This roadmap will navigate the recruiters to find the right candidates and source the best talents in the market of war of talents!

1. Naro OUM, CBRE Cambodia
STRATEGIC
TALENT
ACQUISITION

2. RECRUITMENT INTRODUCTION
The common purpose of operating recruitment is to attract a
number of applicants to work for the company and the qualified
applicants to meet the needs of company that HR department has
to offer.

3. RECRUITMENT DEFINITION
The activities of building a pool of qualified
candidates and attracting people from all sources
of recruitment target in the competitive market.

4. Recruitment objectives
• Number of open positions to be filled
• Date by which positions should be filled
• Cost-per-hire
• Number of Applications desired
• Type of applicants sought:
• Level and type of education
• Level and type work experience
• Knowledge, skills, and abilities
• Diversity (race, age, gender, status)
• Other considerations (currently employed)
• Job Performance goals for new hires
• Expected new-hire retention rate.
Recruitment Objectives

5. Recruitment Goals
▸ To attract top performs from many
sources
▸ To promote Employer Brand
Sustainable
▸ To be the Employer Choice in
Cambodia
▸ To create a bank of pooling and
qualified candidate

6. Recruitment
Expectations &
Standards
Let’s create a
history today!
Expectation 1:
Provide timely and effective recruitment,
selection, orientation and evaluation for
Administrative and Employment Classifications.
Standards:
Diverse candidate pools
Written selection procedures
Robust new employee orientation
Establish timelines and accountability for
probationary and annual evaluations

7. “
Expectation 2:
Provide timely in-service to meet the demands of
mandated trainings
Expectation 3:
Support company’s vision and mission and core values
Standards:
▸ Inclusive of all company activities
▸ Aligned with Recruitment Master Plan
▸ Aimed at enhancing student learning and
institutional effectiveness

8. Recruitment Innovation:
▸ This evolving recruitment process will be critically designed
to change the recruitment system so this innovation would
highly impact on organizational practices and enable the
selection executives and panelists to choose the right
candidates, at the right time for the organizational needs.

9. Recruitment Procedures
Requirements
Selecting
Candidates
Appointing
Employee
Introduction
of Employee
Attracting
Candidates

10. ▸ What type of individuals should be
targeted?
▸ What recruitment message should
be communicated?
▸ How can the targeted individuals
best be reached?
▸ When should the recruitment
campaign begin?
▸ What should be the nature of a site
visit?

11. Types of Candidate
Selection
White-collar
workers
Blue-collar
workers
Professionals

12. A MODEL OF THE EMPLOYEE RECRUITMENT
PROCESS
Initiate
recruitment
objectives
Recruitment
strategy
Recruitment
activities
Measure
results &
efforts

13. MAPS
Sources of Candidate
Mapping

14. 6000 CVsWhoa! That’s a big number, aren’t you proud?

15. THE BEST EMPLOYER OF
CHOICE IN CAMBODIA!
RECRUITMENT PROJECT
WE WILL BE THE LEADING
RECRUITMENT TO ATTRACT
PROSPECTIVE CANDIDATES
FOR THE COMPANY.

16. THANKS!
Any questions?
You can find me at naro.oum@cbre.com
Tel: (855) 17 444 149/ 61 444 023