How do we attract, engage and retain our top talents? How can we as people leaders make our workplace more interactive and engaging? Learn about the state of today’s modern workforce and best practices to further build your employer brand. For more HR resources, visit talentview.asia For any questions or clarifications, email us at learning@talentview.com

1. WELCOME TO THE EVENT!
#TalentViewLearning

2. TECHNOLOGY
STRATEGY DESIGN
EMPLOYER BRANDING
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

3. We work with
leading brands
across the region
to strengthen their
employer brand
TECHNOLOGY
STRATEGY DESIGN

4. In partnership with
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
&

5. Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
For today’s session, you will learn:
❏ How the world of work is changing both for talent acquisition to employee communications
❏ Success stories focused on the value of a connected organizations
❏ Meta's Vision for the Future of Work
AGENDA
Share your thoughts or takeaways on social media
Use #TalentViewLearning during or after the session

6. Anj Vera
CEO
TalentView
● Leads operations for the ASEAN region across
200+ corporate clients
● 15+ years in HR-Talent Acquisition, OD, HR
Technology, Performance Management,
Comp & Ben
● Graduate of Employer Branding College,
Australia:
● Level 1 Employer Brand Leader (with honor
distinction)
● Author, Rethink Recruitment

7. Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
What aspects do you think today’s
workforce look for in an employer?
Choose all that apply. (Multiple choice)
● Employee Engagement, Growth & Development
● Leadership & Organizational Competence
● Compensation and Benefits
● Corporate Social Responsibility and Mission-Driven Company
● Performance Recognition
● Recruitment and Onboarding Experience
● Policies and Practices
● Perceived Organizational Image and Reputation

8. Rank 2015 2016 2017 2018 2019 2020 2021 2022
#1
#2
#3
#4
#5
#6
#7
#8
Compensation
and Benefits
Recruitment and
Onboarding
Experience
Employee
Engagement,
Growth &
Development
Being a Socially
Responsible and
Mission-Driven
Company
Policies and
Practices
Compensation
and Benefits
Perceived
Organizational
Image and
Reputation
Employee
Engagement,
Growth &
Development
Leadership &
Organizational
Competency
Recruitment and
Onboarding
Experience
Compensation
and Benefits
Employee
Engagement,
Growth &
Development
Leadership &
Organizational
Competency
Compensation
and Benefits
Employee
Engagement,
Growth &
Development
Perceived
Organizational
Image and
Reputation
Policies and
Practices
Recruitment and
Onboarding
Experience
Being a Socially
Responsible and
Mission-Driven
Company
Leadership &
Organizational
Competency
Compensation
and Benefits
Employee
Engagement,
Growth &
Development
Perceived
Organizational
Image and
Reputation
Policies and
Practices
Recruitment and
Onboarding
Experience
Being a Socially
Responsible and
Mission-Driven
Company
Leadership &
Organizational
Competency
Perceived
Organizational
Image and
Reputation
Policies and
Practices
Being a Socially
Responsible and
Mission-Driven
Company
Recruitment and
Onboarding
Experience
Compensation
and Benefits
Policies and
Practices
Being a Socially
Responsible and
Mission-Driven
Company
Perceived
Organizational
Image and
Reputation
Employee
Engagement,
Growth &
Development
Leadership &
Organizational
Competency
Recruitment and
Onboarding
Experience
Being a Socially
Responsible and
Mission-Driven
Company
Policies and
Practices
Perceived
Organizational
Image and
Reputation
Leadership &
Organizational
Competency
Compensation
and Benefits
Recruitment and
Onboarding
Experience
Employee
Engagement,
Growth &
Development
Being a Socially
Responsible and
Mission-Driven
Company
Policies and
Practices
Leadership &
Organizational
Competency
Performance
Recognition
Performance
Recognition
Performance
Recognition
Performance
Recognition
Performance
Recognition
Performance
Recognition
Performance
Recognition
Perceived
Organizational
Image and
Reputation
Leadership &
Organizational
Competency
Perceived
Organizational
Image and
Reputation
Employee
Engagement,
Growth &
Development
Being a Socially
Responsible and
Mission-Driven
Company
Performance
Recognition
Compensation
and Benefits
Recruitment and
Onboarding
Experience
Policies and
Practices

9. Talent Insights
Quick Insights
SOURCE: Modern Workforce Report 2022 NOTE: Statistics updated as of April 2022. See www.talentview.asia for more details
Younger,
less-tenured
talents are
more likely
to be flight risks
1 Regular talent
check-ins
increase
satisfaction
at work
6
2 Job seekers
favor an
accessible
and convenient
application
experience
Talents are
clear on what
they are looking
for in
an employer
3 Employee
wellness
should be a
top priority for
organizations
5
More talents
are returning
to office despite
their preferred
hybrid work
set up
4
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

