Empowering Your Recruiting Process for Success in a Growing Economy
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The document discusses trends in global and regional labor markets and recruitment. It outlines an agenda to discuss trends, eRecruitment solutions, recruitment frameworks, and empowering recruitment functions. Specific trends mentioned include the impact of the global financial crisis, changing demographics, and the 2015 ASEAN Economic Community. The document promotes a recruitment solution called HiringBoss that aims to help companies manage the entire hiring process through a software-as-a-service model.
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Empowering Your Recruiting Process for Success in a Growing Economy
- 1. “Recruitment in a growing economy - Empowering your Recruiting process for success” 1
- 2. Agenda “Recruitment in a growing economy. Empowering your Recruiting process for success” • Global & Regional Trends • An eRecruitment framework • Empowering the recruitment function 2
- 3. Trends in US & Europe 3
- 4. Trends in Asia 4
- 5. HR Trends in Asia 5
- 6. Labour Market in US & EU • Open • United States of America • European Union – freedom of jobs 6
- 7. Labour Market in Asia 7
- 8. Summarizing trends • Global Financial Crisis • US/EU - still heavily impacted • Asia - growing strong • HR Trends • US/EU – shifting to work-life balance • Asia – increasing salaries, turnover, need for engagement • Labour Market • US/EU – Open market place • Asia – Asean labour market to open up soon. 8
- 9. Agenda “Recruitment in a growing economy. Empowering your Recruiting process for success” • Global & Regional Trends • eRecruitment • A recruitment framework • Empowering the recruitment function 9
- 10. eRecruitment What is HiringBoss? • HiringBoss is recruitment solution to help companies attract candidates and manage the hiring process end to end in- house. • It is Saas (Software as a service), which requires ZERO investment in IT. It can be accessed through a web browser (IE / Chrome etc) used anytime, from anywhere (think facebook / linkedin) • (95% of companies in UK and US have a software recruiting solution. Less than 5 % of companies in Asia have such solution in-house.
- 11. What is Recruitment? Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an 'employee offering'. 11
- 12. More than filling a position 12
- 13. Connecting stakeholders 13
- 14. Impact of trends ““Recruitment in a growing economy - Empowering your Recruiting process for success” • Impact of changing demographics? • Impact of changing expectations of young graduates and school leavers • Impact of rising salaries • Impact of high turnover • Impact of social media and social recruiting • Impact of 2015 Asean Economic Community 14
- 15. What needs to be done? ““Recruitment in a growing economy - Empowering your Recruiting process for success” • Need for further professionalization of HR • Align to fast-changing recruitment landscape • Deploy mix of traditional and new resourcing techniques and tactics • Leverage on branding and improve communication • Treat applicants as customers 15
- 16. Recruitment is a job ““Recruitment in a growing economy - Empowering your Recruiting process for success” • Make Recruitment an Art • Have a career site, be social………it’s 2013 • Build a Recruitment Framework • Join Asia’s HR Revolution 16
- 17. HiringBoss • Join Asia’s HR Revolution • HiringBoss - Talent Acquisition System • HRBoss - HR platform • It is a SaaS (Software as a Service) product • Functional, locally supported software • No investment in IT hardware • Go live in time, in budget, celebrate success • In Asia for Asians • Local people on the ground • Local practices, local sourcing channels, local touch 17
- 18. Contact for more info: Constatinus Oktavian Sales Manager at HiringBoss Indonesia Oktavian@hiringboss.com | Mobile: +6281905030255 Indra Budiman Country Manager at HiringBoss Indonesia indra.budiman@hiringboss.com | Mobile: +628551603160 www.hiringboss.com | www.hiringboss.co.id Office: +6221 5707180 18
- 19. 19
Notes de l'éditeur
- Recruitment
- What an interesting series of discussions we will have today here in Jakarta. HR has never been more in the spotlight than the last decade. Where huge economic changes would take place every 10-20 years, in today’s reality the volatility of economies around the globe have proven to change more rapidly. And changes have massive impact on HR as the influence region, country and companies appetite for hiring and firing as well as developing. Presenting global and regional HR and Recruitment trends therefore is quite different around the globe.Everybody will know that the American and European Global Financial Crisis has lot’s of impact. Unemployment rates in Europe and the US are record high. In Spain, Portugal and Greece more than 40% of the workforce younger than 30 years is unemployed. A tragedy is taking place in any given time in any give place in the US and Europe. Banks have been slashing jobs in the past 4 years and so do many many manufacturers and alikes.On top of that the fundament of the labour market in the US and Europe has dramatically changed in the past 30 years.Salary is no longer the most importance qualifier for peoplePeople appreciate work-life balance over salary and career developmentTraditional hierarchy has changed to flat and open working relationships based on trust and mutual respectProductivity has increased for a long period, flattening in its growth curveMore and more organisations promote self-initiative under employeesNEXT SLIDE
