HRC Global Services

. Spearheaded a global recruitment initiative, successfully filling 40 international roles across 5 countries, resulting in a 20% improvement in global talent mobility and reducing time-to-hire by 3 weeks.
. Developed and implemented a comprehensive recruitment strategy to address the organization's talent priorities, resulting in a 70% improvement in hiring efficiency and candidate quality.
. Designed and streamlined recruitment workflows to ensure consistency and efficiency, enhancing the overall candidate experience and reducing time-to-fill by 30%.
. Designed and implemented Power BI dashboards, executive presentations, and ad-hoc reports, delivering real-time insights that improved HR decision-making by 30%.
. Optimized analytics delivery by integrating predictive insights, enabling leadership to make proactive, data-driven decisions.
. Conducted in-depth analyses of HR data, identifying workforce trends and anomalies that led to a 20% reduction in turnover risk.

Talent Acquisition Specialist

NIIT Limited

I have expertise in sourcing and hiring skilled professionals for positions including data scientists, data engineers, DevOps specialists, full-stack developers, and BI developers.
•	Spearheaded end-to-end recruitment, filling 30 critical roles across 5 departments, resulting in a 20% reduction in time-to-hire and 95% hiring manager satisfaction rate.
•	Implemented an AI-powered ATS, automating 80% of candidate communications and reducing time-to-fill by 20%, while improving candidate experience scores from 78% to 90%.
•	Developed and executed a data-driven talent acquisition strategy, addressing high turnover rates and reducing attrition by 30% within 12 months through targeted retention initiatives.
•	Launched an innovative social media recruitment campaign, increasing the passive candidate pool by 50% and improving quality-of-hire metrics by 15%, as measured by 6-month performance reviews.
•	Leveraged Excel to create interactive dashboards tracking key HR metrics, enabling data-driven decision-making.

Senior Executive Talent Acquisition

iNurture Education Solutions Pvt. Ltd.

•	Developed and implemented a comprehensive university recruitment program, partnering with 10 top institutions, resulting in a 40% increase in high-quality entry-level hires and a 25% improvement in new hire retention rates.
•	Spearheaded a data-driven employer branding strategy, increasing career site traffic by 35% and improving candidate quality scores from 70%  to 85%, leading to a 20% boost in offer acceptance rates.
•	Launched an innovative employee referral program, resulting in a 25% increase in referral hires, reducing cost-per-hire by 15%, and improving time-to-fill for critical roles by 10 days.

Senior Executive HR

Mercedes-Benz TVS Sundaram Motors India

•	Spearheaded a global recruitment initiative, successfully filling 40 international roles across 5 countries, resulting in a 20% improvement in global talent mobility and reducing time-to-hire by 3 weeks.
•	Established strategic partnerships with 5 external recruitment agencies, improving placement rates for hard-to-fill roles by 50% and reducing reliance on costly headhunters, saving $ 100,000 annually.
•	Implemented a standardized, competency-based interview process, increasing hiring accuracy by 22% and improving diversity hiring rates by 18%, while reducing unconscious bias in candidate selection.

Human Resources Officer

Keystone Automotive Operations

•	Implemented psychometric testing in final interview stages, improving quality of hire by 30% and reducing 6-month employee turnover from 15% to 8%, while enhancing team performance metrics by 12%.
•	Developed and launched an AI-powered chatbot for pre-screening interviews, saving 200+ recruiter hours annually and increasing candidate engagement scores from 3.5 to 4.4 on a 5-point scale.
•	Optimized recruitment advertising strategies, resulting in a 20% decrease in cost-per-hire and a 10% reduction in annual recruitment advertising costs, while expanding reach to 4 niche platforms.
•	Restructured the recruiting team by aligning specialists with key departments, improving recruiter efficiency by 25%, and increasing hiring manager satisfaction rates from 75% to 90%.

Human Resources Executive

Portea

•	Developed and implemented a data-driven recruitment dashboard, reducing reporting time by 50% and providing real-time KPI insights that improved hiring efficiency by 70%..
•	Spearheaded a comprehensive review of recruitment policies, resulting in a 30% reduction in compliance risks and streamlining the hiring process, which decreased time-to-hire by 7 days.
•	Launched an innovative employee retention program in collaboration with the L&D team, reducing voluntary turnover in high-risk groups by 12% and improving overall employee satisfaction scores from 70% to 85%.

