HRO Today Global Spring 2014 - 15

Regional Report
gain momentum. Organisations will look to manage both
full-time and contingent labor through one management
programme. APAC clients are increasingly asking providers to
design or extend global programmes, but they may not have
previous experience of that level of complexity-comparable
to the US or U.K.-which is creating change management
issues.
New Methods of Talent Acquisition
Providers are finding APAC employers becoming more
interested in how to acquire talent in novel ways, which is
linked to a trend towards specialism in HR skills. Identifying
passive candidates is critical in APAC; the technical ability to
source well and find candidates who are currently in jobs but
not actively looking will be the key client requirement over
the next 12 months.
Social media. Social media is no longer a nice-to-have; it's
a must-have. Sourcing through social media is increasingly
being used in a more structured approach. This allows for
organisations to measure its effectiveness and integrate it
into the entire recruitment process.
Employee referral programmes. Clients are also becoming
more open to formalised employee referral programmes. In
the past, programmes were mainly informal and not wellstructured,
well-measured, or strategic. However, progress
in gaining acceptance for referral programmes is gradual
and requires a change in mindset to ensure employees have
interest and will participate.
Branding. As a direct source market, branding is also a
challenge, but some companies are reluctant to address
it. Providers are trying to work with them to help them
understand and develop their branding. One approach
is to conducting surveys. This will allow organisations to
gain a better for their image and how it is viewed in the
marketplace. Tactics to improve branding will make direct
sourcing programmes work better.
Bleeding-edge approaches. Gaming, realistic job previews,
and situational judgment type testing are all new types
of methods of finding and evaluating talent. While APAC
companies are starting to take an interest, they are hesitant
in executing them at their organisations. Providers see the
value of these approaches: In markets where competition
for candidates is strong, employers can gain an edge if they
have a hiring approach that is compelling and better than
competitors. Something to consider: In Asia, most candidates
are head hunted so it can be more difficult to put them
through a screening process which uses a technique such as
gaming. Only time will tell if interest and adoption grows.
Engaging Employees
In Asia, the majority of people can access the internet on
their phones and do-so a mobile strategy is essential,
particularly for campus hiring and recruiting younger
workers. The way people use technology in APAC is very
integrated, and providers are trying to leverage this. Mobile
apps need to be updated and improved constantly to align
with how candidates want to use them.
The market is increasingly looking to push procurement of
technologies and social media tools to a third party rather
than clients themselves having ownership.
Since most candidates are recruited by a headhunter in
APAC, and there is very low unemployment rates in the fastgrowing
economies, employee engagement programmes are
essential. APAC clients are increasingly asking providers for
them.
Another key trend in APAC is the integration of multiple
technology platforms in the recruitment process.
Organisations are trying to consolidate information and
processes through a new approach to technology. Clients
are moving towards a preference for simplified systems
which create the appearance of a single provider. This
provides a single touch rather than multiple platforms which
require integration. Technology providers are consolidating,
also reflecting the trend towards integration of multiple
technology platforms. But a roadblock: Technology partners
are not ready to deliver on this yet so the timeframe often
goes beyond 12 and 18 months.
HRO TODAY ASSOCIATION - APAC BOARD OF ADVISORS
* Rocky Esquerra, Procter & Gamble
* Danny Choo, ISG
* Girish Tutakne, Accenture
* Sue Campbell, Futurestep
* Peta Steele, IBM
* Rob Line, Cartus
* Caleb Baker, Allegis Talent2
* Doug Edmonds, Randstad Sourceright
SPRING 2014 | www.hroglobal.com
[15]
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HRO Today Global Spring 2014

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