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Shanil Kaderali

Shanil Kaderali is a strategic talent acquisition leader, having managed recruitment functions at companies like Cisco Systems, Symantec, and WellPoint. He's the EVP, Strategy & Solutions for PierPoint, a niche RPO for global technology companies. He is focused on talent acquisition strategy, process optimization, client solutions, and global talent management. He is involved in educational charities with his wife, Lena, and became first-time parents this April. They live in Los Angeles.

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All Companies Should Hire Like Google

by
Shanil Kaderali
Mar 18, 2014, 6:25 am ET
Google - Santa Monica

Google – Santa Monica

I don’t work at Google. I never have. I know multiple managers and former directors in HR & recruiting who’ve been there and shared their experiences. I, like many, have read countless articles on why Google is so great place to work. In terms of products, I’m a fan but not devoted to any cult of Google. Some of its past hiring practices were arrogant, inefficient, and any experienced talent acquisition leader could tell you were a waste of time.

There are articles in the LA Times and elsewhere whose main premises are that Google is ignoring how smart applicants really are by not using intelligence testing any longer. “GPAs are worthless as a criteria for hiring, and test scores are worthless … We found that they don’t predict anything,” noted Lazlo Bock, head of talent at Google. They feel it’d be mistake to follow Google’s lead. I disagree.

I think they’re missing the big point. Companies should hire like Google but adapt to their needs. keep reading…

Measuring Quality Hires

by
Shanil Kaderali
Nov 15, 2013, 6:35 am ET

Quality-of-Hire-Metrics-Shanil-KaderaliData analytics are getting more important. Companies are using data to better understand and improve their customer relationships, operational, business, and workforce outcomes, and competitive positioning.

This is no different for HR and even more specifically talent acquisition. Quality of hire is the critical decision-support metric that can help HR and hiring leaders determine if they are bringing the right workforce into your organizations to drive business results.

To add to my article on hire quality, I put together this video. keep reading…

What Will Disrupt LinkedIn?

by
Shanil Kaderali
Jun 18, 2013, 6:45 am ET

history of sourcing.jpgAlways in motion is the future. — Yoda, Star Wars Episode V: The Empire Strikes Back

If Facebook is the social lounge, then LinkedIn is the post-conference after party. It has disrupted the recruitment profession in the way recruiters perform their work. It’s one of the more valuable sourcing tools in the toolkit (see graphic). It’s not the only but currently the most important. keep reading…

Celebrity Factor in Hiring: New Trend or Gimmick?

by
Shanil Kaderali
May 23, 2013, 6:12 am ET

The InternshipThere are many strategies to build a healthy employment brand: promoting jobs with social media such as your Facebook page; LinkedIn ad impressions; hiring events; recruitment videos of your CEO, and so on. Celebrities have not really been part of employment branding strategies. That changed with Google as is showcased in the new Vince Vaughn movie The Internship. We may be seeing another strategy developing that is out of box and a breath of fresh air. keep reading…

It’s Time for Recruiters to Adapt (Again!)

by
Shanil Kaderali
Apr 11, 2013, 1:20 am ET

It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change” — Charles Darwin

There is a great article by Adrian Kinnersley on Why Recruiters Will Be at the Heart of Our Corporate Future. I agree with some of the points. The rumors of our professional death have been always greatly exaggerated since our early ancestor recruiters found the first stone-age axe makers. Our profession, however, will change due to disruptive trends (Doesn’t it always?). These trends and their impact apply to in-house, outsourced (RPO), and  third-party recruiters alike.

My focus here is on two specific disruptive trends and the strategies to adapt and re-invent if needed. This article is more than about skills development, though some suggestions will help you in your recruitment efforts. As a former AIRS trainer and talent acquisition leader having developed training programs for recruiters, I can say that constant learning is what keeps gives us the edge in changing times (it always will).

Trend #1 — Emerging Technology Will Continue to Disrupt Recruitment keep reading…

Executive Hiring Gone Rogue

by
Shanil Kaderali
Apr 8, 2013, 8:08 am ET

I came across a new and hard-driving CEO of a billion-dollar private retail company who loved a CTO candidate after the first meeting. The candidate came from a top-notch external search firm. The external recruiter worked with the CEO in past and was an industry expert in retail, but not with this new industry. The CEO championed the candidate to all his reports, fast-tracked the interview process with little HR involvement, and candidate was eventually hired. The CTO lasted two weeks.

Little to no HR involvement in selecting the best outside recruiters for your company; no defined process; and when headhunters are the strategy — that’s when hiring goes rogue. I’m going to talk about how to handle these situations. keep reading…

This Hiring Formula Most Deserves Your Attention

by
Shanil Kaderali
Apr 2, 2013, 6:21 am ET

bigstock-Male-hand-drawing-a-chart-isol-27025991I hear from talent acquisition leaders that they want a seat at the table. I ask: “What does that mean to you?”

For an individual recruiter, it’s building trust with your hiring managers. For a recruiting manager, it’s building trust and showing progress on hiring needs with multiple hiring managers.  For the leader, it’s driving quality of hire, building relationships with leaders, enhancing the brand, globalizing hiring if required, managing a large budget,  driving productivity outcomes with the teams they manage, and delivering on hiring goals set out by the company at all levels especially the executive level. Any talent acquition strategy has to be aligned to these company goals and directly to the HR vision.

HR has to build bridges with their finance leaders and with those who influence strategy. For this to happen, talent acquisition has to be the bridge with its HR leaders to be the subject matter expert in hiring practices; specifically, hiring practices that help reduce short-term attrition. keep reading…

How to Measure Whether You’re Hiring Good People

by
Shanil Kaderali
Mar 5, 2013, 5:32 am ET

HR should be every company’s ‘killer app.’ What could possibly be more important than who gets hired…” — Jack Welch, ex-CEO of GE 

I wish more CEOs and their respective CFOs agreed with the statement above. The companies that do follow this mantra seem to prosper (GE, Google, Facebook, Mayo Clinic, Starbucks, and others that invest in hiring and developing talent.) Quality hires impact a company’s ability to execute its mission, reach its milestones, be profitable and ultimately increase shareholder value.

I’m going to talk here about how to measure this quality. keep reading…

The Future of RPO? 3 Predictions for 2013 and Beyond

by
Shanil Kaderali
Jan 31, 2013, 6:12 am ET

2010_itsp_world_laptops_340_1I don’t have a crystal ball. Nate Silver, who wrote a bestseller and predicted the outcome of presidential election better than any other pollster, said that his goal is to get 80-85% of his predictions right, not 100%. To get the right predictions, he says, test your hypothesis in the real world. I’m aiming for that here.

I’ve tested what we call RPO in a global setting since 2006. I’ve built business cases which supported or negated moving forward with RPOs and I’ve implemented them at some large Fortune 100 firms. In addition, having worked as a talent acquisition leader for an RPO firm responsible for more than 25,000 hires in a year, I’ve seen the internal challenges faced by RPO firms and been able to stay current on challenges for the RPO industry today.

I don’t currently work for the RPO industry so I have no vested interest in sharing my views. I don’t advocate for any specific company. But below I’ll look at some trends in outsourcing and add my predictions. keep reading…