3. Welcome
• 9.30 am Introduction / Welcome: Matt Allanson
• 9.40 am Guest-Speaker and Chief Talent
Evangelist, Steven Yeong
• 10.20 am “How can HR Tech Help?” by Matt
Allanson
• 11.00 am Networking
3
4. On the ground in Asia
Taiwan
JUL 2013
JAPAN
KOREA
THAILAND APR 2013
March 2013
CHINA
MAR 2013
VIETNAM
HONG KONG
MAY 2013
SINGAPORE
Philippines
INDONESIA JUN 2013
Malaysia
March 2013
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9. Recruitment in SG:
Time to take risks
March 7th 2013
Steven Yeong
Chief Talent Evangelist
Email: steven@hofconsulting.com
Tel: +65 962 55 742
www.hofconsulting.com
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
10. Who Is Steven Yeong?
41 years old Cients include Motorola,
14 years in corporate Asia Pacific Breweries,
recruitment, executive Bayer Healthcare, GMP,
search, contingency work Drake, Oman Airport
Authority, Starwood Hotels,
1997 The PSD Group
Siltronic etc.
Co-founder of executive
search firm, Exacutives Pte
Ltd in 2001. Sold off in 2005 NOW: Coaching clients in
the art of recruitment &
Senior Recruiter @ Oracle
headhunting and using
in 2006-07
social media to create
Recruitment Manager Asia employer branding.
Pacific @ Sun
Microsystems in 2009-10
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
11. HOF’s Unique Selling Proposition:
Filling-A-Gap
SOURCE Hire Develop Retain
HR Talent Management System
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
12. Tighter foreign workforce regulation.
What are your options?
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
13. *Increased Focus on Strategic
RECRUITMENT … Results In Increased Value
Business Partnering …
• Better decisions, both
short-term/operational
& long-term/strategic
• Effective allocation of
resources towards value
creation
• Tighter linkage of
strategy, analytics &
stakeholder satisfaction
Emphasis on Business Partnering Ability
(Recruitment Center of Excellence – COE Model)
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
15. What is a Talent Pool?
A Talent Pool is...
A community of probable qualified
candidates who can be engaged
over time to fill vacancies.
Usually sourced through the PASSIVE
MARKET. It involves identifying
individuals with the best fit and
making them interested to explore
with your oganisation.
Copyright 2013 Hof Consulting Pte Ltd. All Rights
Reserved.
16. Recruitment
Models
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
17. RECRUITMENT MODELS
1. Traditional Direct
HR takes charge of recruitment. Reactive approach
Channels include advertising and recruitment firms used for hard-to-fill roles
1. Outsource
Parcel all requisitions to recruitment agencies
RPOs handle – approval, sourcing, screening, offer letters. Subordinate to HR
Alexander Mann, Kenexa, Randstad, Kelly Services etc.
1. New Direct *
“agency in a firm” approach. Separate division or part of HR
Oracle is an example
1. Hybrid
Mix of all the above
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
18. NEW DIRECT
o Advantages
Control
Cost
Recruiters “own” their projects since they are part of the firm
Better way to manage employer branding
Agency recruiters LURVE going in-house
Closer to the business
o Disadvantages
If firm require volume recruitment in short-time span, this will be an issue
Requires time to build a team, infrastructure, processes etc. 6 months to 36
months depending on size of firm and complexity
Power struggle with HR
Hiring manager push-back
Cost?
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
19. Business
Focus Competitors
Interviews
Persuasion
Talent
Recruitment is Social
Shortag Media
e
becoming more
Proactiv COMPLEX Technology
e
Sales
Driven Maintain
Talent
Copyright 2013 Hof Consulting Pte Ltd. All
Pool
Intel Rights Reserved.
20. YOUR CORPORATE WEBSITE
.
Niche Magazines &
craigslist Internet Sites
Corporate
Alumni
Facebook
Network
Outdoor
Advertising
SMS Ads
CORPORATE BLOGS
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
21. Candidate SOURCING Solutions
Campus Recruitment Talent Pool
• Interns • Direct & Indirect
• Campus Ambassador Sourcing
• New Grads • Candidate Relations
• Interviewing
• University Relations
• Viral Campaigns • Employee Referrals
• Social Media • Professional Networks
• Story-Telling • Industry Events
• Recruiting Collateral
Branding Communities
Copyright 2012 Hof Consulting Pte Ltd. All
Rights Reserved.
