Via Skills Provision : Talent Management in a Shrinking Global Village
Talent, that’s the challenge, never more so than in the middle of the worst set of economic conditions since the depression. That challenge is only going to get tougher in markets like Europe with pay rises that are flat – or non-existent – taking away one of the most obvious motivational incentives. Will talent move on as a consequence? Of course it will, it would be naive to think otherwise.
According to the Deloitte 2013 Top Five Global Employer Rewards Priorities Survey, finding, motivating and keeping talent will remain the top challenge for Employers around the globe. Shortage, motivation, and retention of qualified talent far outpaced all other choices with 26% of respondents citing it as their main problem.
The solution is effective talent management – but that of course may be easier said than done. A good starting point though would be agreeing on a definition. There are multiple interpretations of the term, understandably enough given the differing natures of the various business sectors. According to the CIPD, talent is “the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles”.
To provide an indication of why talent management matters, a recent PriceWaterhouseCooper study found that CEOs find themselves changing their talent strategies more often than their approaches to risk management, with skills shortages seen as the main threat to continued commercial expansion. One in four CEOs cited instances when they were unable to pursue a market opportunity because of lack of available talent.
With that in mind, it’s clear that talent management needs to be strategic, not a series of tactical initiatives, if businesses are to have a chance of mapping how their talent management needs are likely to evolve.
Interestingly two thirds of respondents to PwC’s study expect talent to come from within organisations rather than from outside, suggesting that internal talent management is the critical priority.
“Four years into the financial crisis, we find CEO’s more grounded about the risks and changing conditions for growth,” notes Dennis Nally, PwC Chairman. “The focus on talent and customers today is a natural ‘next step’ towards establishing their organisations in the markets where they operate and building the trust needed for the business of tomorrow. That’s why so many CEO’s are changing talent strategies to improve their ability to attract and retain the right people. Skills shortages are very real – just 12% of CEO’s say they’re finding it easier to hire people in their industries – and the constraints are having quantifiable impacts on corporate growth. Just as our customers are changing rapidly, so are our workforce’s – and our talent needs are changing, too.”
It’s a view backed up by the annual Talent Management Survey conducted by HR services provider NorthgateArinso (NGA). That finds that 87% of business people believe that talent identification would be critical to the success of their organisations over the next three years while more than half – 51% – believed that their industry suffered from a lack of suitable candidates.
“Talent management – in particular ensuring that existing talent can be nurtured, new talent can be attracted, and key positions can be replaced if necessary – is a critical concern of businesses,” says Michael Custers, Vice President of Strategic Marketing at NGA. “There is a real worry out there that there is a lack of readily available talent and that potentially this will impact on a business’s ability to deliver its strategic vision.”
This moves us on to solutions and approaches and the conflict that often exists between HR lead organisations and those willing to use third parties such as recruiter/head hunters to solve skills shortages. In reality a long term formalised partnership is needed for all to benefit.
This article is not about HR bashing but getting the Boardroom to realise that the talent management strategy needs to embrace more than in house recruiting especially for senior international positions where you need to be tapping the worldwide talent pool. Going fishing doesn’t mean you will catch fish especially if you don’t know where to go fishing and you don’t have the right tackle and bait.
In our view the role of HR is to ensure internal buy-in to the recruitment process, the delivery of a quality job description and benefits package and making sure the Company is ready to handle the process professionally at all stages as the Company’s brand is in the hands of the weakest link. The handling of actual recruitment needs to be thought through and there is nothing wrong with operating a mixed model of internal recruitment with outside suppliers and this can often deliver the best overall results.
Yes, it involves fees which are substantial but no more than having external auditors to support and check on the professionalism of in house accounting staff and a fraction of the costs of putting right recruitment mistakes.
Whichever way you chose to go you need to be proactive and there is a lot more to talent management than listing a job on your website with a bit of social media support.
We are happy to have a free initial consultation with any Directors that are concerned about the effectiveness of their businesses current recruitment strategy as our expertise lies in the worldwide sourcing of talent.
Malaysia is present on the Southeast part of Asia. Its strong technology base and colorful culture makes Malaysia stands apart from rest of the world. The potential and opportunities in jobs Malaysia is bestowed with is unthinkable. The magnetic field of jobs in Malaysia attracts professional from all over the world. And hence the competition for a job vacancy in Malaysia gets multiple folds tougher to occupy for both foreign professionals and Malaysians. Thus it becomes an absolute unavoidable for Malaysian freshly graduates to keep abreast with ever changing professional skills and technology along with a positive and competitive attitude.
Opportunities pouring in from all directions
With so many Multi nationals investing in Malaysian economy, the pool of opportunities will be overflowing in no time. Let’s look in to the kind of jobs in various sectors Malaysia is going to witness.
With incorporating certain modifications in wealth management and mortgage system the banking sectors will have loads of jobs to offer for sale personnel.
Online Shopping & Trading:E-commerce has seen a tremendous rise in its popularity. The idea of online shopping and trading is attracting people from all walks of life. From a well established brands to start ups all are busy selling the idea of virtual shopping. Creative people like website maker and developer will soon be in demand.