10. Candidate Touchpoint
Wheel
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
TEAM BUILDING ACTIVITIES
PERFORMANCE MANAGEMENT
REWARDS AND COMPENSATION
WORK ENVIRONMENT
MANAGER INTERACTION
BRAND AMBASSADORS
SOCIAL MEDIA PRESENCE
CAREER WEBSITE
JOB FAIR
ASSESSMENT
ONBOARDING
INTERVIEW PROCESS

11. ● Believing to be born for such a time as this, she
dedicates her time to be an HR and Tech
leader and make an impact in the information
technology and services industry of the
fastest-growing markets of SouthEast Asia
● Her expertise is focused in setting processes
that create, deliver, and capture value from
inside to outside of the organization
● Skilled in Talent Assessment and Measurement,
Talent Culture and Collaboration, P&L
Management, Customer Experience, Business
Development, and Collaborative Problem
Solving
Shiela Marie Alcedo
Country Head - Vietnam
TalentView

12. What Is Candidate
Experience and How to
Create a Better One

13. What is Candidate
Experience?
PERCEPTION
The way candidates feel
about your company and
its hiring process
INTERACTION
All exchanges between your
company & the candidate
PROCESS & TECHNOLOGY
Your overall hiring process
& tools used
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

14. Why is Candidate
Experience Important?
Give your talents an idea of how your
company will treat them when they
become employees
Positive experience which creates a
strong brand reputation
Makes you as an employer of choice or
a great place to work
Strong talent pool or pipeline
Can lead to highly engage talents & may
lessen attrition rate
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

15. The Gatekeeper
Experts on their company culture, protect their values, and to guides
line managers to find the best fit for their organization
The Negotiator
Know your BATNA > Best Alternative to a Negotiated Agreement,
what happens next if we fail to reach an agreement?
The Investigator
Conduct assessments and interview, listens and probes
well during the hiring process
The Bridge
HR needs to take the lead and bridge a partnership with
hiring managers during the process
The Researcher
Understands the role well, your USPs, and knows how their
key competitors are doing for the same role
Your Role in the Process Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

16. How Candidate
Experience Affects
Each Part of Your
Recruitment Funnel

17. The Approach Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
Job Offer, Preboarding & Onboarding
Assessment Center & Final Interview
Talegent Online Assessment
For Cognitive Ability & Graduate Competencies
Job Application
Paper Screening
Global Campus Event
(Virtual Hiring Event)
Local Campus Roadshow
6 WEEKS
1 DAY
5 WEEKS
8 WEEKS
1 WEEK
|

19. Coca-cola Singapore, Malaysia, Brunei Booth

20. Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

21. Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
Leveraging
Online Assessments
Assessments are used to align with the identified competencies in a given job role/level
Finance
Analyst
Executive &
Leadership
Graduate
Admin &
Clerical
Government
IT Healthcare
Utility
Professionals Sales
Retail
Managers
Educational
Hospitality
Personality Cognitive
Skills Tests
Video Interview Values

22. TALEGENT ONLINE ASSESSMENT
OVERVIEW

23. Talegent Online Assessment
Personality
Ipsative/Forced Choice
Logical
Reasoning
Verbal
Reasoning
Provides deep insight into what
motivates and drives individuals
Ability to understand
written material
Ability to pick up on trends
and patterns in data
Numerical
Reasoning
Ability to understand
statistical and numerical data
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

24. Talegent Online Assessment:
Video Interviews
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience

25. Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
Talegent Online Assessment:
Sample Reports

26. 36%
Microsite to applicant
conversion rate vs. 17% global
benchmark
20%
Better qualified
applicant ratio
67%
Fasting hiring turnaround time
vs. last year
Schindler’s Success Story
How Schindler Malaysia Strategically
Attracts a Quality Graduate Workforce
THE CHALLENGE:
● Challenge to attract qualified top-tier graduate talents
● Schindler Malaysia decided to adopt a Graduate Recruitment Program to attract
and hire the best fresh graduates
THE SOLUTION
● Schindler Malaysia partnered with TalentView to design a structured end-to-end
sourcing program—from attraction up to candidate selection in order to bolster
their graduate recruitment efforts.
● TalentView handled the planning, program design and implementation of the
3 stages of the Graduate Recruitment Program namely:
(1) Talent Attraction and Sourcing
(2) Assess and Measurement
(3) Selection for Schindler Malaysia’s technical and business tracks
Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
RESULTS