- Let’s now fast-forward these trends to Asia. Although roaring tigers have experienced some slowdown in their growth due to the Global Financial Crisis, however, thing are obviously very different. Still a lot of organisations are:GrowingProfessionalizingDiversifyingExpanding in country or in regionCompanies that didn’t exist 10 years ago all of a sudden employ 1000’s of employees. In some Chinese and Taiwanese companies this might even mount up to 100,000’s of thousands. New industries and new markets are being developed contributing to fast growth. All countries across South East Asia, Indo Chine and North Asia have ambitious plans to fasttrack their country to a developed country. By 2015, 2020 or later. But ambitions are there. NEXT SLIDE
- In order to develop to a developed country (see for the WorldBank for the exact definitions) a number of developments will need to be accelerated:People need to work in fulltime jobsPeople will work under employment contracts Trade Unions and Governments will introduce minimum wageSalaries will rapidly increase Again, all of this impacts the HR function:- Growth means more hiringHigher salaries equals higher turnoverSkill requirements for jobs change continuously Education and higher salaries mean more focus on retention and development of employeesNew joiners have different expectations when joining the workforce. The little news clippings across Asia demonstrate
- The labour market in the US has traditionally very open by the nature of their 50 over states. It is relatively easy to change jobs across the country, move 6,000 miles from New York to San Diego without any issues.In Europe the 1999 Schengen Agreement opened up the labour market to all member-countries. Passport holders can apply and live in any of the EU countries part of the European Union, without having the trouble of government restrictions or applications of work permits. It makes it easier to fill certain skill shortages with talents available in other countries.With the recent expansion of the member states to include former Eastern European countries, new regulations have been drafted.NEXT SLIDE
- Similar to that , a huge change in the labour market across Asean will be effective in 2015. Under the Asean Economic Community (AEC), a single regional common market of Asean countries will be created by 2015. The regional integration's objective is to create a competitive market of over 600 million people in Asean countries: Brunei, Cambodia, Indonesia, Laos, Malaysia, Myanmar, the Philippines, Singapore, Thailand, and Vietnam. There will be free flow of goods, services, investment capital and skilled labor following the liberalization. These will include tariff reductions and streamlining of certain administrative procedures. Many businesses have begun preparing themselves three years ahead of time to meet the challenges and opportunities of the Asean Economic Community (AEC). Even though, according to the Bangkok Post newspaper in Thailand, the AEC Scorecard at the moment shows the region behind schedule, having achieved only 73.6% of Phase 1 goals, it still offers a big opportunity in Asia as it will be viewed as a single large market. Further. the integration will help increase Asean competitiveness with China and India. The delayed issues, such as agriculture, non-tariff barriers, integration of the less-developed CLMV (Cambodia, Laos, Myanmar (Burma), Vietnam) members, and financial integration remain to be worked out. According to the US International Trade Commission report on AEC (www.usasean.org/ASEAN/pub4176.pdf), the challenges were seen in the area of importing and exporting which vary widely among Asean members. For example, procedures for trading are relatively easy to complete in Singapore, Thailand, and Malaysia, but very difficult in Laos and Cambodia. The quality of logistics services also varies among the Asean members, such as customs brokerage, freight forwarding, and express delivery. Logistics services are world-class in Singapore but poor in Laos, Cambodia, and Burma. In many Asean countries, restrictive regulations hamper the delivery of high-quality