2x hours. He moves further to D at a speed twice as that between B and C. He thus reaches D in 16 hours. If distances A-B, B-C, C-D are all equal to 12 km, the time for which he rested at B could be: (1) 3 hours (2) 6 hours (3) 2 hours (4) 4 hours

7. The sum of 3rd and 15th elements of an arithmetic progression is equal to the sum of 6th, 11th and 13th elements of the same progression. Then which element of the series should necessarily be equal to zero? (1) 1st (2) 9th (3) 12th (4) None of the above.

8. From a circular sheet of paper with a radius of 20 cm, four circles of radius 5cm each are cut out. What is the ratio of the uncut to the cut portion? (1) 1: 3 (2) 4: 1 (3) 3: 1 (4) 4: 3

9. A man has nine friends, four boys and five girls. In how many ways can he invite them, if there have to be exactly three girls in the invitees?

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(1) 320 (2) 160 (3) 80 (4) 200

10. Five women decided to go shopping to M.G. Road, Bangalore. They arrived at the designated meeting place in the following order: 1. Archana, 2. Chellamma, 3. Dhenuka, 4. Helen, and 5. Shahnaz. Each woman spent at least Rs.1000. Below are some additional facts about how much they spent during their shopping spree.

i. The woman who spent Rs. 2234 arrived before the lady who spent Rs. 1193.

ii. One woman spent Rs. 1340 and she was not Dhenuka. iii. One woman spent Rs. 1378 more than Chellamma. iv. One woman spent Rs. 2517 and she was not Archana. v. Helen spent more than Dhenuka. vi. Shahnaz spent the largest amount and Chellamma the smallest.

(A) The woman who spent Rs. 1193 is

(1) Archana. (2) Chellamma. (3) Dhenuka. (4) Helen.

(B) What was the amount spent by Helen?

(1) Rs. 1193. (2) Rs. 1340. (3) Rs.2234. (4) Rs.2517.

(C) Which of the following amounts was spent by one of them?

(1) Rs. 1139. (2) Rs. 1378. (3) Rs.2571. (4) Rs.2718.