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• align the Talent Acquisition Strategy with the company business goals?
• have the market intelligence to determine the strategy?
• measure workforce performance based on quality of hire over cost per hire and time per hire?
• use technology solutions?
• use a long-term talent acquisition plan?
• pro actively data-mine and map out the market to determine the size of your talent pool and know the interest level of your company as an “employer of choice”?
Need Improvement Category Average Category Best In Category
Process Reactive, emergency-driven; none or little long-term staffing planning
Annual staffing plan for anticipated resourcing needs
Yearly hiring management plan covers all hiring levels; includes contingent plans for unanticipated hiring needs and succession planning
Organization Struggle to align the talent acquisition strategy to the overall strategy of the company
Working to align talent acquisition to the overall strategy of the company
Strong employee focus – nearly all of these organizations align their talent acquisition strategy to the overall strategies of the company
Knowledge Paper-based methods to source and assess candidates
Transitioning between paper based and automated services
Automation is used to source and assess candidates
Technology Many still use paper based applications and view assessments as a priority but still face cost restraints and a lack of automated systems
Moving towards an automated system for both assessments and sourcing tools
Invest in some or all of the following: in-house or externally hosted tools to ascertain competencies, external job boards, company career sites, online assessment tools
Retention: Besides having strong leadership as the key to gainingemployees’ commitment; how do we retain the best talent in the midst of the “War for Talent” in China?
• Understand and adapt your position in the market relative to your talent competitors
• Develop a consistent leadership development program that involves overseas training and / or advanced education opportunities
• Understand your own employer brand and develop a clear employer brand strategy
• In China you must pursue your staff to confirm you are meeting their needs regarding their career
• Develop long term financial incentives that make it more difficult for a team member to leave for financial reasons
• Develop a “market map” of the talent for your key functions so that you have an ability to respond quickly to sudden management changes
COMPENSATION: What are the current contributors to the dramatic increases in Compensation?
• MNC seeking out the top 20% of available talent is putting further constraints on the talent pool
• The trend of “upgrading” talent is continuing
• Hiring cycles can take 8 -12 weeks during which time the candidate often interviews with multiple companies to evaluate opportunities and compare compensation
• This has an inflationary effect at times and often forces the
company to raise their offer to attract the candidate
Need Improvement Category Average Category Best In Category
Process Reactive, emergency-driven; none or little long-term staffing planning
Annual staffing plan for anticipated resourcing needs
Yearly hiring management plan covers all hiring levels; includes contingent plans for unanticipated hiring needs and succession planning
Organization Struggle to align the talent acquisition strategy to the overall strategy of the company
Working to align talent acquisition to the overall strategy of the company
Strong employee focus – nearly all of these organizations align their talent acquisition strategy to the overall strategies of the company
Knowledge Paper-based methods to source and assess candidates
Transitioning between paper based and automated services
Automation is used to source and assess candidates
Technology Many still use paper based applications and view assessments as a priority but still face cost restraints and a lack of automated systems
Moving towards an automated system for both assessments and sourcing tools
Invest in some or all of the following: in-house or externally hosted tools to ascertain competencies, external job boards, company career sites, online assessment tools
Need Improvement Category• Improve the Employer Brand• Move away from paper based manual system to implement an
automated system that will provide a faster and easier way to source and assess candidates
• Create a “talent mindset” so that the talent acquisition strategy is aligned to the overall strategic plan of the company
Average Category• Invest in assessment tools / improve assessment capabilities• Plan for the Future• Use an automated system to create a talent pool of both active and
passive candidates
Best In Category• Integrate sourcing and assessment processes with the other
processes of talent acquisition• Social cohesion and community commitment