With two decades of experience spanning management consulting, entertainment, BFSI, and health insurance, Richa Chatterjee, Chief Human Resources Officer, ManipalCigna Health Insurance, has seen the talent acquisition (TA) landscape undergo a complete transformation. From reactive hiring to a strategic business function, she reflects on how the role of TA has evolved—and how staying rooted in human connection remains key.

From reactive to strategic: The evolution of talent acquisition

Richa’s journey in people management started over 20 years ago across Indian and multinational organisations,” she shares. “Earlier, talent acquisition was largely reactive—filling positions as they opened. Today, it’s about proactively aligning hiring with long-term business goals.”

With the advent of hybrid work models, rising employee expectations, and digital transformation, TA now demands a more nuanced approach. “Leveraging data has been a game-changer,” she adds. “It allows us to identify talent pools, forecast hiring trends, and optimize recruitment effectiveness.”

And yet, amidst all the change, one constant remains: “People are the pivot. Everything we do starts and ends with people.”

Beyond Pay checks: The heart of an employer brand

In today’s hyper-competitive market, attracting top talent takes more than a good salary. “A compelling employer brand is built on authenticity,” she emphasises. “At ManipalCigna, we focus on creating an environment where employees feel supported, valued, and empowered to grow.”

Career development, inclusivity, and well-being—both physical and mental—are at the core of this philosophy. But it’s the company culture that she believes truly makes the difference.  According to her, this helps not only attract but also retain talent. “The barometer of an organisation’s culture is ‘How do we feel about Monday on Sunday’, this is where the difference can be made, and that’s where we continue to focus on so that our mission as an organisation tie in well with the aspirations of our people.”

Aligning talent with business strategy

Aligning talent acquisition with business goals starts with understanding the long-term strategy, she explains. At ManipalCigna, this includes regular workforce planning exercises and close collaboration with business leaders to identify future talent needs and internal mobility opportunities.

Strategic partnerships with academic institutions and industry bodies also help build sustainable talent pipelines, while data analytics ensures recruitment efforts remain aligned with organisational priorities. “It’s a blend of proactive planning and responsive execution,” she notes.

Embracing AI—with a human lens

AI and automation have made recruitment faster and more scalable, but she is clear about the need for balance. “Technology like ATS and AI-driven platforms streamline processes—but fairness and personalisation must remain central,” she warns.

Bias in algorithms, the loss of human touch, and overreliance on automation are valid concerns. At ManipalCigna, the approach is hybrid: “We combine digital efficiency with human oversight to ensure fairness and engagement throughout the candidate journey.”

Human first, always

“Recruitment is fundamentally about understanding people—not just their résumés but their motivations and aspirations,” she says. Citing economist Andrew J. Scott, she adds, “As machines get better at being machines, humans must get better at being more human.”

Digital tools are helpful enablers, but structured interviews, informal conversations, and cultural fit assessments remain critical in the later stages. “That’s where the magic happens—when human connection meets business need.”

Skills over degrees: A new hiring philosophy

The move toward skills-first hiring marks a profound shift in talent acquisition. “It’s about what you’ve done and learned—not just the title you’ve held or the degree you carry,” she asserts.

At ManipalCigna, this approach opens doors for career switchers and self-taught professionals, especially in fast-evolving domains like data analytics and customer experience design. “We’re fostering innovation by welcoming diverse experience and thinking.”

Speed with Substance

With top candidates often fielding multiple offers, speed is essential—but not at the cost of quality. “We’ve streamlined our processes without compromising on rigor,” she says.

Some ways they’ve achieved this include:

• Leveraging tech for efficient screening,

• Using structured, consistent evaluation frameworks,

• Training recruiters to assess both skill and culture fit, and

• Keeping communication channels open to resolve bottlenecks quickly.

The result: high-quality hires, faster—and aligned with long-term goals.

Sourcing Smarter

The TA team at ManipalCigna leans heavily on employee referrals, academic partnerships, and social media outreach to tap into niche talent pools. “These innovative channels not only enhance reach but also build brand visibility among emerging professionals.”

Advice to early-career recruiters

What advice would she give to those just starting in talent acquisition? “Stay curious, be adaptable, and build strong networks. Learn the business, not just the process. Technology is important—but understanding people is everything.”

A career defined by impact

Reflecting on her most meaningful moments in TA, she recalls two standouts. Early in her career at a top consulting firm, she challenged the norm by hiring lateral talent into a traditionally campus-dominated model. One of those hires later became a partner at the firm. “That moment showed me the long-term power of hiring with purpose.”

More recently, at ManipalCigna, she’s been proud to lead a transformative hiring phase. “In just seven months, we’ve onboarded high-impact talent across critical roles—people who are already energising the culture and driving growth.”

For her, talent acquisition is not about filling vacancies—it’s about building futures, shaping culture, and leaving a lasting impact.