The future of talent acquisition, Part 2

In Part 1 of this series, Sangeeta Xanthopoulos, SCOR’s Head of Global Talent Acquisition, introduced us to the dynamic field of talent acquisition, sharing unique insights into the qualifications SCOR seeks in candidates and offering valuable interview tips.

In this second and final part, we will explore the challenges of talent acquisition, future trends as well as Sangeeta’s personal motivations and advice for anyone aspiring to work at SCOR.

What are some challenges that you are facing in finding talent and how are your teams overcoming it?

Finding the right talent can be challenging, but once you’ve pinpointed the cause of these painpoints, there are several strategies that can help overcome these hurdles.

One of the primary challenges is the talent shortage, where there is a gap between the skills employers need and the skills candidates possess. At the same time, economic uncertainty changes how people think about their career progression and influences their willingness to take a chance on starting a new job, particularly with rapid changes in the economy and political landscape. This can also complicate long-term planning from a talent acquisition perspective.

Another challenge is meeting candidate expectations for full remote work when we have a hybrid policy.

Finally, keeping up with the latest recruitment technology and ensuring it delivers value and maintaining a positive candidate experience can be difficult, particularly when many people are involved in the interview process. Lengthy hiring processes and poor candidate experiences can lead to losing top talent to faster-moving companies.

Luckily, none of these challenges are insurmountable and at SCOR we’ve already made great strides in addressing many of them. First, we’re investing in technology that can streamline the recruitment process and manage job postings more effectively and leveraging data analytics to identify trends and make informed decisions about hiring strategies. At the same time, improving candidate experience by ensuring timely communication and a smooth application process helps keep candidates engaged.

We also know that enhancing employer branding is crucial for attracting top talent and differentiating us from our competitors. By implementing these solutions, we’re working to overcome the challenges of finding the right talent and build an even stronger, expert workforce.

What are some of the current trends in talent acquisition that you find most exciting or impactful?

Several exciting and impactful trends are shaping the future of talent acquisition. One of the most transformative trends is the use of Artificial Intelligence (AI) and automation. AI is revolutionizing recruitment by automating repetitive tasks, which allows recruiters to focus on more strategic activities. This not only increases efficiency but also enhances the overall recruitment process. Another significant trend is data-driven recruitment. By leveraging data analytics, organizations can make more informed hiring decisions, identify trends, predict future needs, and measure the effectiveness of their recruitment strategies.

Employer branding is also becoming increasingly important. Companies are investing in their online presence and showcasing their Employee Value Proposition (EVP), culture, values, and employee experiences to stand out in a competitive job market. This helps attract top talent and differentiates them from competitors. Additionally, there is a growing emphasis on social sustainability actions like Diversity, Equity, and Inclusion (DEI) initiatives. Implementing DEI initiatives not only attracts and retains a diverse workforce but also leads to better decision-making and innovation within the organization.

The candidate experience is another critical area of focus. Ensuring clear communication, providing timely feedback, and maintaining a smooth application process are essential to keep candidates engaged and interested in the organization.

Lastly, upskilling and reskilling are becoming vital components of talent acquisition. Investing in continuous learning ensures that employees have the necessary skills for the future, which helps retain talent and prepares the organization for evolving business needs. These trends are not only exciting but also have a significant impact on the future of talent acquisition.

What motivates you in your role, and what are you most passionate about in your work?

As the Global Head of Talent Acquisition, several aspects of my role are incredibly motivating and fulfilling. One of the primary motivations for me is the impact I can have on the organization. Knowing that the talent we bring in can significantly influence SCOR’s success and culture is immensely rewarding. Additionally, I am passionate about building diverse and inclusive teams that bring varied perspectives and ideas. This not only enriches our work environment but also drives innovation and creativity throughout the Group. Helping people is another key motivator for me: facilitating career growth and helping individuals find roles where they can thrive and develop is something I find deeply satisfying.

In terms of what I am most passionate about, strategic planning is at the top of the list. I enjoy developing and implementing strategies that align with the company’s long-term goals. This involves a lot of forward-thinking and ensures that we are always prepared for future challenges.

Innovation in recruitment is another area I am passionate about. Leveraging new technologies and innovative approaches to improve the recruitment process keeps the work exciting and dynamic.

Lastly, mentorship and development are very close to my heart. Mentoring and developing my team, helping them grow in their careers and achieve their professional goals, is something I take great pride in.

What advice would you give to someone aspiring to work at SCOR / is about to interview for a position at SCOR?

Great question! Here are some pieces of advice for someone aspiring to work at SCOR or preparing for an interview.

First, it's essential to understand SCOR’s business and values. Take the time to research SCOR’s business model, services, and market position – our annual Activity Report is a great resource for this. Familiarize yourself with our core values and recent news or achievements. Reflect on how your personal values and career goals align with SCOR’s mission and culture. This alignment will not only help you during the interview but also ensure that you are a good fit for the company in the long run.

Next, highlight relevant skills and experiences in your resume. Use specific examples to demonstrate your expertise and emphasize soft skills like communication, problem-solving, care, open-mindedness, courage, collaboration, and teamwork. These qualities are highly valued at SCOR and will set you apart from other candidates.

Prepare for behavioral and competency-based questions by using the STAR method (Situation, Task, Action, Result) to structure your answers. Be ready to discuss past challenges, how you overcame them, and what you learned from those experiences. This approach will help you provide clear and concise responses that showcase your abilities.

Demonstrate your interest in continuous learning by highlighting your commitment to growth and development. Ask insightful questions during the interview to show your genuine interest and eagerness to learn.

Be authentic and confident during the interview. Be honest about your experiences and approach the conversation with a positive attitude. Authenticity and confidence will help you build a strong connection with the interviewers and leave a lasting impression.

Finally, network and build relationships with current or former SCOR employees. Use LinkedIn to gain insights into the company culture, expectations, and stay updated on news and opportunities. Building these connections can provide valuable information and support as you prepare for your interview and potential future role at SCOR.

Sangeeta Xanthopoulos, an Indian national born in New Delhi, joined SCOR in 2021 as the Head of Global Talent Acquisition to build the TA Center of Excellence. With over 25 years of experience across various industries such as hospitality, leisure tourism and HR. Since is joined SCOR she’s now focused on positioning the Talent as a key enabler in the Group’s upskilling by designing and deploying a strategy that will allow SCOR to attract and hire the best qualified employees. Her previous roles include strategic positions at Tereos an international French Group and at Disneyland Paris entertainment resort of the Walt Disney Company.

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