Recruitment Executive

👋 Hello! I'm a passionate Talent Acquisition Specialist and People Analytics with a proven track record in building high-performing teams across diverse industries.
🎓 My academic foundation in CS Engineering, complemented by an MBA in Human Resource Management, has equipped me with a distinctive perspective on technical talent acquisition and people analytics.
🧰 My toolkit includes:
📈 ATS Mastery (Workday, Greenhouse, Zoho, BambooHR, PeopleSoft, SAP SuccessFactors)
🚀 Data-Driven Recruitment Strategies
🤖 HR Analytics & SQL Proficiency
💼 End-to-End Recruitment Lifecycle Management ,HRBP
💫 Key achievements include:
• Reduced time-to-hire by 20% while maintaining a 95% hiring manager satisfaction rate
• Improved candidate experience scores from 78% to 90% through AI-powered automation
• Decreased attrition by 30% through strategic talent initiatives
• Enhanced quality-of-hire metrics by 15% through innovative recruitment campaigns
💡 Certified in SQL and Relational Databases (IBM) and HR Analytics, I'm committed to leveraging technology and data to transform talent acquisition strategies. Currently expanding expertise in AI-driven recruitment and people analytics through continuous learning.
Let's connect to explore how we can drive organizational success through strategic talent acquisition! 🚀

📄I have expertise in sourcing and hiring skilled professionals for positions including data scientists, data engineers, DevOps specialists, full-stack developers, and BI developers.

#Talent Acquisition, #HRIS, #Technical Recruitment, #Onboarding #HRBP

Is Workday Prism the game-changer we've been waiting for in HR analytics? 

While many organizations still see analytics as a post-reporting add-on, I believe Prism has the potential to redefine how we harness and interpret our HR data. It’s not just about extracting dashboards but creating a seamless, scalable data ecosystem that drives strategic decisions in real-time. But here’s the catch: the true power lies in integrating Prism deeply into your HR transformation journey, not just treating it as an isolated tool. 

Are we truly leveraging Prism’s capabilities to break down data silos and foster cross-functional insights? Or are we still stuck in traditional reporting methods that limit agility? Developing a digital HR ecosystem that empowers both HR and business leaders demands more than just technology—it needs a mindset shift. 

What strategies are you implementing to maximize your Workday Prism investments? Let’s discuss how you’re turning data into actionable insights that propel your organization forward!

#WorkdayPrism #HRAnalytics #DigitalTransformation #PeopleData #DataDrivenHR

Raghavendra Basavanappa, MBA

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I’ve seen it a hundred times. A client asks for a simple report, and suddenly, it’s a full-blown project.

Why? Because data isn’t just numbers. It’s context, history, and sometimes, a little bit of chaos.

Advanced reporting in Workday is like a puzzle. Every piece matters. Every filter, every calculated field, every security setting.

But here’s the thing, if you don’t understand the puzzle, you’ll never see the full picture.

The real skill isn’t just in building the report. It’s in knowing what to ask for, what to ignore, and how to interpret the results.

And let’s be honest, sometimes the most valuable insights come from the questions we didn’t even think to ask.

#Workday #AdvancedReporting #CalculatedFields #DataSecurity #WorkdayReporting #DataInsight

In Workday HCM, Business Processes (BPs) and Security are inseparable partners. 

I used to treat them as distinct components. However, a slight misstep in a BP's step security or a missing domain permission can instantly break a perfectly configured workflow.

The core insight: Workday runs on BPs, and BPs run on Security. You must configure them simultaneously, always confirming who is allowed to execute what step. Ignoring this interconnectedness leads to endless troubleshooting. Prioritize precision in both areas for smooth operations!

#Workday #HCM #HRTech #BusinessProcess #Security

Is your HR data truly working for you, or just filling up the system? 

Many organizations believe that simply adopting Workday Prism Analytics is enough to unlock insights. But without a strategic approach, it’s easy to get overwhelmed by the volume of data, leaving valuable opportunities on the table. 

Real value comes from integrating data across sources, building intuitive dashboards, and fostering a culture of data-driven decision-making. It’s not just about technical setup; it’s about embedding analytics into every HR process and conversation. 

Are you leveraging Prism Analytics to its full potential? How are you turning big data into meaningful HR strategies? Let’s rethink how we use our HR data, not just for reporting but for transformation.

#WorkdayPrism #HRAnalytics #PeopleAnalytics #WorkdayHCM #DigitalHRTransformation

Is your Workday HCM configuration truly optimizing HR operations, or is it just ticking boxes? 
Many organizations implement Workday features without fully harnessing their power, leaving untapped potential on the table. From security to compensation management, a strategic setup can be the difference between a clunky process and seamless HR workflows. 

