Introspection is Good for Conglomerates too

Posted on | November 22, 2006 | No Comments

India-based conglomerate RPG Group revived the good old fashioned career fair to help meet it’s growing talent needs, and to stem the tide of exits of top talent.  While it may not seem revolutionary, it is very nigh that since employers have long abandoned the practice of introducing and selling the opportunities within the larger company to their own employees.  I’m not sure why the practice was abandoned.  It makes absolute sense to make sure that your employees know that they don’t have to leave their current employer to find a better opportunity or to find growth in their careers.

It also makes sense for employers to take a good look within before spending hundreds of thousands on recruiting efforts to find external candidates to fill vacancies.  In many cases they find qualified candidates, but because they didn’t search their internal talent pool first, they snub qualified internal candidates and alienate other staff who might have aspired to a promotion within the company.

RPG, a comglomerate of more than 20 companies with nearly 10,000 employees, spans sectors such as power, tires, cables, power transmission, plantations, carbon black, pharma, retail, IT and entertainment. Two thousand of their employees are highly-skilled managers.  The company has a large and deep talent pool.  The problem, according to Arvind Agrawal, RPG’s management board member, president- corporate development & HR, was a lack of ‘line-of-sight’, where people could not clearly see where the talent was.

RPG has used the internal career fairs to fill 22% of its job vacancies across the company with internal employees.  The company’s goal is 35%.

Along with their internal career fairs, RPG has begun an aggressive talent management and development effort which includes an extensive e-learning component and a leadership development program for top management. Thus far, only 247 employees have signed up for e-learning, but 42% of the company’s 2,000 managers have made job changes through the program.

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