Accenture provides services to enterprises in the areas of consulting, technology and outsourcing. Compared to other companies in China, the recent global financial crisis has not hurt Accenture’s China operations. In fact, according to some the recent series of event may even be seen as beneficial. Accenture is starting to gain more Asia-Pacific clients who wish to use off-shoring and outsourcing to control costs and reduce headcount in their home countries. However, this increase in BPO/ITO clients combined with a higher employee turnover is putting great pressure on the Accenture (China) recruitment efforts. The HR department is having a hard time meeting growth targets and replacing recently vacated positions with an extremely focus on hiring quality, time and cost.
In this article, I would like to give you a brief idea in terms of Accenture’s recruitment model and its metric system. Just like other corporate recruitment functions, it’s also starting from sourcing, through actively using multiple sources (e.g. campus, internet, advertisements, agencies and employee referrals) to provide continuous candidates pipelines. Inside, the channel experts will play an important role to ensure deepest penetration of channels. According to the type of different candidate groups, they are usually divided to mainly three categories: fresh graduates hiring, lateral hiring and executive hunting. For both of campus hiring and executive hiring, they have dedicated teams to handle it; but for the lateral recruiting, skill experts will be much more integrated into the selecting and hiring process, which means they will largely use technical experts and RDMs (Resource Deployment Managers) into their hiring process for recruiting across 100+ skills with a big chunk on premium technologies. This is the widely-used and effective recruitment practice especially for high volume hiring with the similar skill-sets required. Besides the core recruitment team, there are also other teams being the partners to closely working with the core team, e.g. the demand management team (clarity of demands, HC planning & management), channel partners (volume, response time), interview collaboration team (scheduling and hiring operation) as well as HR back office team (reporting).
Accenture Recruitment Model:
Accenture Recruitment Diagram:
In terms of hiring metrics, they usually link the hiring measurement with business from 4 different areas: financial (sourcing cost, recruitment cost, compensation alignment index), customer (cost per hire, fulfillment time, quality of hire through satisfaction survey), internal business processes (pass-through rates/pipeline ratios, compliance score and resource utilization) and learning & growth (assessment and training for interviewers, vendors and hiring teams).
Example: Cycle Time Measurement:
