Attracted top candidates with compelling value propositions, provided great candidate experience, established emotional connection and instilled a sense of purpose.

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By Loo Ding Hean
Email : dh_loo@gmx.com
Winning the Talent War

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Winning the Talent War
1. Introduction
1.1 Competition for Talents
1.2 Hiring Philosophy
2. Hiring Processes
2.1 Hiring Activities
2.2 Candidate Screening
2.3 Conventional Hiring Approach
2.4 Winning Hiring Approach
3. Tools & Techniques
3.1 Competitive Analysis
3.2 Value Map
3.3 Value Proposition
3.4 Technical Interview Format
3.5 Push Pull Factors
4. Strategies
4.1 Recruitment Plan
4.2 Emotional Conditioning
4.3 Psychological Warfare
5. Case Studies
5.1 Hiring DSP expert
5.2 Hiring PhD graduate
6. Lessons Learnt
6.1 Managing Expectations
6.2 Managing Perceptions
6.3 High Ego Engineer

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1.1 Competition for Talents
With high concentration of MNCs in
Penang (many have set up R&D
centers), competition for good engineers
is intense.
To attract top R&D engineer, a company
needs to convince him/her with:
 Exciting products, challenging technologies.
 Compelling reasons to join.
 Competitive salary & benefits.

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3.4 Interview Format (Sell Sheet)
Screen Candidates
 Test technical competency
Company Branding
 Selling the company as the best place for R&D
Winning Hearts & Minds
 Demonstrate interviewer’s technical insight
by offering improvement on a given solution
Hiring Guideline
 Quantifiable hiring decision
 Offer flexibility for borderline candidates
Quality of Answers
 Simulate real-life design & problem solving
 Look for candidates with right approaches Questions Set
 Cover relevant knowledge areas with
increasingly deeper questioning
 Interviewer needs to be open minded
with unconventional answers