Imagine running global Talent Acquisition (TA) operations with your teams constantly mining data on job boards to aid decision-making, and banking on individual capabilities to determine the quality of insights. While these methods are imperative to the talent function, they are not scalable, can reduce efficiency and increase the chances of human error. How did the TA leaders at GlobalLogic tackle this situation?

GlobalLogic is a digital product engineering leader that helps companies design and build innovative products, platforms, and digital experiences for the modern world. It has a global presence, with headquarters in Silicon Valley and operations in North America, India, Ukraine, Central Europe, Germany, Sweden, Israel, Argentina, and Slovakia. Talent is critical for this business that delivers innovation to its customers, so scaling the process of acquiring talent across multiple geographies was critical and quite a task.

As the TA leaders at GlobalLogic embarked on a journey to establish greater structure across their function, they envisioned a global platform that ensured standardization, reliability, and timeliness of data. To fulfill this mission, they partnered with LinkedIn.

Data is an important component of conversations at GlobalLogic, and the LinkedIn Talent Insights platform has enabled the TA team to quickly gather the information they need to make better business decisions.

“We didn’t really spend time convincing the management about Linkedln Talent Insights (LTI),” says Dharmendra Sethi, Global Head, SVP — Talent Acquisition & Management, GlobalLogic. “It was reliable, had recent data from Linkedln and given LinkedIn’s brand and reputation made it more easily accepted by others in the organization.” 

GlobalLogic’s TA team has also made forays into unconventional domains. When the company’s business team was bidding for a project in North America, TA was on the panel to craft the business pitch. They mapped the talent landscape, number of professionals, the skills map, salaries for costing analysis, and checked for talent supply to gauge the potential to scale. This excellent market awareness helped the business team model costs and pricing, establish realistic expectations with their customer, and present the right bid, thus winning the deal! What’s amazing is that the LinkedIn Talent Insights platform has opened another channel for TA to deliver tangible value and build stakeholder trust.

For the TA team at GlobalLogic: data is DNA. The TA team weaves in LTI data in their discussions with the hiring manager including a lens on competition benchmarking. The market intelligence on talent is helping the team make informed future calls, track and respond to competition in a timely manner and constantly stay abreast of industry trends. “Data has helped us bring more structure and scale to the talent acquisition function, which in turn has helped us win stakeholder trust,” says Ajay Kaushik, Deputy Manager, Talent Acquisition, GlobalLogic.

Unreliable data has always been a challenge for all talent acquisition functions — but not anymore. The TA team at GlobalLogic is at the forefront of the HR data revolution and is constantly pushing the bar on crafting business-impacting use cases. So, what’s next after helping acquire multimillion-dollar business contracts? GlobalLogic has internally set up a global analytics team to support growth by answering crucial questions like how the industry is doing and how they can differentiate. Onwards and upwards!