22. Questions???
Steven Yeong
www.HofConsulting.com
email: steven@hofconsulting.com
Copyright 2013 Hof Consulting Pte Ltd. All
Rights Reserved.
30. Market – Multiple Sources
HiringBoss has one click
posting to multiple sources
such as Job Boards, Social
Media or even Agencies
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31. Hire – Top Reasons
Top reason for candidates losing interest in a
role:
1.Lack of Urgency – poor communication
2.Preparation – no interview format
3.Lack of sell
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32. Hire – communication
Communicate with candidates within
HiringBoss and at the click of a button
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33. Hire – no interview format
Set the metrics or even questions to guide
Hiring Managers during interviews
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34. Hire – Don’t waste candidates
Refer candidates among your team 34
All Talent Mgt consultants focus their work on these 4 areas However, Sourcing is just given 10 minutes out of a 2-day workshop. Put ads in papers and use agencies. Main focus is on interview techniques (HIRE) such as behavioral questioning, psychometric tests etc. from DDI World, Caliper, SHL etc. DEVELOP looks at in-house training, succession planning of employees. RETAIN looks at C&B, recognition of employees etc. SOURCING has been glossed over. Getting people from the OUTSIDE is and will always remain the main strategy of how a company can expand, reinvigorate itself and grow as a company The key of what I do, is how to develop sourcing or what I call the TALENT POOL. That is, how to manage it, how to spot top-talent from outside the organization, how to measure it so that you can show to mgt on your success rates through data and facts using TQM The work that I do cuts across industries. It can be used in the IT industry, mass recruitment in the manufacturing industry, government, military, finance, pharma, industrial, services sector etc. Especially in Singapore, with the tight labor market, how do you then maximize your talent pool. How do you find them? What sourcing tools can you use? Any innovative tools you’ve not used yet? So what I do at Hof Consulting is very niche and it blends in nicely with whatever strategies you have in place in the Interview Stage, Training & Development and Retention strategies
Discuss?
Creation of a TA COE Firms too caught up in processes, analytics but translating all of this into deliverables requires “Professional Recruiters”. What is a PR?
Notice that I do not look at issues like HR Policies, C&B, Staff Welfare, Employee Morale, Succession Planning HEADCOUNT APPROVAL: This happens when a hiring manager is seeking approval from HR and senior management on approving a headcount which is either new or a replacement. Make take 1-day or 2 months depending on client’s processes. RELATIONSHIP MANAGEMENT: Recruiter meets up with HR and hiring managers to explain about the recruitment processes. Recruiter will also be embedded in the hiring manager’s division, what it does for the company as a whole, challenges that the hiring manager’s division faces. This is to increase rapport HEADCOUNT BRIEFING: Recruiter will meet up with the hiring manager to understand the job description such as duties, cultural fit, salary ranges, time-to-hire. CANDIDATE SEARCH: Recruiter will start the candidate search via several means: job portals, print ads, direct sourcing (headhunting), referral program etc. etc. Where does the recruiter than store the candidate CVs. How does he coordinate meetings? SCREENING/INTERVIEW PROCEESS: Recruiter will screen candidates on a set criteria agreed with the hiring manager and shortlist candidates accordingly which are then sent to the hiring manager. Recruiter will coordinate all meetings between hiring manager and candidates. What forms of interviews are done? Competency-based? NEGOTIATION: Recruiter will be involved in getting feedback from hiring managers and candidates alike on how the interviews went and also negotiate salary issues with the chosen candidate. OFFER STAGE: Some clients will handle this process after the selected candidate is found. We can also handle this process if necessary and if we are provided the right handing over processes. ONBOARDING: Most clients will handle this process. But we can handle this process as well if necessary.
Research shows that the PASSIVE MARKET is 70% of the Talent Pool. So if you just advertise on job boards, you are only looking at 30% of the market.
Remember I make distinction between JD and Job Ad
Key to the talent acquisition strategy is building candidate pipeline in an acretive manner to meet business priorities. This group will focus on that initiative, by bundling networks to build communities. Key to this strategy, aligned with the business goals is the creation of an early career community aimed at acquisition, adoption, innovation and evangelism.