The future of talent acquisition, Part 1

19 mars 2025

Insights from SCOR’s Head of Global Talent Acquisition

Career Compass

In the race for top talent, mastering the art of talent acquisition is more crucial than ever. We had the opportunity to sit down with SCOR’s Head of Global Talent Acquisition, Sangeeta Xanthopoulos, to discuss her personal career journey and get her insights on the evolving landscape of talent acquisition. In this first part of this two-part series, we will provide an introduction to talent acquisition, outline the qualifications SCOR seeks in its candidates, and offer useful interview tips.

Could you start by telling us what Talent Acquisition is?

Talent acquisition is a strategic approach to identifying, attracting, and hiring skilled individuals to meet an organization’s long-term needs. Unlike traditional recruitment, which often focuses on filling immediate vacancies, talent acquisition is more comprehensive and forward-thinking. It emphasizes operational effectiveness, innovation, and added value.

Talent acquisition involves continuous efforts that extend beyond simply filling a job and welcoming a new hire. It aligns three dimensions: the strategic relevance of the job, talent availability in the market, and demand levels. Based on these dimensions, we have scenarios for specialist hiring, simple hiring, strategic hiring, and mass hiring. Talent acquisition is a long-term investment essential for companies aiming to be trendsetters rather than followers.

Can you tell us about your educational and career journey and what led you to your current role as Head of Global Talent Acquisition?

I was born and raised in New Delhi, India, where I studied hotel management. My early career was in luxury 5-star properties like Intercontinental and Hyatt Regency, which provided a strong foundation in hospitality and customer service. I then spent 27 years at The Walt Disney Company, starting as a hotel manager and transitioning into Human Resources, focusing on Talent Acquisition. This role honed my skills in strategic hiring, employer branding, and team management.

After Disney, I joined Tereos, where I built the Center of Excellence (COE) for Talent Acquisition across 12 European countries. In September 2021, I joined SCOR to design and implement the Global COE for Talent Acquisition. My responsibilities include defining processes, creating innovative solutions, and driving cost-effective strategies to improve our competitive edge in the "War for Talent." My journey has been incredibly rewarding, driven by my passion for people and the belief in hiring for attitude and developing skills for success.

What skills and qualifications are becoming more present in your search for SCOR talents? Could you break these down into soft skills and hard skills?

At SCOR, we seek candidates who embody our five values: care, courage, collaboration, integrity, and open minds.

Soft skills are increasingly important in the modern business world, especially for a company like SCOR who has teams and clients working closely together around the world and where data needs to be brought to life to tell a story. When considering an applicant’s soft skills, we’re looking for:

Communication: Effective verbal and written communication skills for team and client collaboration.
Adaptability: Ability to quickly adjust to new tools, processes, and market changes.
Problem-Solving: Creative and analytical thinking to address complex challenges.
Teamwork: Strong interpersonal skills for effective collaboration in diverse teams.
Customer-Centric Mindset: Keeping the consumer at the center of all decisions and actions.

Hard skills and technical profiles obviously remain absolute priorities for a company that values expertise and knowledge:

Data Analysis: Proficiency in analyzing large datasets to derive actionable insights. With data being essential to so many areas of our business, this is a key skill for applicants to have even if they’re not applying for a job that falls strictly into tech or data.
Technical Expertise: Deep knowledge in areas such as actuarial science, underwriting, and risk management.
Digital Literacy: Familiarity with digital tools and platforms, including AI and machine learning applications.
Project Management: Skills in planning, executing, and overseeing projects to meet objectives.
Regulatory Knowledge: Understanding of industry regulations and compliance requirements.

What is your favorite question to ask in talent acquisition interviews and why?

"Can you tell me about a time when you faced a significant challenge at work and how you overcame it?"

Why this question? It demonstrates the candidate's problem-solving skills and reveals the candidate’s ability to think critically and solve problems, while also showing how they handle pressure and setbacks and their ability to adapt to changing circumstances. How they respond to this question also provides insight into their communication skills and how well they articulate their experiences. Finally, it demonstrates their self-awareness and empathy in challenging situations.

This question helps the recruiter understand the candidate’s technical abilities, soft skills, and overall approach to overcoming obstacles, often leading to a rich discussion about their fit for the role and company culture.

In part two of this series, Sangeeta will shed light on the challenges of talent acquisition, future trends, and her advice for anyone aspiring to work at SCOR.