The key lies in understanding how each component aligns with your overall HR strategy. It’s not just about technical setup—it’s about designing a system that enables data-driven decisions, enhances user experience, and scales effortlessly as your organization grows. Often, small adjustments can unlock significant efficiencies. 

What’s one area where you’ve seen a quick win through configuration tweaks? Share your insights or challenges—let's learn how to push Workday beyond basic functionality into true transformation mode.

#WorkdayHCM #HRTransformation #WorkdayConfiguration #DigitalHR #HRTech

I’ve been thinking a lot about security in Workday lately. Not the flashy, headline-grabbing kind, but the quiet, behind-the-scenes kind.

The kind that keeps your data safe, your configurations intact, and your organization compliant.

Advanced reporting plays a role here too. It’s not just about extracting data, it’s about understanding access, permissions, and audit trails.

Security isn’t a one-and-done task. It’s an ongoing process. A mindset.

And if you’re not continuously monitoring and refining your security settings, you’re leaving gaps. Gaps that could cost you more than just data, trust, reputation, peace of mind.

So, let’s keep security top of mind. Because in HR tech, the real power lies in trust, and trust is built on good security practices.

#WorkdaySecurity #DataPrivacy #HRSecurity #WorkdayHCM #TrustInTech

A client once showed me a spreadsheet so big, Excel nearly begged for mercy.
10 tabs. 50K rows.
And formulas that looked like they were written during a thunderstorm.

All they wanted was a simple metric:
“What is our true cost per hire?”

But every time someone updated a field, the entire sheet collapsed.

We moved everything into Prism Analytics.
Blended finance data, recruitment metrics, and HR actuals.
Not only did the number appear,
it stayed accurate, clean, and real-time.

The CFO’s reaction?
“Why didn’t we do this two years ago?”

Good analytics feels like magic.
But it’s really just good data, finally connected.

#Workday #PrismAnalytics #HRAnalytics #PeopleAnalytics #HRTech

Are we really harnessing the full potential of Workday Prism Analytics, or just scratching the surface? 

While many see Prism as a powerful tool for data aggregation and reporting, its true value lies in unlocking insights that transform HR decision-making from gut feel to data-driven strategy. But here's the catch: organizations often underestimate the importance of governance, data quality, and user adoption in realizing these benefits fully.

To truly leverage Prism's capabilities, HR and IT teams must collaborate beyond initial setup, continuous analysis, validation, and fostering a culture of curiosity around data are key. Are your teams making this leap or sticking with traditional dashboards?

The future belongs to those who treat analytics not just as a tool but as an ongoing strategic asset. How are you pushing the boundaries of Prism Analytics in your organization? Let’s share best practices!

#WorkdayPrismAnalytics #HRAnalytics #DataDrivenHR #PeopleInsights #DigitalHRTransformation #PeopleAnalytics #Workday

The real challenge with Workday Prism Analytics isn’t just about data integration , it’s about turning raw data into actionable insights without losing sight of security and governance. Too often, organizations treat analytics as a one-and-done project, but the landscape is constantly shifting. 

Continuous governance isn’t optional; it’s essential. Ensuring your data remains secure, compliant, and accessible only to authorized users requires ongoing oversight and strategic updates. Otherwise, even the most powerful analytics tools can become liabilities.

Are you proactively monitoring your Prism environments? How are you balancing agility with control? Let’s discuss best practices to keep our HR data both insightful and secure in this evolving digital age.

#WorkdayPrism #HRAnalytics #DataGovernance #HCMInnovation #WorkdayExperts

Ever feel like Workday’s recruiting module is a living organism? Constantly evolving, adapting, sometimes resisting your every move.

It’s a dance. You learn its rhythm, its quirks, its hidden corners.

And just when you think you’ve got it figured out, it throws a curveball, an unexpected security setting, a new compliance rule, a subtle change in behavior.

That’s the nature of HR systems. They’re complex, layered, and deeply intertwined with your organization’s DNA.

The key? Patience. Curiosity. A willingness to dig deeper.

Because understanding your HR tech isn’t just about configuration. It’s about knowing your organization’s story, its needs, its future.

And in that story, every detail matters.

#Workday #WorkdayRecruiting #HRTech #DigitalHR #RecruitmentInnovation

One client had over 1,000 duplicate candidate profiles.
Data was fragmented.
Recruiters were confused.
Reporting was impossible.

We enabled automatic duplicate detection rules, cleaned profiles, merged records, and aligned email-based deduplication logic.

When recruiters saw clean pipelines for the first time, one said:
“This is what recruiting should feel like.”
Clean data = clean hiring.

#Workday #WorkdayRecruiting #DataQuality

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