1.
Excellence through Culture, Talent, and Change
Talent Recruitment
Hiring the right person, for the right job,
using the right process
by Dr. Tjitra & Zhao Dan
www.tjitra.com

2.
Excellence through Culture, Talent and Change
• Tjitra & associates is a management consultancy founded
by Dr. Tjitra with offices in Hangzhou and Hong Kong.
Our work focuses on the CULTURE, TALENT and CHANGE.
• In the last twelve years, Dr. Tjitra and his team have collected
International project experiences at the global, regional and
national level in the US, Europe and Asia with senior leaders
from over forty countries.
• A team of multilingual psychologist are dedicated to strive for
excellence and provide tailor-made service solutions.
We devote ourselves in ensuring sustainable business results
by understanding the exact needs and situation of our clients.
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3.
Excellence through Culture, Talent and Change
Agenda
1 Importance of Recruitment 4
2 Recruitment Process Model 6
3 Project Best Practice: Applied Recruitment in Corporate 13
4 About Us 17
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4.
Excellence through Culture, Talent and Change
Garbage In, Garbage Out
The significance influences of the right recruitment process
for the business results
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5.
Excellence through Culture, Talent and Change
The right Talent, for the right Job, in the right Organization
Organization
• Culture
• Job
• System
• etc.
Recruitment
Candidates • Process
• Talent • Methods
• Qualifications • Policy
• Expectation • etc.
• etc.
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6.
Excellence through Culture, Talent and Change
The right talent, for the right job ensure the right results
Without the right people in the right positions, neither a company nor its individual units can turn
in exceptional performance. Hiring decisions are among the most important decisions made by
managers. Good hiring decisions create a foundation for more effective performance by
employees, teams, and the company overall. A whole recruitment process contain two main
parts: Prospecting and Assessing
Objective Expected Results
• Attract sufficient candidates
• Add to, maintain, or readjust
workforces • Employ the motivated talent
• Transmit the corporation culture, • Build good relationship between
build the organization image the organization and the rejected
candidates
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7.
Excellence through Culture, Talent and Change
Recruitment Process
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8.
Excellence through Culture, Talent and Change
Basics of Recruitment Process Model
• Defining the • Organize events • Acquisition at the • E-Recruiting,
required for recruitment • Contract
exact Market / Online negotiations and
qualification assessment
• Create and take Talent pool signing
• Classifying the out a job
• Telephone
fields of activity advertisement • Administration of • Big proposal
applicants’ data interview management
• Scheduling the • Build up an
recruitment image of the • Online application • Assessment
questionnaire Center • Status report
process organization
Retrieval of
Scheduling HR-Marketing Assessment of
eligible On-boarding
candidates candidates
Process Management (Systems, Controlling, Settlement)
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9.
Excellence through Culture, Talent and Change
Recruitment Process I: Scheduling
Demands Practice
• Job Description
• Clear specification of HR - Client relationship
needs management.
• Time frame / Time table - Co-ownership on project
acquisition and business
• Staffing Requirements development with the
executive director.
• Cost analyses
- Delivery of consulting,
• Defining the required training, and assessment in
qualification the areas of Culture, Talent
and Change
• Classifying the fields of
activity • Recruitment Time Frame
• Scheduling the - Advertisement: 1 week
recruitment process - Screening: 1 week
- Interview: 3 days
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10.
Excellence through Culture, Talent and Change
Recruitment Process II: HR-Marketing
Demands Practice
• External sources
• Organize events for
recruitment - Advertising
- Employment agencies
• Create and take out a job - Career fairs
advertisement
• Company image
• Build up an image of the - Professional Ads. and
organization website
• Internal source - Innovation letters and reject
development letters
• External sources
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11.
Excellence through Culture, Talent and Change
Recruitment Process III: Retrieval of Eligible Candidates
Demands Practice
• Acquisition at the exact • Administration of
market / talent pool
applicants’ data
• Administration of - Structured data table
applicants’ data - Screening criteria
• Online application • Informal contacts
questionnaire
- Personal relationship
• Informal contacts - Business relationship net
• Select a diversity of • Online application
organizational contact and
- Focus questions
recruiters for outreach
and support
- Biographic data
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12.
Excellence through Culture, Talent and Change
Basic of Assessment Center
• Assessment center is a process that involves several selection methods. It is widely used to
select and promote staff.
