Date post: | 17-Jul-2015 |
Category: |
Leadership & Management |
Upload: | viscar-industrial |
View: | 281 times |
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• Leadership Programs
• Line Management Programs
• Customer Service Programs
• Other bespoke programs
• Executive Search
• Outsourced recruitment services
• CV database sourcing
• Candidate Reference Checking
• Psychometric Assessments
• Assessment centers
• Aptitude Tests
• Career Path development
• Design of Competency frameworks
• Organization Culture Design
• Job analysis & Evaluation
• HR Metrics ORGANIZATION
DESIGN & DEVELOPMENT
ASSESSMENT
CENTERS
LEARNING AND
DEVELOPMENT
TALENT
SEARCH AND
SELECTION
Resource Associates (RA)Ltd.'s
Expertise
Where are we coming from?
Recruitment began with the military and dates back all the way to ancient
Egypt, Greece and Rome. Modern day recruitment however did not take place
until the 1940 as a result of WWII with the effort to fill the void in the
workplace of those who had been called to duty.
The evolution of Headhunting companies:
1940 head hunters became popular as a response to the growing
workforce. Focus was on providing labour to industry
The strong economy in 1970 saw a shift from working for
employees to working for the employer – the advent of recruitment
outsourcing
The 1980s saw a strong labour movement form and there was
reclassification of labour and focus once again shifted
The internet boom in the 1990s saw web technology businesses
blossom and recruiters started focusing on ICT based skills
Where are we today?
In a knowledge-based economy, people are the primary
determinant of Organisational success
In fast-changing environments, where roles and responsibilities
are hard to specify, Organisations must count on employees to
act in ways consistent with Organisational objectives, cultures,
and values
Lean Organisations are needing to do more with less
Employees are increasingly focused on personal fulfilment at
work
Employer of Choice has become the buzz word
- Organizations have devised new ways of attracting talent with a
‘good fit’ and engaged to their cause.
- Its more about behavioral competencies and cultural fit than skills and
academic credentials only.
- More emphasis is around strategic recruitment with more and more
organizations developing their own in-house talent pools
- Technology has revolutionized recruitment
So what’s the latest in Talent acquisition?
Therefore….today
Companies are getting younger (and
younger)
The face of our workforce is looking much younger. We have
young executives leading business today and a couple are
mentioned in our top 40 under 40s listing, e.g. KCB Group
CEO
This is becoming the trend at the C-suite level. Today it is not
a surprise to find executives in their early to mid 30s leading
large functions within organizations.
Companies have realized that talent is a key differentiator, and
they are doing whatever they can to gain a competitive
advantage – including looking into universities to develop
future STEM talent, e.g. Safaricom
Its more about quality than quantity
The quality of hire is the most important metric followed by time it
takes to hire.
Retention/turnover, new hire performance evaluation and hiring
manager satisfaction are being used to assess quality of hire.
Recruitment is the new marketing
A study was done by LinkedIn Talent Solutions and they asked 4,125
talent acquisition decision makers what are the things that your
competitors have done or plan to do that would make you most
nervous? The answer….
i. Investing in their employer brand
ii. Improving employee retention
Leveraging on Technology
The recruitment trend that will impact 2015 most significantly will be
the reliance of social media to scout for talent. Social media platforms
like LinkedIn will continue to grow in popularity to headhunters.
Organizations are linking their recruitment systems to social media
platforms to get the right fit for role and reduce time taken scouting for
talent. IBM, Oracle and others have developed talent acquisition
systems that enable a recruiter to identify, shortlist and assess (to some
degree) the candidate’s suitability for the role even before meeting
them.
This trend has led to less reliance on paper advertisements and more on
electronic print.
Recruitment process outsourcing
will continue to grow…
RPO on the rise makes sense, as many companies are burying
archaic definitions on “recruitment outsourcing” and
recognizing what RPO truly means: partnering with an expert to
design and execute a customized process and working together
collaboratively and seamlessly to transform organizations’
approaches to talent acquisition and talent management.
In summary…
1. Invest in your employer brand
2. Leverage on technology
3. Build a talent pipeline to feed your talent pools
4. Seek strong strategic recruitment partners
Thank you!