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Developing National Talent to Match Entry Level Capabilities Nationalization in the Emirates: Part II Iqbal Noor
Index Part I: Setting Up a Nationalization Program Part II: Developing National Talent to Match Entry Level Capabilities P...
Introduction to Part II <ul><li>Nationalization is an exciting process </li></ul><ul><ul><li>This is a view on how to esta...
The Mind Set <ul><li>Only the competent will be hired </li></ul><ul><ul><li>Customers can only be served well by people wh...
Selection from those Not Hired <ul><li>Why Candidates do Not get hired </li></ul><ul><ul><li>Candidates who turn up for th...
The Opportunity <ul><li>What’s the opportunity for the Company? </li></ul><ul><ul><li>Developing easily learned skills whi...
Finally: Getting The Business Case Right <ul><li>Cost of Recruitment </li></ul><ul><ul><li>Consider the ratio of candidate...
Thank you for viewing Iqbal Noor [email_address]   When you wish to select only the best, you must also be cognizant of wh...
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Developing National Talent To Match Entry Level Criteria

One way on how to reduce cost of recruitment and at the same time build the employer brand through developing national talent.

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Developing National Talent To Match Entry Level Criteria

  1. 1. Developing National Talent to Match Entry Level Capabilities Nationalization in the Emirates: Part II Iqbal Noor
  2. 2. Index Part I: Setting Up a Nationalization Program Part II: Developing National Talent to Match Entry Level Capabilities Part III: Managing Line Manager Expectations Part IV: Creating a Customized Recognition & Rewards System
  3. 3. Introduction to Part II <ul><li>Nationalization is an exciting process </li></ul><ul><ul><li>This is a view on how to establish a UAE National Development process in a company. Nationalization is often a difficult and at times misunderstood as an imposition. </li></ul></ul><ul><ul><li>In the Gulf inability to find proper talent often times lead to a conclusion that talent doesn’t exist. In turn leading to all sorts of inadequate behaviors. </li></ul></ul><ul><ul><li>This presentation gives a view on how to develop UAE National talent to build a nation through serving business aims </li></ul></ul><ul><ul><li>The critical success factor in part II still is the choice to make it happen versus being confounded by what seems to be “real” barriers. </li></ul></ul><ul><li>This is the sequel to the presentation: Setting Up a Nationalization Process </li></ul><ul><ul><li>In part two, we explore the issue of what about all the Nationals we assess and interview but don’t make the grade because of the tough entry conditions. What do we do about them, is there a future and how does that come about. </li></ul></ul><ul><ul><li>The challenge of find the right talent continues and culminates in creation of a development process which prepares young nationals to become more effective contributing members of the society and in turns generates the will to succeed at higher levels of excellence. </li></ul></ul>
  4. 4. The Mind Set <ul><li>Only the competent will be hired </li></ul><ul><ul><li>Customers can only be served well by people who do their job well. Being unforgiving people, customers walk away when they don’t get the value they want </li></ul></ul><ul><ul><li>Customers are also not much concerned about your constraints regarding nationalization (or anything else for that matter) </li></ul></ul><ul><li>The Deal </li></ul><ul><ul><li>The Deal for Nationals not hired should be around: </li></ul></ul><ul><ul><ul><li>We will clarify the skills we want. We will provide an opportunity for you to develop those skills </li></ul></ul></ul><ul><ul><ul><li>If you do use the opportunity, we will offer the job </li></ul></ul></ul><ul><ul><li>Tip: Get the Deal Right </li></ul></ul><ul><ul><ul><li>Be Fair with Emiratis – Hiring staff who are not competent send wrong signals and end up by progressively lowering your expectations of performance </li></ul></ul></ul>1
  5. 5. Selection from those Not Hired <ul><li>Why Candidates do Not get hired </li></ul><ul><ul><li>Candidates who turn up for the screening assessments would end up in two groups. Those selected and those not. </li></ul></ul><ul><ul><li>The opportunity is to sift through those not selected to find out why not. </li></ul></ul><ul><li>Selection Criteria </li></ul><ul><ul><li>Usual areas where candidates fail to impress are: </li></ul></ul><ul><ul><ul><li>English language skills </li></ul></ul></ul><ul><ul><ul><li>Writing ability </li></ul></ul></ul><ul><ul><ul><li>Psychometric assessments leaning towards numerical ability </li></ul></ul></ul><ul><ul><ul><li>Inability to make a good impression in an interview – wrong choice of words used or inadequate non verbal skills. </li></ul></ul></ul><ul><ul><li>From those possessing the above “failings” identify those with the best attitude </li></ul></ul><ul><ul><li>These make your Candidates from amongst those Not Hired </li></ul></ul><ul><ul><li>Tips </li></ul></ul><ul><ul><ul><li>Don’t continue to compare with the norm group of people you did select </li></ul></ul></ul><ul><ul><ul><li>Differentiate between skills that can be learned versus those that can’t be learned </li></ul></ul></ul>2
  6. 6. The Opportunity <ul><li>What’s the opportunity for the Company? </li></ul><ul><ul><li>Developing easily learned skills which would make an unsuccessful candidate more eligible eases up your recruitment burden. The cost of finding talent is very high in terms of actual money, time and effort. “recycling” saves the company all three </li></ul></ul><ul><ul><li>It builds capability and if selected these candidates are likely to be more engaged than if they were otherwise hired </li></ul></ul><ul><ul><li>It builds the company’s brand as a responsible corporate citizen </li></ul></ul><ul><li>What is the opportunity for the Not Hired UAE National? </li></ul><ul><ul><li>This is an opportunity to develop key skills – reading, writing, math, presenting and English – for Free! </li></ul></ul><ul><ul><li>The UAE national has a “near time” target and confidence on a positive consequence if s/he achieves required level of excellence </li></ul></ul><ul><li>The Opportunity for the Community </li></ul><ul><ul><li>The community acquires needed business focused skills that it can use in any company, not just this one </li></ul></ul><ul><ul><li>Tips </li></ul></ul><ul><ul><ul><li>Developing “Not Hired” Candidates builds brand, capability and saves costs </li></ul></ul></ul><ul><ul><ul><li>The Government has been subsidizing UAE National Training programs through its agencies </li></ul></ul></ul><ul><ul><ul><li>Engaging the Candidate through demonstrating concern, engages the Employee within </li></ul></ul></ul>3
  7. 7. Finally: Getting The Business Case Right <ul><li>Cost of Recruitment </li></ul><ul><ul><li>Consider the ratio of candidates selected (in the process in part 1) versus candidates assessed </li></ul></ul><ul><ul><li>Direct cost of of internal assessments </li></ul></ul><ul><ul><li>Costs of recruiter man-hours spent in: </li></ul></ul><ul><ul><ul><li>Reviewing CVs </li></ul></ul></ul><ul><ul><ul><li>Contacting candidates and following up </li></ul></ul></ul><ul><ul><ul><li>Conducting interviews </li></ul></ul></ul><ul><ul><ul><li>Making selection </li></ul></ul></ul><ul><li>Make it Risk Free </li></ul><ul><ul><li>Communicate a risk free proposition for the candidate: </li></ul></ul><ul><ul><ul><li>Free development opportunity </li></ul></ul></ul><ul><ul><ul><li>Effective feedback on why candidate was not selected and what are the gaps </li></ul></ul></ul><ul><ul><ul><li>What are the consequences of closing these gaps through the development opportunity </li></ul></ul></ul><ul><ul><li>Clear and sincere communication, effective program management will help the organization in minimizing recruitment costs and enthuse the candidate to focus on development </li></ul></ul><ul><li>A Business Proposition </li></ul><ul><li>Compare Cost of Recruitment with Cost of Development Program </li></ul><ul><li>Contact Government Agencies for sponsorship. Talk to them about your contribution towards National Development </li></ul>
  8. 8. Thank you for viewing Iqbal Noor [email_address] When you wish to select only the best, you must also be cognizant of what is it really that makes “best”. It makes good sense to then find ways to grow the “best” Thank you for viewing.

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  • raidk761

    Apr. 28, 2011

One way on how to reduce cost of recruitment and at the same time build the employer brand through developing national talent.

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