logistics services.Benefits of the Asean Economic Community (AEC)It will open more regional cooperation and will improve the scale efficiencies, dynamism and competitiveness of Asean members. AEC will enable easier movement of goods, services, investment, capital and people. Ultimately, it will offer new ways of coordinating supply chains, or access to new markets for established products.All Asean countries are more important to foreign investors if they are considered as one node in a larger regional market of nearly 600 million people - a single market. The Asean Free Trade Agreement will be expanded to zero tariffs on almost all goods by 2015. Asean plans to remain engaged with the global economy through regional-level free trade agreements - today, Asean has such agreements with China, Japan, Korea, India, Australia and New Zealand. The USITC's Asean: Regional Trends in Economic Integration, Export Competitiveness, and Inbound Investment for Selected Industries Report noted that the AEC is coming at a time when it is recognized thatinvestment in emerging markets is more desirable than in the US and Europe. "There will be no shortage of funding coming from within Asean, the Asia Pacific or even the US and Europe. These investments can bring about badly needed capital for some countries, allowing them to leapfrog from the 20th century into the 21st in terms of competition in mature countries such as Thailand and Malaysia", said the report.SMEs accounted for 96% of enterprises and between 50-85% of domestic employment across Asean. Integrating these SMEs and supporting them in the inital period will be a challenge throughout ASEAN but particularly in the lesser developed ASEAN countries. Recently I was in SIngapore and it is obvious that the Singapore government fully realizes the challenge and the opportunity that the AEC will represent to SMEs and is putting both the planning talent and the resources to better support their SMEs. I was also in Vietnam and Thailand and although both countries are starting to verbalize and meet to develop more effective plans for SME integration and support, it is obvious that these plans are probably behind where they need to be. In countries, such as Cambodia, Laos and Myanmar (Burma), plans are even further behind and more in need of support and resources. Tourism opportunity. Asians travels more in the region and there are more travelers from other countries that have begun to reach out to Asia as new visitors. The trends were evident at the recent Hub City Forum, held by the Pacific Asia Tourism Association (Pata), where more than 100 travel industry executives discussed the tourism potential, government's spending to upgrade facilities both for leisure attractions like museums; and also MICE facilities such as convention centers, reported the newspaper. MICE tourism opportunities are particularly large and hopefully countries that have the most experience in this area such as Thailand and SIngapore will render their assistance to those with weak MICE experience - recent examples of this are Thailand with Vietnam and also some talk in Thailand about rendering assistance in Laos and possibly Cambodia. Internationalization of health care under the AEC. Health care is one of the sectors to be internationalized. This is definitely a big challenge as it is more complicated than just the popularity of Singapore and Thailand's "medical tourism" that patients travel from one country to another seeking better care at lower cost. The legal and licensing frameworks are still needed to be worked out. However, it offers potentials for the free-flow of health services, etc. in the region. Recent examples here were noted in the Bangkok Post in mid-March which noted programs by Thailand's largest medical service BGH and other Thai hospital groups to step-up the pace of mergers and acquistions and joint ventures in other AEC countries to help give them a better platform to better take care of developing AEC opportunities.
- Recruitment
- Lets start with a common definition or framework of what Talent Acquisition is. It makes our conversation for the next hours much easier. All around the globe recruitment or talent acquisition is the same: there a vacancy, that needs to be filled with a candidate. Talent Acquisition is referred to as the process of supporting that part of the Talent lifecycle. It starts with the job requisition, followed by an approval process etc. Last but not least there will be monthly, quarterly and annual reporting requirements. Following the chevrons from left to right is considered to be the end-to-end recruitment process. Although it is the same process for companies, everybody will have it’s unique characteristics, definitions, workflows and requirements. And there is more to talent acquisition than having a position and filling the job….next slide.
- Talk about the multiple dimensions of recruitment. Branding, Communication (control contact with candidates – thanks for your application, we will notify you in 2 weeks) etc.Talk about big consumer brands like Virgin, Heineken, Louis Vuitton and the likes. They spend millions on branding. The have a huge interest on protecting their brand. Quite often, a negative application experience, influences the perception of an unsuccessful candidate on that brand. That’s why a lot of big brands spend a lot of effort in protecting that brand. Did you know that US/EU surveys demonstrate that (as long as you’re not a ecommerce site or airline/hotel) more than 50% of webtraffic to company websites is job related. That’s a lot. Who in this meeting room is part of the task force when it comes to changing the look-and-feel of the website?Not many I think. You should think however from the perception of future employees and applicants. They want to know what it is like to work for your company, the type of projects/products etc that go on and what their future colleagues are doing daily. So, turn your website and career site into a potential marketing tool. Advertise your company. Make the things your company does important and try to seduce the applicant to apply. That’s what e-recruitment & hr marketing is about. And sure it supports the process of filling that position but more importantly it allows you to spend more time on valuable work rather than admin:Talk with line managers about the best possible candidateHave meaningfull discussions with candidatesApply consistent screening criteria and feedback informationSame for sourcing of candidates. Too long organisations simply advertise job in news papers and later on job boards. Why? Because they do so for years. And spend a lot of why on agencies….why? Because it makes HR important? Or because you’re afraid to do the job yourself? So you can blame the recruiter?Smart companies apply different sourcing strategies for different types of functions. There will always be agencies. There will always be job boards. And it is certainly smart to do an advertisement in a news paper or a specialist magazine. However, as long as it’s because of a decision. The role is difficult to fill, we need somebody to start quickly.This also applies to the newest sourcing channel on the block….social media. It will not be the main sourcing channel, however should be threated as an additional source to recruit graudates, specialist or run recruitment campaigns. And todays generations are very mobile and social. They love it,
- Samefor connecting to all sorts of stakeholders. It is not for recruiters and HR alone. Often HR people have difficulties explaining why a CFO or CEO should approve implementing recruitment technology…….Is it to make your job easier? Yes it does. But it makes the job of a large number of stakeholders easier Talk through themHiring Managers – calendar synchronization, shortlisted candidates, reject/invite, provide feedbackCEO/CFO/Approvers – like to be involved and connected, love management informationCandidates – like to apply online on your career site. Want to share jobs to their social network, leave messages and activate a job alertCareer Site – no more sending emails with JD’s to your IT team. Where, what criteria, what search? It all goes automaticallyJob Boards – connect automatically to the biggest job board in your countryAgencies – allow agencies also to work and submitting candidates, all in 1 single system!!Social Media – connect, share, tweet, post on your linkedin
- OK, So now we have a common understanding of the concept of Talent Acquisition, and linking those to the global HR trends we have been discussing earlier.Summarize some of the pains and challenges. Try to understand what is happening, if they are applicable to all participants/companies or not]20 years ago when I was applying for a new job I happened to buy some newspapers. On the back off Brisbane Herald – the Saturday edition - there was a huge advertisement for a sales job at Shell. I could apply until the 1st of April – which was still another few weeks or so – and the job was supposed to start on the 1st of July. I called the company to apply for the job and they asked me to submit my resume by post. The whole interview process and so forth took around 3 monthsToday that has changed a lot. The job market is open 24/7 and applications come through job boards, company careers sites, social media and headhunters. Response are quicker, expectations higher. Today school leaver will have an average of 7 jobs prior to his/her 29th birthday. From their iphone wake up call to the office they glance at a 4 inch wide screen of a smart phone. They like to be respected for their effort, appreciate hard work but get bored easily. All of this is impacting the role of Talent Acquisition. People change. Companies change. And in Vietnam this change is very likely to be there today and tomorrow. How have you seen the changing demographics impacting your functions?
- [Bernie: now we have discussed the challenges, let see the impact on the HR function and the role of Talent Acquisition in particular. Because, it is clear from our previous conversation that we cannot continue working as we did for the past 20 years. The world is rapidly changing, so is recruitment
- [Bernie: summaryLets recap the discussion:ChallengesImpactWhat’s nextAn opportunity to take more ownership building a recruitment framework