Related Posts Plugin for WordPress, Blogger...

Friday, January 29, 2010

Strategizing Talent Acquisition in the Philippines

If you are just looking for arms and legs to work for your company, you don't need to read this blog.

As a recruiter, I've worked with many clients and have come to observe that recruitment in some companies are not given the importance that it deserves. Many acknowledge its importance but the actions negate that acknowledgment.

Recruitment is important for two reasons. First, recruitment is sourcing. It provides the company the needed talents to work in the organization. Without which, an organization may lose the business. Second, recruitment is gate keeping. While you need people in your organization, you need to make sure that the people you are inviting in are the ones you really need. If you fail to do that, the cost of a wrong hire can be greater than the cost of no hire. Let me share my views on these two points.

You prepare for war by creating a plan or a strategy. You change them as you get more information about the situation. That's the first thing I believe we need to do. We need to understand the current situation in sourcing for candidates.

Recruitment as Gate Keeping
What are the facts? There will be more people applying for a job than qualified ones; while a person is qualified, a mismatch between that person and the boss or the team can cause some dissatisfaction that will eventually lead to separation; many hiring managers are not trained to screen candidates; many hiring managers are not trained to understand test results. What needs to be done? HR or those in charge of recruitment and selection should devise a screening strategy that considers the following:
  • Effective ways of describing the position and enrolling requesting managers to use them.
  • Tools to use in determining aptitude
  • Standards
  • Strategies for determining if the candidate possesses the needed competency for the job
  • Way of gauging if there's fit between candidate and prospective boss or team.
  • Training for all the participants in the screening process to appreciate and use all of the above.
Recruitment as Sourcing
What are the facts? Good talents are fast becoming rare commodities; you need to search far and wide if you want to have enough choices; good talents disappear fast, they are in demand and offered jobs left and right; if you don't move quickly enough, you are likely to lose a candidate; if your compensation package is not competitive enough, you may lose a good candidate.

What needs to be done? You need to create a strategy for searching far and wide or by casting a wide enough net. If you become more stringent with your screening, you will need to screen more people. Your hiring managers need to move faster. Many potentially good catch get away because the hiring managers are too busy to schedule the interview before the candidate gets an offer from another company. When the partnership between HR and the requesting managers is not strong, the requesting managers tend to be oblivious of the significance of the loss. The tide has shifted. The attitude that people must be dying to get the job before you even consider hiring them is old. It only works for positions where there's overabundance of qualified people. Some enlightened managers, adjust their schedules to accommodate a good candidate, invite them to dinner or coffee and go out of their way to show the person that the company is a good one to join in. The difference between them and the managers with the old mindset, they are most likely to get the people they want.

The best way to attract talents is to create a culture that nurtures them. One where teamwork is evident, personal and professional development opportunities abound and where good performance is encouraged, recognized and rewarded. For this to happen, HR will need a strategy for enrolling the rest of the organization in an effort to create the RIGHT COMPANY.

In ExeQserve, we always say, right people, training and company. Find the right people for your company, give them the right training and build the right company for them to succeed as professionals and contribute to organizational success.

1 comment:

  1. The most difficult I think is if you're looking for high volume but low salaried positions (especially labor) because you're constrained with the budget. For senior positions, we have the liberty to offer higher pay.

    I'd like to add Ed, that sometimes, it the requisitioning department that holds the applicants hostage. HR does the initial interview and give recommendations to the requisitioning department. However, the RD does not respond. The candidate kept on calling HR but HR can't give feedback. The candidate ends up being frustrated and gives up their application.


If you have an opinion about this topic or a related experience you want to share, please feel free to leave a comment but please be respectful. No bad words please or I will be constrained to delete it.