Sonali Arora

Driving Strategic Sourcing Strategy for Tax and SRT:

• Added Tax to our existing job families, creating sourcing strategies aligned with our talent strategy, emphasizing the "Always-On Sourcing Approach" and leveraging LinkedIn projects to attract female talent.
• Made 9 offers in FY25 (across Tax and SRT) with 78% diversity, supporting our commitment to closing the gender gap.
• Contributed to the Reejig Work Ontology development, mapping job families, roles, skills, and tasks to align sourcing with workforce strategy.

Market Intelligence & Talent Insights:

• Leveraged LinkedIn Talent Insights to analyze competitor hiring trends, candidate availability, and gender diversity in the market, providing actionable data to inform sourcing strategies.

Sourcing Tools & Technology:

• Expertise in utilizing Avature CRM, LinkedIn Recruiter, Tableau, and other sourcing tools to drive innovation in Strategic Sourcing.
• Provided training to the entire Talent Acquisition team on LinkedIn Talent Insights and contributed to LinkedIn Recruiter training sessions, enhancing sourcing capabilities across the firm.
• Leveraged Deloitte’s My Assist to gain insights on competitor hiring, role understanding, and candidate behavior, refining Strategic Sourcing processes.

Team Coaching & Development:

• Managed and coached a team of Senior Consultants in Strategic Sourcing, fostering a high-performance environment through mentorship and goal setting.
• Actively supported the cross-skilling of the team, focusing on sourcing for both the Graduate and Experienced Hire teams, enhancing their sourcing expertise and broadening their skill set across different talent pools.

Diversity, Equity, and Inclusion (DEI):

• Contributed to the company’s Gender Action Plan by driving diverse sourcing initiatives, ensuring a pipeline of diverse and qualified candidates and creating female talent pools on Reejig and LinkedIn to support diversity goals and ensure equitable access to opportunities.
• Spearheaded the DEI Project focused on Alumni Strategy for Gender Diversity, aiming to attract alumni and align with our commitment to fostering an inclusive workplace culture.
• Skills First Training: Actively participated and played a key role in facilitating Skills First in Melbourne.

• Company Overview: Accenture's Strategy & Consulting business
• As a Recruitment Specialist in Accenture's Strategy & Consulting business, I am responsible for developing end-to-end talent acquisition strategies across: Financial Services Consulting; People Advisory Consulting; Supply Chain & Operations Consulting
• Key Responsibilities include: Partnering with the business to identify current resourcing gaps, ascertain hiring needs and creating a recruitment plan specific to the business needs; Generating specific candidate pool by implementing various sourcing strategies like headhunting, leveraging social media platforms and online job boards, as well as tapping into the internal network to engage with potential candidates, evaluation of applicant credentials, and conducting initial interviews and pre-screening assessments; Maintaining passive talent pipeline by hosting and participating in various networking events to prepare for future hiring needs; Providing consultative services and solutions to hiring managers by market mapping and identifying trends in competitive environment; Implementing and sharing best practices to build diversity and inclusion in recruitment pipeline; Leveraging latest channels and platforms like Workday & LinkedIn to deliver high value Talent Acquisition outcomes; Handling day to day management, maintenance, and continuous improvement of recruiting processes, including planning, sourcing, assessing, reporting; Evaluating strengths and weaknesses of candidates through effective screening processes; Ensuring seamless onboarding of candidates post offers and great candidate experience throughout the recruitment process
• Accenture's Strategy & Consulting business
• Achievements: consistently hit KPI and metrics on quarterly basis including maintaining diversity targets, exceeding recruitment numbers, reducing overall time to fill by 20%; Successfully recruited and filled over 40 mid/senior level specialised positions, exceeding quarterly target, as part of the overall acceleration in recruitment drive

• Company Overview: PeopleScout, a TrueBlue company, is the world's largest RPO provider managing talent solutions that span across the global economy
• Managing HR operations delivery in quality and process compliance of pre and post recruitment activities for one of the leading U.S telecom and wireless company
• Responsibilities include: Managing a team of over 15 team members working on projects around pre and post-recruitment activities, that include: Creating requisitions for open positions at client's organisations; Generating quality checks on contracts offered to the candidates; Posting Jobs, mining resumes, and sourcing for potential candidates through AI (artificial intelligence) tools, ATS (Application tracking system) like BrassRing, Taleo as well as external job portals like Indeed, CareerBuilder and LinkedIn; Conducting digital interviews for shortlisted candidates through interviewing tools like Montage; Conducting market research on various aspects such as unemployment rate, competitors, industry wide average payout etc.; Ensuring; Preparing pre-process and knowledge transfer plans, standard operating procedures, process mapping and other knowledge reservoirs
• PeopleScout, a TrueBlue company, is the world's largest RPO provider managing talent solutions that span across the global economy

• Supported successful ONSITE transition in Chicago, U.S along with smooth offshore operations for Claims adjudication - Litigations Services; Claims Homeowners Reserve creation support and Policy Issuance (supporting underwriting) for 2 of the leading American Insurance Company
• Responsibilities include: Supporting various teams like claim specialists; litigation specialists and underwriting operations support teams; Preparing pre-process and knowledge transfer plans, standard operating procedures, process mapping and other knowledge reservoirs; Base lining SLAs like productivity, accuracy and timelines and ensuring adherence to operational SLAs; Publishing weekly as well as monthly team performance dashboards to external and internal stakeholders