• Basic ideas of assessment center: No single method of selection is perfect and More than one
ability or competence is needed to achieve success
• Micro approach of assessment center design
Stage 1:
Determine the Dimensions
Stage 2:
Stage 7: The “Wash-up”
Exercise-dimension Matrix
Stage 3: Stage 6:
Writing Exercises Stage 8: Feedback
Assessment Center Itself
Stage 4:
Phasing Exercises Stage 9: Evaluation
Stage 5:
Choosing & Training Assessors The End
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13.
Excellence through Culture, Talent and Change
Applied Assessment Center
0
Corporate value and
Basic
Successful profile definition
competence model
1
Phone interview (20’ - 30’) Techniques
2
Assessment Center Itself
Behavioral and
In-depth interview (90’) psychological traits
3
Strategic presentation (60’) On-site test
4
Business English proficiency (20’) Language
5
Psychometric test (60’, optional) Personality
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14.
Excellence through Culture, Talent and Change
Project Best Practice:
Generic Recruitment in Corporate Practices
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15.
Excellence through Culture, Talent and Change
Generic Recruiting Process
E.g. Oct 25 Target Market • Local labor market
• Personal relationship net
• Business relationship net
Oct 27 Job Advertisement • Job distribution
• Job Responsibilities
• Qualification and Attributes
Nov 7 1st Screening • Qualification Initiative Hunting
• Experience
• Biographical data • Labor market search
• Relation net search
Nov 10 2nd Screening • E-mail questioning • Invitation for further
• Telephone Interview information
Nov 18 Interview • In-depth interview
• Competence test
• Personality test
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16.
Excellence through Culture, Talent and Change
Optimize Recruiting Process - Applying the right methods
Recruiting Yield Pyramid
Average Ratio of
Ratio 500 companies
(Lord, J.S. (1989))
Hires
100 Nontechnical Technical
2:1 5:4 5:2
Offers
200
Interviews 3:2 5:2
300
Invites
400 4:3 4:1
Leads
2400 6:1 14:1
• Compare with average or historical ratio
• Problems can be observed from “abnormal” data
• Reflection can be detailed at every step
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17.
Excellence through Culture, Talent and Change
Optimize Recruiting Process, Selecting the Right Talent
Eligibility
Right Talent Miss
Wrong Wrong Employ
Reject Accept
Selection
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18.
Excellence through Culture, Talent and Change
About Us
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19.
Excellence through Culture, Talent and Change
Consultant Profile - Hora Tjitra, Ph.D.
Professional Background
Dr. Tjitra has performed international management consultancy, training,
assessment, coaching and research in Asia and Europe. His working areas are
focused on intercultural management as well as human resource, organizational
and strategic development.
Prior coming to China, he used to live and work in Germany for fourteen years and
was responsible for the global diversity as well as Asian business and management
development practices of leading HR consulting companies in Germany.
In addition to his consulting works, he held a position as associate professor for
applied psychology at the Zhejiang University (China).
Education and Professional Qualification
Dr.-Phil. in cross-cultural psychology and strategic management from the University
of Regensburg (Germany)
Dipl.-psych. in organizational behavior and HR management from the Technical
University of Braunschweig (Germany)
Certification in Hogan Assessment System (China/US), Strategic Management from
McKinsey&Co (Italy/Germany) and HR Management from INSEAD (Singapore/
France)
Executive Director
and Senior Consultant Language and other qualification
He is fluent in Indonesian, German, English, and can communicate in Chinese and
• Intercultural Qualification, Training is a member of the International Academy for Intercultural Research and
and Consulting International Association for Cross-Cultural Psychology.
• Executive Assessment and Coaching
• Talent Development and Management References / Sample Clients
International project experiences for top and middle management at the global and
• Strategic Change and Organizational national level in over ten countries in Europe and Asia.
Development
SAP, Saint-Gobain, Barco, Ameco Beijing, SCHOTT, Siemens, BASF, DHL, Telkom
Indonesia, etc.
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20.
Excellence through Culture, Talent and Change
Contact Address and Associates
Hong Kong Office: Hangzhou Office:
Success Commercial Building, 6/F, Room A Guangyin Plaza, Suite 812
245 - 251 Hennesy Road, Wanchai 42 Fengqi Road, Hangzhou 310010
HONG KONG P.R. CHINA Contact Person:
Daisy Zheng
245-251 42
6 A Phone +86 571 8763 1203
812
Fax +86 571 8763 1210
Phone +852 2585 8064 Phone +86 571 8763 1203
Email: info@tjitra.com
Fax +852 2802 1803 Fax +86 571 8763 1210
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