HRO Today January/February 2018 - 49

SPECIAL SECTION
half of respondents (54 percent), suggesting that the
social networking channel is making great headway in
some of the APAC region, particularly in Hong Kong
and Singapore. Other sources used with some degree
of frequency include universities (48 percent) and
internet job boards (44 percent).
See more: http://www.hrotoday.com/marketintelligence/research/growth-freelancers-bestpractices-attract/
GAME
ON?
A recent study
from HRO Today
and PeopleScout
found that the
use of
gamifi cation in
human resources
is still in its
infancy in the APAC region and varies greatly in the
individual countries that comprise this region. Where
is it most popular? Talent acquisition and employee
training programs see the value in adding gamifi cation
elements. It is also a great tool for building an
organization's talent pool
Why are organizations considering gamifi cation?
The concept is an outgrowth of video games and
companies looking for a competitive edge will want
to interact with candidates in a way that's familiar
to them. Who will that be? The research found that
Millennials, particularly males, are the demographic
who will be fi rst exposed to gamifi cation.
For those organizations that have not implemented
gamifi cation, 26 percent plan to implement
gamifi cation within one year. On the other hand,
58 percent have no plans to leverage gamifi cation
strategies. Respondents indicating that they have
either no plans to implement gamifi cation or plans to
implement gamifi cation in over two years account for
66 percent of respondents, which suggest the total
universe for gamifi cation to be no more than one-third
of companies in the APAC region.
Among the organizations that reported using
gamifi cation, 67 percent use it for both talent
acquisition and training current employees.
Gamifi cation is being employed for more than just
recruiting.
Keeping candidates engaged with the company is the
most prevalent use of gamifi cation, with 60 percent of
respondents indicating they used it for that purpose.
Forty percent of respondents leverage gamifi cation for
building the size of the talent pool. This is a strategy to
keep candidates engaged.
See more: http://www.hrotoday.com/marketintelligence/research/candidate-attraction-assessmentusing-gamifi
cation-apac/
MISALIGNED AND MISSING OUT
Recent research
from WilsonHCG
and HRO Today
found that all too
often talent
acquisition
analytics and KPIs
are not aligned
with long-term
goals and objectives. Nearly one-half (44 percent) of
respondents are entirely focused on only short-term
goals, with no focus on making strategic business
decisions.
Quality of hire was ranked as the most indicative
measure when evaluating the success of the talent
acquisition program. Retention is often a key
component of the quality of hire metric, and is
also frequently used as a metric to evaluate talent
acquisition program success.
Less than two-thirds (63 percent) of survey respondents
indicated that the talent acquisition model was
integrated into the HR strategy, with only 22 percent
indicating that it was completely integrated. A talent
acquisition model that is only moderately integrated
into the larger HR strategy cannot fully support the
business strategy. One step toward aligning the
objectives of the three areas is through a centralized
talent acquisition budget, which only about one-half
of HR respondents have.
See more: http://www.hrotoday.com/marketintelligence/research/emea-fl
ash-report-use-talentacquisition-analytics-make-better-business-decisions/
[49]
http://www.hrotoday.com/market http://www.hrotoday.com/market http://www.hrotoday.com/market

HRO Today January/February 2018

Table of Contents for the Digital Edition of HRO Today January/February 2018

HRO Today January/February 2018 - 1
HRO Today January/February 2018 - 2
HRO Today January/February 2018 - 3
HRO Today January/February 2018 - 4
HRO Today January/February 2018 - 5
HRO Today January/February 2018 - 6
HRO Today January/February 2018 - 7
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