Exploring the Impact of Evolving Roles of Talent Acquisition and Talent Management in IT Industry

Talent Acquisition and Talent Management practices have undergone a drastic change over the last 2 decades. The changing role of Talent Management has contributed greatly to increasing the employee engagement in many organizations. Studies have also established a link between these practices and the general employee productivity and output, and also attrition rates. The pandemic has led to the workplace being a roller coaster in terms of retention and arresting attrition. The beginning of pandemic had led to turnovers. However, with changing workplace dynamics and changing preference in terms of benefits, job hopping and attrition is on the rise again. Dynamic changes are being introduced in the benefits scheme. Another thing that has come to the forefront is the preference of people to maintain a decent work-life balance. Mental health has been a priority for most organizations. It is imperative to reduce the turnaround time, time to hire and also keep the cost to hire less. Smooth interview experiences can leave a long term lasting impression for the employee and can help in branding of the organization as well. There has to be an introduction of reverse mentoring programs which ensures two-way learning. Dynamic learning opportunities have to be designed as per the needs and preferences of the individual. More stress should be laid on shorter video formats and gamification to ensure development. Organizations have had to adapt to the dynamic IT workplace and its demands and implement new Talent Acquisition and Management practices. This study attempts to explore the impact of evolving roles of Talent Acquisition and Talent Management in IT industry. The primary motivation is to investigate and determine the changes taking place in IT workplace, mostly in a remote setup, and how they are affecting the workplace as a whole. Findings: Although a positive relation was found between new ways of working with evolving Talent Acquisition and employee productivity, an alarming number of grievances were also found while doing Qualitative Research. 63.2% of respondents had internet connectivity issues, while 57.9% suffered from lack of ergonomic setup that is found in office. Work Life balance, Unregulated working hours and lack of Team connect seem to be the most worrying signs, all of them scoring more than 70% in everyone’s concern list. But the productivity does not take a high hit as brainstorming and problem solving are least reasons for concern with 20% of the votes. Thus, it can be concluded that although the new ways of working are proving to be beneficial to employees, there are many roadblocks yet which need to be addressed to make a seamless transition, with as many as 82.5% wanting to go back to the old ways of working in the long run. Implications: The findings indicate a strong correlation between work efficiency and employee satisfaction arising out of evolving roles of Talent Acquisition and Talent Management.