If your goal is to source talent who stay longer, fit culturally and contribute more to the promise of your brand… - Greg Basham, CEO of eeVoices

1. Talent Management Solutions:
Recruitment to Succession Planning
Greg Basham, BA, MBA
CEO, eeVoices (HK) Limited
Facebook: eeVoices Group
Twitter: @eeVoicesGroup
www.eeVoices.com

2. eeVoices Talent Management Solutions
"Helping organizations take the risk out of people decisions" is our vision and,
at its most basic, it is what we do for our customers - it is our mission.

3. If your goal is…
to source talent who stay longer,
fit culturally and contribute more to
the promise of your brand…

4. Then why are we hiring and
promoting managers like these?
Seagull managers fly in, make a lot of
noise, dump on everyone, then fly out.
- Ken Blanchard

5. Giving them the mushroom treatment
Cover them in manure and keep them in the dark
If someone sticks their head up, cut it off.

6. Traditional Recruiting Model is Broken…
Screen Resumes Skills & Experience
Two interviews and Hiring
Internal promotions based on:
‣ Performance
‣ Potential

7. Strategic HR Recruiting:
‣ Screen candidates not resumes
‣ Employ technology – i.e. mobile
‣ Validate resumes and achievement claims – independently
‣ Assess potential via assessments – benchmark against key
predictors
PWC study shows 15% resume fraud in Asia
– under reported as firms don’t check!

8. Recruitment Technology Solution

9. Leadership Screening & Assessment Objectives:
‣ Better talent who stay longer and add more value
‣ Lower costs and time for on boarding and training
‣ Validate claims of skills, experience and achievements
‣ Qualitative and quantitative performance assessments in
prior jobs Benchmark talent against key predictors

10. Build Better Candidate Profiles with Independent References:
✓ The key factors that predict job performance
✓ Integrity and conduct
✓ Leadership & management
✓ Emotional quotient
✓ Cultural fit
✓ Identifying accomplishments
✓ Key competency rankings

11. Selecting, Promoting, Developing or Coaching Assessment:
Management PRO predicts management performance and style
as well as:
‣ Identifies performance management and coaching style
‣ How goals and strategies are implemented
‣ Approach to motivating others
‣ Coaching orientation and feedback style

12. Succession Planning
Needed Contribution
Roles
Versus
Skills
Experience

13. Strategic Talent Management Metrics
Time to hire
Cost to hire
Turnover rate
Retention rate
Workforce diversity
Gaps in executive roles
Employee Engagement Score
Ratio of external hires to promotions

14. Employee Engagement Model

15. Thank you to our sponsor