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KakushIN Problem Statement

This document describes a coding contest problem statement and proposed solution for AlwaysFirst IT Enabled services to improve their gender diversity hiring ratios. The proposed solution, BuildTogether, is a dashboard that would allow managers to track diversity metrics and ensure corporate diversity goals are met. Key features of BuildTogether include reviewing historic hiring data trends, predicting demand based on history, analyzing diversity ratios across levels, and tracking ratios in real time. Graphs would also show diversity ratio changes over time at the business unit and band level.

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archit menghani
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362 views3 pages

KakushIN Problem Statement

This document describes a coding contest problem statement and proposed solution for AlwaysFirst IT Enabled services to improve their gender diversity hiring ratios. The proposed solution, BuildTogether, is a dashboard that would allow managers to track diversity metrics and ensure corporate diversity goals are met. Key features of BuildTogether include reviewing historic hiring data trends, predicting demand based on history, analyzing diversity ratios across levels, and tracking ratios in real time. Graphs would also show diversity ratio changes over time at the business unit and band level.

Uploaded by

archit menghani
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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CODING CONTEST

NOMURA INDIA
INFORMATION TECHNOLOGY DIVISION
Diversity Hires Forecasting

Problem Statement:
AlwaysFirst IT Enabled services has been struggling with diversity candidate ratio in their firm.
Currently AlwaysFirst stands at a men to women ratio of 73:27. While they are working on ways to
hire more gender diverse talent, it has not picked the right momentum due to lack of supporting
data. AlwaysFirst is now looking at an intelligent way to create and analyse the data to improve
their diversity ratio.

Solutions:
BuildTogether: A dashboard of D&I metrics to ensure managers can stay accountable for
reaching corporate D&I goals

Key Features
1. Reviewing the historic data to identify clear trends or patterns
a. Identify the diversity in applicants for a position
b. Identify hiring ratios at every stage of hiring
c. Introduce new vendors for laterals
d. Introduce new campuses for early careers
e. Vendor graph depicting trend on positions filled with diverse candidates.
2. Demand Prediction based on historic data
a. Band based demand prediction to meet minimum diversity ratios targets set by the
Divisions
b. BU based demand prediction
3. Data Analysis – slice and dice of data
a. Ratio across all levels (Analyst, Associate, VP, ED, MD)
4. Real time tracking of diversity ratios
a. To be able to view/use custom dataset provided by HR
b. To be able to add candidate data to existing dataset
5. Provide Graphical representation of Band-wise and BU -wise rise/fall in demand and supply
6. Highlighting diversity ratio gaps on the BU map.
7. Adjust how you screen or search for candidates (80% is through referrals/network)

1
Users for the solution (this is not an exhaustive list)
1. Business Units Heads
2. Business Units HRA team
3. CIO
4. Recruitment team
5. D&I Team

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