Cited from humanresourceonline
In interviews with 557 talent acquisition professionals from Singapore, Malaysia, China, India, Thailand, Indonesia, the Philippines, and Middle East, Aon Hewitt Asia gathered eight key trends in talent acquisition today, in a whitepaper titled 2018 Talent Acquisition Study.
Some of the best practices uncovered are shared below.
1: Understand your talent gaps and which skills will have the greatest impact
The key skills required in entry-level positions – as well as junior, middle and senior management roles – across Asia Pacific and Middle East (APME) are:
Tip: The first step when hiring talented employees is to clearly define the roles within your organisation and specify not only the tasks of the job but the exact competencies, abilities and job-related behaviors that are critical for success.
Then, identify the attributes that differentiate ‘top performers’, from ‘average performers’. Importantly, you should consider what ‘good’ looks like in the role – and also what ‘bad’ looks like too, so you know the difference, in terms of competencies, personality, knowledge, skills, experience, attitude, and more.
2: Build your employer brand
To attract the best job candidates, your organisation needs to stand out from the crowd. Surprisingly, 62% of the organisations in this study don’t measure the effectiveness of their employer branding.
Tip: Define what is truly unique and compelling about the ‘employment experience’ that your organisation provides. Why should people want to work in your business? Promote those aspects that you think will most appeal to your applicants.
Emphasise your ‘employee value proposition’ (the value that individuals gain from employment) on your careers site and in your advertisements and social media promotions. Reinforce it at candidate interviews. However, you have to also ensure that your hiring process reflects your employer brand.
3: Strategically source your new employees
Online job portals continue to be the number one way to source entry-level staff with no experience (68%), junior level staff with 1-5 years of experience (75%), and mid-level staff with 6-12 years of experience (74%).
However, for senior-level staff with more than 12 years of experience, recruitment firms and consultants are the most-used. Usage of newspaper ads has dipped across the board to less than 10%.
Tip: The data identified in your job analysis should help you to define your target audience, strategically place your job postings and utilise the right platforms for sourcing candidates. You can also use various metrics to measure the effectiveness of these sourcing channels, as shown below: