Strategies for Talent Acquisitions04 Mar 2014
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Do You find it difficult to hire the right people?

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Singapore unemployment rate Q4 /13: 1.8%
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Improve the quality of hiring
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How much do you pay for hiring the wrong person
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SOURCE: CAREER BUILDER STUDY FROM 2011, 2700 EMPLOYERS SURVEYED

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…and that’s just money
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SOURCE: CAREER BUILDER STUDY FROM 2011, 2700 EMPLOYERS SURVEYED

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Poor hires do more
than drain your time
and energy – they
disrupt your business
in multiple ways.

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What can we do?
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 Low Unemployment in SGP
 Fair Consideration Framework
 High Cost of Wrong Hire

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Source, Hire and Retain Best Possible Talent
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?
?

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Increase Talent Pool
Optimize Recruitment
Process
Improve Quality of Hire
Focus on Internal
Mobility
Roadmap
for Getting
the Right
Talent In
Place

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Increase Talent Pool
Optimize Recruitment
Process
Improve Quality of Hire
Focus on Internal
Mobility
Roadmap
for Getting
the Right
Talent In
Place

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Become an employer of choice
 2014 HRM award for Employer of the Year: Jason Marine Group
 Hallmarks for employers of choice:
 Company: financially stable, reputed, respected
 Culture: ethics, integrity, trust, mutual respect
 Leadership: clear vision, accessible, coaching
 Care of People (Work-Life Balance, flexible arrangements, family events, convenience)
 Growth and Opportunity (Training)
 Meaningful work (make the world a better place, CSR)
 Gen-Y is different
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Catch the net wide
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 Facebook Ad’s
 LinkedIn
 Monster
 JobsDB
 Jobstreet.com.sg
 St701
 Jobscentral
 Headhunt.com.sg
 Indeed.com.sg
 …

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Increase Talent Pool
Optimize Recruitment
Process
Improve Quality of Hire
Focus on Internal
Mobility
Roadmap
for Getting
the Right
Talent In
Place

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Optimize recruitment process
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Optimizing Efficiency: Key Challenges
 Minimizing time spent on administrative tasks
 Capturing comprehensive information while
ensuring a great candidate experience
 Ensuring global consistency while allowing for
local tailoring

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Improve quality of hire and hone in on best candidates faster
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Multi-Tier Screening
 Comprehensive Information capture
 Tiered model for superior candidate
experience
 Integrate third-party assessments

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Example for Multi-tier screening
 Clear Job description
 First Screening / Disqualification
 GPA / Education
 Other non-negotiables
 Second Screening
 Telephone Interview
 Pre-employment personality questions
 Open House
 Third Screening: Tailored Assessment
 Planned interview questions (standardized)
 Multiple interviews
 Assessment Center
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Create a consistent, optimized, repeatable employment process
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Driving Global Consistency with Local Tailoring
 Candidate Selection Workflows
 Fields
 Correspondence
 Screening Questions
 Job Templates
 Candidate Records
 More…

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Optimize Efficiency: Key Benefits
 Improve recruiter productivity
 Improve time to hire
 Reduce sourcing cost
 Ensure consistency on a global basis
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2020
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Increase Talent Pool
Optimize Recruitment
Process
Improve Quality of Hire
Focus on Internal
Mobility
Roadmap
for Getting
the Right
Talent In
Place

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Continuous improvement of recruitment process to increase the quality of hire
Measure
Analyze
Control
Improve
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 Which sites yield best results?
 Highest pool of suitable talent?
 Common nominators of
successful hires?
 Where best to spend
recruitment $$ ?

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Utilize data collected to improve the process
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Measure  Analyze
 Keep Track of talent data
 Explore drivers of quality of hire
 Track trends and operational details

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Improve Quality of Hire: Key Benefits
 Explore correlations to understand true
drivers of quality of hire
 Use measure that’s best for your organization
 Optimize sourcing expenditures
 Promote best practices across the
organization
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Increase Talent Pool
Optimize Recruitment
Process
Improve Quality of Hire
Focus on Internal
Mobility
Roadmap
for Getting
the Right
Talent In
Place

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Internal career growth opportunities is a critical retainment strategy
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Improving Talent Mobility: Key Challenges
 Knowing the contents of your internal “candidate” database
 What past experiences?
 What skills?
 What aspirations?
 Which geographies?
 Talent “hoarding” by managers
 Changing the habit of looking externally first

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Utilize an internal talent database to improve talent mobility
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Internal Talent Search
 Ease of use to encourage internal searches
 Controlled access for recruiters, managers
 Find internal talent that match specific
criteria
 Take action on search results

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Proactive plan employee career
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Career Planning
 Enable employees to communicate career
aspirations
 Allow for multiple scenarios
 Explore lateral moves
 Encourage long-term development planning

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Integrated Career and Development Planning
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Development Planning
 Knowing current and future gaps between
needed and available competencies
 Proactive approach to retain / develop
talent
 Monitoring development progress
of talent

2929© Axxis Consulting | Confidential and Proprietary
Improving Talent Mobility: Key Benefits
 Total view of talent
 Ease of internal search for recruiters and hiring
managers
 Visibility into career aspirations
 Improve engagement, morale

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Increase Talent Pool
Optimize Recruitment
Process
Improve Quality of Hire
Focus on Internal
Mobility
Summary
and
Action
Items

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10 Quick Tips for SME’s
1. Develop your company culture.
2. Clearly define the job role you’re looking to fill.
3. Communicate: “You can make a difference”
4. Ensure your hiring message reflects your culture and values
5. Invite candidates to interview sooner rather than later. Don’t wait.
6. Use phone interviews, online skills testing or video interviews to save time and
money during the initial selection process
7. Plan the interview with things you want to find out and include a mixture of
question types
8. Invite key applicants to your office for a second interview and test the candidate’s
attitude, skills and knowledge
9. Do a reference check
10. If you’re not excited at the prospect of a candidate joining, don’t make the job
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Bonus Tip
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Recruiting is Sales
 Build a pipeline
 Develop your USP
 Show the potential / sell the company
 Close the deal
 Create a good first impression (avoid
buyer’s remorse)

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