HRO Today Global APAC 2018 - 13

APAC in Focus
But to attract and energise potential employees, the
candidate's interest must also be piqued. Pip Eastman,
managing director for Asia Pacifi c solutions at Korn Ferry,
points to the importance of culture fi t from the candidate
perspective.
" We can fi nd people now. Finding is not the challenge.
Engaging and selling the brand opportunities is actually
the challenge of the recruiter, " she says. " Everybody can
pretty much be found. Whether they want to do anything
about it and whether they want to come work for your
organisation is actually now the heart of the challenge. "
" We can fi nd people now. Finding is not the challenge.
Engaging and selling the brand opportunities is actually
the challenge of the recruiter, " she says. " Everybody can
pretty much be found. Whether they want to do anything
about it and whether they want to come work for your
organisation is actually now the heart of the challenge. "
Eastman also notes how important it is for the recruiter
to properly sell the organisation to the candidate:
A recent survey that found that 83 per cent of job
candidates won't reapply to a company if they have a bad
experience during the recruitment process.
" That is a huge loss in terms of the talent pool you're
missing out on, " says Singerhall. " The number one
feedback we hear is, 'well, my application went into an
abyss and I never heard back. And then that was it.' "
But using technological tools can enable recruiters to
overcome some of candidates' concerns. AI in particular
can assist companies and recruiters, with various
technologies in the marketplace that can automatically
source candidates, send rejection emails, and schedule
appointments.
In some cases, it's also important to take a less human
approach, particularly when it comes to recruiting
millennials, or candidates born between 1981 to 1997,
Sigerhall says. She points to the use of " gamifi ed "
assessments to attract this generation, citing beer maker
Heineken's use of a game-like personality assessment for
tracking candidates towards different roles.
Martin Garnes, regional talent acquisition director for
Asia at retail beauty product giant Sephora, agrees
that using a technological, rather than human, initial
approach can be useful for attracting candidates in a
younger age bracket.
" It could actually be very attractive for them to join a
company that's using more modern ways of assessment, "
Garnes says, adding that younger candidates want
companies to use modern tools because they want to be
at the forefront of technology.
But at some point, human interaction must step in. This is
83%
of job candidates won't
reapply to a company
if they have a bad
experience during the
recruitment process.
especially true because people of different ages respond
differently to technology.
Lalita Rawool Mahambrey, chief HR manager at India
cinema multi-plex company Carnival Group, says that
her company uses an online psychometric assessment
that is mandatory before a face-to-face interview can
be scheduled. Whilst millennials typically respond within
eight to 12 hours of getting a link, candidates over the age
of 40 take a day or two, with older candidates appearing
to prefer a face-to-face meeting prior to any tests.
Whilst new technologies are valuable, using these tools
to ease the recruiter's formerly labour-intensive tasks can
have consequences. Korn Ferry's Sigerhall says that not
all candidates respond well to the use of technological
tools, including using AI-enabled video interviews. " A lot
of candidates complain that they have had no interaction
with any human being and then have been rejected. "
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[13]
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HRO Today Global APAC 2018

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HRO Today Global APAC 2018 - 1
HRO Today Global APAC 2018 - 2
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HRO Today Global APAC 2018 - 19
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