125 ISSUE MAY 2022, MONDAY

SPECTRUM

IN THIS
ISSUE

Pivoting hiring
strategies to build an
annual customized
talent pipeline
PAGE 1-2 Pivoting hiring strategies to build an
annual customized talent pipeline
START UP CORNER
PAGE 3-4
According to a recent Mckinsey survey, around TV 87 percent of
organizations throughout the world recognize the problem of talent
NEWS CORNER shortages, which is expected to worsen in the future years. The
& business changes brought on by fast technological improvements
have been a fundamental motivator for this. According to recent
HR FACTS studies, today's jobs are at risk of being mechanized at a rapid rate.
PAGE 5 As a result, advancements in Artificial Intelligence (AI), Blockchain,
Cybersecurity, Data Science, Data Analytics, and other sectors all
have an impact on the expectations of new recruits in organizations.
PSYCHOLOGY CORNER A renewed focus on recruiting isn't just due to the talent demand
& and supply imbalance produced by technological improvements.
While the epidemic hampered the employment market at first, it is
QUIZ TIME
now back on pace
PAGE 6 Employees are reconsidering how they work, where they work, and
why they work, as seen by the Great Reshuffle. Candidates are now
actively prioritizing their development and selecting what they
value. As a result of these market dynamics and behavioral shifts,
firms now face stiff competition when it comes to acquiring the best
employees. It's critical to invest in establishing the correct talent
pipeline today, one that matches continuously changing business
demands and places inventive capabilities at the heart of problem-
solving.
The issue at hand thus is twofold: the first is to discover future-ready talent who can
keep up with the changing skill requirements, and the second is to guarantee that
once this talent is found, they walk through the door.

Key strategies to create a robust talent pipeline. Today's recruitment operations are
constantly confronted with unexpected difficulties. Successfully navigating the labor
market necessitates a change in mindset and a re-evaluation of our hiring processes.
Here's how we can focus our efforts on creating the customized talent pipeline that
companies are looking for:
Look for abilities, not degrees: When recruiting, you must consider the skills your
organization requires at the time and determine whether the prospect possesses the
precise competencies you require for the position. One method is to seek individuals
who have finished appropriate learning programs to have access to a talent pool of
experts who are ready to be hired at all levels of the organization.
Value experience and learning agility: Consider signs of competence, such as prior job
experience and projects (including home projects) that assess a candidate's talents
and capacity to learn new ones. Candidates that commit time and effort to keep their
abilities up to date and utilize them in their jobs will be more resilient in an ever-
changing work environment.
Regularly network: Make sure your organization has an in-person presence at college
job fairs, industry conferences, and other events where potential applicants are likely
to congregate, in addition to a strong social media presence. The wider your net, the
better your chances of snagging the talent that will make an effect. Look outside the
usual sources of skill.
Find the appropriate collaborators: Partner with companies that can connect you with
people that are business-ready and have the newest talents, such as Artificial
Intelligence, Blockchain, Data Science, Data Analytics, Big Data, Digital Marketing,
Product Management, and so on. Because they have wide access to qualified experts
at all levels, organizations like upGrad Placements can assist firms in hiring industry-
ready people at no cost. Companies may maintain agility while adapting to shifting
skill demands by forming partnerships like this.
Prioritize employer branding: Companies that are great places to work are more likely
to be successful because they attract twice as many candidates to fill open positions
due to their employee-friendly practices. In order to attract talent, companies must
establish not only a pleasant employee experience but also favorable employee
policies that support their workers.

Global sectors are suffering a labor shortage, which is expected to worsen in 2022. As
a result of the fact that 87 percent of companies are having difficulty recruiting
suitable employees, the stakes are greater than they have ever been. Employer
branding has been shown to increase recruitment traffic, but even then, locating
highly trained, future-ready individuals will be difficult. What is becoming
increasingly important for companies today is to broaden their search for talent by
forming collaborations with new-age organizations that provide a platform for
applicants that value lifelong learning.

SPECTRUM | PAGE 2 MAY 2022, MONDAY

START UP CORNER
ZILINGO

Zilingo is a B2B technology platform that provides innovative manufacturing, sourcing,

and trading technologies to the global clothing distribution chain. It was formed in
2015 to make an interconnected and accessible supply chain approachable to all.They
offer a wide range of technical help, including data science, online platforms, and other
virtual services, as well as company sourcing and finance.

Before establishing Zilingo, Ankiti Bose spent three years in management consulting
and venture capital at Sequioa capital and McKinsey & Company. She focused on digital
commerce possibilities on digital devices at Sequoia. She worked on strategy and
operations in a variety of sectors at McKinsey & Company.She takes a hands-on,
analytical approach to operations and strategy decisions, and she is heavily involved in
all elements of strategic and operational decision making. She was the CEO of the
company before she was ousted from her role in April 2022.Dhruv Kapoor, Ankiti Bose's
husband, is the CTO and co-founder of Zilingo. He worked at the gaming company Kiwi
Inc., as a software engineer, before joining Zilingo.

Ankiti went to Thailand for vacations, there she found out that there were potential
businesses but they lacked accessibility especially through web , she decided to do
business through this.She founded Zilingo, one of Southeast Asia's most popular online
platforms. By developing the right customers throughout the world, particularly
merchants, obtain larger advantages in their product range. Ankiti and Dhruv met at a
house party,sharing same taste in ideas.They decided to leave their jobs to start their
own business.

Two of them put their resources and savings of around $30,000 into the Zilingo startup
concept. The Sequoia also put money into the Zilingo. With its innovative and open-
minded founders, Zilingo has had more success. Ankiti was then the CEO, with Dhruv
being the CTO of the company.

In 2015, the name being a spin on the term "zillion," which also means 'Gift of god.'
Dependability, freshness, and expressivity are all symbolised by the word Zilingo. It’s
tagline says, “Dare to be Bold”.Zilingo's mission is "to provide a platform where
thousands of fashion merchants could sell and become part of the digital economy."

With its business model, Zilingo is geared to revolutionize the clothing and accessories
industry by assisting small firms in bypassing intermediaries on their journey to a
massive internet market. They provide traders with an end-to-end cloud-based platform
that not only connects but also provides technical and financial assistance to numerous
independent participants.

SPECTRUM| PAGE 3 MAY 2022, MONDAY

The company offers small businesses the resources,
networking, financial, and technical help they need
to interact with other small businesses and a large
client base. To grow their firm, a small retailer or
designer can acquire raw materials from suppliers,
manufacturers, and even tech help. Zilingo has
raised over $307 million in funding and is now worth
over a billion dollars. They aspire to become a big
player in Fashion by building symbiotic connections
with small merchants and enterprises since they are
committed to enabling small firms in the sector.
They want to become a platform that enables small
"Integrity,
brands to band together and continue growing, in insight &
rivalry with multinational companies.
inclusiveness
are the three
essential
qualities of
leadership."

SADHGURU

SPECTRUM | PAGE 4 MAY 2022, MONDAY

 NEWS CORNER
1. Hiring may slow down soon as
Russia crisis, rising rates bite.
2. 27.3 million people in India
need digital skill training
immediately: Amazon Web
Services.
3. Net new EPFO enrollments
cross all records at 12.2 million
in FY22.
4. 'Drone Destination' to
establish 150 drone pilot
HR FACTS training schools by 2025: CEO.
5. 77% of India Inc ready to give
employees preferred hybrid
work model.
1. Based on the onboarding
program, 41% of workers said
they are somewhat inclined to
suggest a friend.
2. HR decision-makers rated
their existing onboarding
program as outstanding in
28% of cases.
3. Almost 97% employees do not
wish to return to work full-
time.
4. 60% of who work remotely
said it helped them to
advance professionally.
5. 96% of employees believe that
empathy is the key.

SPECTRUM | PAGE 5 MAY 2022, MONDAY

PYSCHOLOGICAL CORNER

Munchausen's syndrome
Munchausen's syndrome is a
psychological disorder where
someone pretends to be ill or
deliberately produces symptoms
of illness in themselves. Their
main intention is to assume the
"sick role" so that people care for
them and they are the centre of
attention.

QUIZ SECTION
1. The purchase of one business
or company by another
company or other business
entity is called as?
2. What is IJV?
3. Which department of an
organization is the major user
of language translation
services?
4. Who is the CEO of TNT
5. What is the full form of EPFO?

ANSWERS FOR SPECTRUM 124' QUIZ

1. JIM FARLEY 4.FLEXIBLE BENEFIT PLAN
2. RESOURCE VS. CUSTOMER 5.RECRUITMENT, ONBOARDING AND
3. APRIL-MARCH PAYROLL.

SPECTRUM | PAGE 6 MAY 2022, MONDAY