27. ● Yujing has been working in the APAC region in
the past 5 years helping business leaders
transform their organisations into meaningful
communities and drive engagement through a
platform people love to use
● The new mission for Yujing's team now is to
work with a talented team and build a new
future of work in APAC
Yujing Guo
Client Partner, Future of Workplace
Workplace from Meta

28. Workplace
from
Meta
The Meta products empower more
than 3 billion people around the
world to share ideas, offer support
and make a difference.
Workplace was built through a
desire to bring connection to work.
Because the closer people are,
the better work becomes.
28
28

32. Why Workplace?

33. 33

35. 35

36. Week 1 Week 2 Week 3 Week 4 Week 5: Launch
Technical Groups Exec Champions Communications
Whitelisting
Whitelist Workplace domain and emails
Groups creation
Create initial groups and upload content
Groups structure
Build groups taxonomy and structure
Champions rallying
Assemble a community of ambassadors
Champions onboarding
Train and on-board Champions
Champions activation
Evangelizing Phase
Top Executive engagement
Drive buy-in from the top of the organization
Top Exec engagement
Lead on Workplace
Workplace announcement
Communicate benefits & usage goals, create Buzz
Activation
Ensure claim & activity on platform
Accounts provisioning & authentication
Import users and/or set up SSO
Be ready
to launch
in 5 weeks*
*Typical launch size of 10,000 employees
Account
Chose how to manage

37. Meta’s Vision

38. 01 Where we are

39. It’s been
another year
of growth for
Workplace
01 WHERE WE ARE
Source: Workplace internal data 2017-2021
Workplace subscriber growth

40. We’ve listened
to what our
customers
care about.
01 WHERE WE ARE

41. 02 Where we’re going

42. More connected
Work in the metaverse will feel
more connected because we
will have a greater sense of
presence than we’ve ever
known before.
02 OUR VISION OF WORK IN THE METAVERSE
More collaborative
Greater presence will fuel new
ways of working together. This
seamless collaboration will
make us more productive and
efficient with our time.
More flexible
Key to future ways of working
will be greater autonomy.
Freed from the physical world,
we can choose when, where
and how we work.
More accessible
As we remove boundaries
around geography, identity
and disability, work will create
an even greater sense of
belonging for everyone.

43. Teleport to a
shared space
Remote meetings feel as
though you’re sharing the
same room, increasing
communication and trust.
02 OUR VISION OF WORK IN THE METAVERSE
Learn from new
mentors
Workers in every industry will
have the chance to observe,
stand alongside and learn
from the best in their fields.
Take your bubble
anywhere
VR and AR technologies will
allow you to take your
perfect desktop setup
with you, wherever you go.
Be in the room
where it happens
We will create spaces that
allow everyone – even in the
most globally dispersed
organization – equal access.

44. Bring people together with a
powerful suite of work tools
and solutions built for the
metaverse
03 OUR STRATEGY
At Meta, we know people and we know technology. So we’re perfectly positioned to bring
them together. That’s why we announced an investment of $10bn to develop both the
software and hardware that needs to be created for the metaverse. This will help bring
about these new types of connections and realize our vision for the future of work.

45. 03 OUR STRATEGY
We already know how to do this
Facebook Instagram WhatsApp Messenger Workplace
We’re confident we can build a suite of business tools for the metaverse because we’ve done it before. Today, more than 1 billion users
connect with a business account across our messaging services every week. More than 150 million users globally view a business
catalogue on WhatsApp every month. And we’re making the experiences between these apps fully interoperable, for instance with
click-to-message ads from Facebook to Messenger and WhatsApp, and providing the additional security and controls that businesses
expect with solutions like Work Accounts.
200M SMBs on
Facebook
200M Instagram
Business Accounts
100M Business
Messages Per Day
20B Business
Messages Per Month
7M Paid Subscribers
Globally
All sources: Meta internal data (Facebook/Instagram/WhatsApp/Messenger/Workplace), 2021-2022

46. 1
2
3
03 OUR STRATEGY
Org comms &
employee experience
Focus on frontline &
knowledge
Next gen collab
and comms
New
possibilities
across
screens,
devices,
spaces
and realities

47. Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
FINAL NOTES
Share your thoughts or takeaways on social media:
Use #TalentViewLearning during or after the session

48. Modern Workforce Series: Getting Employers Noticed and Loved
Creating a Great Candidate to Employee Experience
Continue the Conversation
Check out other HR resources: www.talentview.asia
Contact us: learning@talentview.com
Follow us on LinkedIn: TalentView Inc.
Share your thoughts or takeaways:
Use #TalentViewLearning

49. THANK YOU FOR JOINING!
#TalentViewLearning