Information Technology security: Since online shopping requires all sorts of online transactions all monetary and confidential details. Thus, online data security becomes a concern. Hence to keep an eye on fraudulent and unethical hackers, a team of ethical hackers’ expert in patching and monitoring the online happenings will be required.
HR Professionals:There is no denying of the fact that growing economy brings in business, business need people to carry out the operations. Hence to search and hire appropriate talent skilled HR professionals will be needed.
Manufacturing: Manufacturing has always contributed tremendously to the economy. However with more MNCs setting up their plants, more professionals with manufacturing skill set will be in demand.
Insurance: With growing infrastructure and various business sectors, the risk involved and a threat to loss or theft is also foreseen. Hence to avoid these, insurance companies will come to their rescues and thus a larger number of insurance persons will be demanded.
Economy is calling for its own people
Foreign investments has enabled Malaysian economy climb the steps of growth and prosperity. However, foreign investors bring in foreign professional along with too, to take over the opportunities that are developing and growing in various sectors. And it has been observed that Malaysians are lagging behind in bridging the gap between them and the Jobs in Malaysia. But the question arises that it is what is that which is pulling Malaysians as professionals back? Various experts have expressed their viewpoint over it and all of them concluded that the kind of attitude Malaysians carry at the time of interview is unacceptable and they have high salary expectations. Experts argue further by saying that a fresh graduate demands completely irrational and unreasonable amount of salary. And if this continues, then jobs in Malaysia will be completely taken over by expatriates. Apart from that most of the Malaysians have to move out to earn a living; hence some labor laws amendments are also required.
To continue growing and achieving excellence, an ideal balance needs to be attained between Malaysian professionals and expatriates. Special programs of polishing the outdated skills of Malaysian must be encouraged. Thus, the talent pool of Malaysia stays updated and rubs shoulder with competitive and gets hold of jobs in Malaysia.
Via Forbes : If You Want To Fail A Job Interview, Just Say The Words ‘You’ And ‘They’
Did you know that in job interviews, high performers actually speak differently than low performers? In a research study called “Words That Cost You The Job Interview” we discovered that interview answers rated poorly by hiring managers contain very different words than interview answers rated highly. For example, bad interview answers use the word “you” almost 400% more than good interview answers, and “they” 90% more.
Textual analysis is still considered “rocket science” in much of the corporate world, but as early adopters of this fascinating science, we’ve analyzed the language and grammar of hundreds of thousands of real-life candidates responding to interview questions to assess the differences in language usage between high and low performers.
As a result, we know things like whether high performers primarily use the past or future tense in their answers, what kinds of pronouns and adverbs low performers choose, and so much more. The following are just a few of our ‘Holy Cow!’ findings regarding two of the big textual categories: Pronouns and Tense.
• First Person Pronouns: High performer answers contain roughly 60% more first-person pronouns (e.g. I, me, we) than answers given by the low performer answers (the ones in the Warning Signs category).
• Second Person Pronouns: Low performer answers contain about 400% more second person pronouns (e.g. you, your) than high performer answers.
• Third Person Pronouns: Low performer answers use about 90% more third person pronouns (e.g. he, she, they) than high performer answers.
• Neuter Pronouns: Low performer answers use 70% more neuter pronouns (e.g. it, itself) than high performer answers.
The data here clearly shows that high performers talk about themselves using first-person pronouns a lot more than low performers do. High performers might say something like: “I called the customer on Tuesday and I asked them to share their concerns…” Whereas a low performer might say: “Customers need to be contacted so they can express themselves…” or: “You should always call the customer and ask them to share…”
The reason high performers talk about themselves is that they’ve got lots of great experiences to draw from. But low performers don’t have those great experiences, and thus are more likely to give abstract or hypothetical answers that merely describe what “you” should do. Research has also found that when people lie, they often use more second and third person pronouns because they’re subconsciously disassociating themselves from the lie.
The lesson here is to listen very carefully to whether candidates are talking about “I” and “me” — which is good — or if they’re talking about “you,” “he” and “it” — which is not so good.
• Past Tense: Answers from high performers use 40% more past tense than answers from low performers.
• Present Tense: Answers from low performers use 120% more present tense than answers from high performers.
• Future Tense: Answers from low performers use 70% more future tense than answers from high performers.
Our research shows that when you ask high performers to tell you about a past experience, they will actually tell you about that past experience. And, quite logically, they will use the past tense to do it. By contrast, low performers will answer your request to describe a past experience with lots of wonderfully spun tales about what they are (present tense) doing, or what they will (future tense) do. Unlike high performers, they can’t tell you about all those wonderful past experiences because they simply don’t have them.
So, for instance, when asked to describe a difficult customer situation, high performers will respond with an example stated in the past tense. Something like: “I had a customer who was having issues with her server and was about to miss her deadline.” By contrast, low performers are more likely to express their response in the present or future tense. Something like: “When a customer is upset the number one rule is to never admit you don’t know the answer” or “I would calm an irrational person by making it clear I know more than they do.”
