Q.1) What are the sources of recruitment the organization hires from the most?

A) Institutes and Colleges

B) Social Networking Sites
C) Consultants
D) Others

Q.2) What are the different steps that you take to attract candidates with niche
skills?
Q.3) What do you think are the factors that affect your decision of talent
acquisition? (Internal/External forces)
Q.4) What’s more important – Maturity in age or Maturity at work? How does this
shape your talent management?
Q.5) How can an employee’s performance be accelerated throughout his tenure in
the organization?
Q.6) What are the different measures that have been adopted to improve total
rewards?
Q.7) Excluding financial compensation, what are the other means of retaining
talented employees?
A) Better Employee Engagement
B) Better Career and Succession Management
C) Better Talent Retention Need Analysis
D) Offshore Opportunities
E) Others
Q.8) Are your organization’s HR Philosophies based on inclusive or exclusive Talent
Management Approach?
Q9) Which of the Talent Management Initiatives have had the most impact?
Q10) Challenges

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Interview 1:
1) A & B
2) - competitive compensation – Brand image
3) Experience, educational qualifications, communication skills, behaviour/confidence/attitude and
stability.
4) Maturity at work. Accenture values and rewards hard work and dedication, for people who bring
to fruition it’s mission and vision.
5) Training programmes, workshops, acknowledgement and rewards.
6) Non-financial Benefits which include shopping vouchers, coupons, Recognition Points, Cash
Rewards, Meal vouchers, insurance benefits, etc
7) A & B
8) Both
9) Total rewards programme, employee recognition and the ability to take work from home,
especially for working mothers is very helpful.
Interview 2:
Q1) A& B
Q2) Candidates with a niche skill are hired at a hire level, and therefore offered a higher compensation
than the market.
Q3) I think it’s a bit of both, but in terms of niche skills Accenture looks to external acquisition as it’s
easier to employ a person with a particular skill initially, rather than wait and train the current bench
employees by which time the competitors will also catch up, making the skill less exclusive.
Q4) Maturity at work, definitely. Accenture values the worth of a person by the work he/she puts in and I
thin it’s an emerging trend in all companies.
Q5) Positive reinforcement and recognition during appraisals is very helpful, and adequate training to
employees who need to work on certain skills or upskill.
Q6) Shopping vouchers, Our policies are very employee centric, everything from rewards and
recognition, to the ability to work-from-home whenever possible help enhance the employee experience
and total rewards programme. ICF, Vouchers, Team outings, canteen, grocery store etc.

Q7) Others – paid vacation, so that the employees can relax and de-stress with their families and come
back to work rejuvenated.
Q8) A bit of both, wherein Accenture recognizes the need for a particular skill and the capability of it’s
top performing employees to train and develop that particular skill. At the same time it also ensures that
the employees that are not doing so well are trained adequately.
Q9) Total rewards programme has been a great performance booster.
Q10) – employee retention is a huge issue, especially after they are upskilled in a niche skill
- Some employees do not want to be trained in particular skill, or upscale and therefore they do the
training very half heartedly