Flutter Entertainment CHRO on Talent Acquisition vs Recruitment

In a recent CXO session at Masters’ Union, Siddharth Gupta, CHRO at Flutter Entertainment, offered students a rare look into how global companies hire, retain, and grow talent. From explaining the difference between talent acquisition vs recruitment to showing how employee value proposition (EVP) shapes employer branding, Gupta stressed the need for data-driven HR decisions that directly align with business priorities.

How Companies Hire in Rapidly-Growing Industries?

When Siddharth Gupta, CHRO at Flutter Entertainment, spoke with students, he broke down how hiring really works in fast-moving industries. He explained the difference between talent acquisition vs recruitment: one is about building for the future, the other about plugging immediate gaps.

Planning That Sustains Business Growth

1. Sustaining workforce capacity through predictive tools

2. Identifying recruitment bottlenecks early

3. Building pipelines for future roles, not just current vacancies

What is Employee Value Proposition & How Does That Matter?

An Employee Value Proposition (EVP) defines the unique benefits and experiences an organisation offers its employees in exchange for their skills and commitment. It reflects the company’s culture, growth opportunities, rewards, and sense of purpose that attract and retain top talent.

Gupta emphasised the role of employee value proposition (EVP) in shaping how organisations compete for talent. Salary is rarely enough; EVP signals culture, growth opportunities, and the credibility of leadership. In competitive markets, EVP becomes the real differentiator.

Why EVP Shapes Trust

1. Impact of EVP on hiring across industries

2. Employer reputation as an advantage

3. Diversity and inclusion built into global hiring strategies

Candidate Experience in Recruitment

For Gupta, the candidate journey is just as important as the final offer. From sourcing vs selection to succession planning in HR, every step must be handled with fairness and clarity. Poor experiences, even for rejected candidates, can damage an employer’s reputation.

Designing A Seamless Journey

1. Clear and fair interview processes

2. Consistent candidate engagement across touchpoints

3. Effective onboarding for long-term retention

HR as a Strategic Partner for Companies

The session highlighted how human capital management is central to business success. Gupta noted that modern HR leaders use data driven HR decisions and workforce analytics to tie hiring directly to financial results. The function is no longer reactive but deeply tied to growth strategy.

How HR Shapes Outcomes

1. Skills-based hiring strengthens high-performance teams

2. Succession planning in HR ensures continuity

3. Workforce analytics tools connect talent to strategy

Lessons from Global and Indian Hiring Models

Drawing from roles at Flutter Entertainment, Samsung R&D, and Infosys, Gupta shared how global hiring strategies must adapt to local contexts. In India, the recruitment funnel management looks very different in FMCG versus technology. Each industry demands its own approach.

Sector-wise Hiring Insights

1. Healthcare industry hiring depends on compliance and trust

2. Campus recruitment strategies fuel leadership pipelines

3. The tech sector hiring rewards agility and rapid scaling

What Students Learned at The Masterclass?

For the audience, the discussion underscored that the future of human resources will demand sharper analytical skills alongside empathy and adaptability. Gupta’s examples turned abstract HR concepts into tangible lessons, practical advice for students considering careers in people management.

Student-focused Reflections

1. Real-world HR practices go beyond textbook definitions

2. Global exposure matters when designing EVP

3. Career growth in HR depends on both skill and will

FAQs

Q1. What is the difference between talent acquisition vs recruitment?
Recruitment addresses immediate vacancies, while talent acquisition plans for long-term organisational needs.

Q2. Why is employee value proposition important?
It defines why employees choose and stay with a company, influencing employer branding and retention.

Q3. How does workforce planning benefit businesses?
It predicts skills shortages, streamlines recruitment, and ensures growth targets are met.

Q4. What recruitment trends are shaping India?
Firms are prioritising data-led hiring, diversity, and candidate experience.

Q5. How does student learning benefit from such sessions?
They gain exposure to industry realities and see how HR shapes business at scale.