It’s also interesting to note that much of the time, present and future tenses are accompanied by second and third person pronouns (“you, he, she, they, did…”), whereas the past tense is linked to the first person pronoun (“I, me, we, did…”).
As we know from our Hiring For Attitude research, 89% of hiring failures come from attitude rather than from technical skills. And where does attitude manifest itself in a job interview? In the language that candidates use.
Textual analysis is truly a revolutionary idea that allows us to listen to candidates’ language and assess whether they’re headed towards the high or low performer camps.
Via LifeHacker : Five Resume Writing Tips To Land You That Dream Role
Crafting an excellent resume is an artform, but it shouldn’t be an art piece. There are hundreds of tips and tricks to crafting the perfect page (or two) that showcases who you are and why you’re perfect for the role. I’ve had a wide range of varied roles over the years, in retail, writing and science, and here are five resume tips that helped me land an interview.
A Successful Layout
The #1 tip you’re likely to find anywhere is to ‘always start with your name and contact details at the top’. That’s great, but what comes next? I’ve often been told the next best thing to fit on your resume is a summary statement about who you are and what you want to achieve, but often, especially if you’re coming straight out of high school or a university degree, you lack the experience, which makes this comes across as unnecessary filler that is purely there to cover holes.
The way a resume looks is incredibly important. Once you’re past the name and contact details, I’d suggest getting straight into the skills section. On the other hand, if you’re lacking in professional experience, then get straight into the education section. You can always bring in your achievements in past roles here and remember to use numbers – numbers are so easy to process and give an employer a much better sense of how you’re likely to contribute to their team.
Show Off Your Skills
This is a tip that changed the way I looked at resumes – instead of just listing the skills you’ve obtained in previous employment, list how long you’ve been using them. I’ve often created lists of skills that start with things like ‘ advanced knowledge of’ or ‘experienced in’ but this doesn’t give an employer or hiring manager of anything tangible. What is an ‘advanced knowledge’? Instead, create a list of bullet points that demonstrates the length of time you’ve been putting those skills to good use. If you’ve been using Microsoft Excel for 17 years, it’s definitely worth letting your prospective employer know.
Lead With Your Education If You Lack Experience
It feels like it’s becoming harder and harder to get an entry-level job, as more positions ask for experienced employees, so fresh out of a degree you might feel like you’re already a step behind. That shouldn’t be the case. If you lack professional experience, the best thing to do is lead with your education or degree and include bullet points about the kind of skills you picked up in that degree and how long you were using them for. The explains that your lack of experience is a result of the fact you were studying, but also demonstrates that you understand how your recent education can benefit your employer.
Use A Simple And Minimalist Resume Design
Get rid of that ‘trying-to-land-in-the-Louvre’ nonsense and just deliver a straight-forward, factual account of your skills and expertise. Keep the formatting consistent but draw the reader’s eyes to the most important parts of the document using headings and bullet points. If an employer gets the feeling that you’re efficient, just from reading your resume, you’re halfway there. It also might seem obvious, but keep everything in the document left-aligned and don’t plonk boxes of information haphazardly just because you think it looks pretty. Repetition is a killer, too. You want to keep this thing to one page, if possible.
Customise Your Resume To The Role You Want
Even though the process is time-consuming, you should always tailor each resume to the job you are applying for. These days, the benefits of cover letters are If you think your resume feels generic and you’re using it to apply for multiple roles – then prospective employers will be able to see that too. This also means you should get rid of any ‘filler’, any previous employment experience that is of no relevance to the role you’re applying for. In my experience, if you’ve had a varied employment history then it’s easiest if you save a few different versions of your resume for the types of jobs you’re chasing and chop-and-change skills and employment history as needed.
Don’t Use A Resume At All
This isn’t necessarily the best option for every line of work, but there are certain positions that will reward an entirely different approach to a job application. There’s a real strength to using video because it succinctly gets across the idea of who you are and what you’re about in a much more easily digestible way. Could you do it when applying for a role as a chemical engineer? Probably, but it’s not going to be worth it. It’s just good to keep in mind that, in 2017, employers don’t want to be hit with a wall of text and successive pages of bullet points. Send a short video instead. Front-load it so that it’s immediately interesting. Explain why you want the job and showcase why you’re the best fit for it.
Once you’ve got a successful resume and you’ve made it to the interview stage, then you’re playing a whole different ball game. You can check out our tips for interviews here.
Via CNBC : 3 things you should do immediately after your internship ends
As summer internships draw to a close, many interns may be wondering how to capitalize on the new connections they’ve made.
In fact, millennial workplace expert Lindsey Pollak emphasizes that the real work of leaving a positive impression begins after you leave an internship.
Pollak, author of “Becoming the Boss: New Rules for the Next Generation of Leaders” and “Getting from College to Career: Your Essential Guide to Succeeding in the Real World,” tells CNBC Make It that there are three things every intern must do immediately if they want to maintain a meaningful connection with an employer.
Make a solid plan to keep in touch
While smart interns will spend their last few days getting the contact information of their boss and other managers who made their internship valuable, it’s also important for young professionals to show those new connections just how serious they are about keeping in touch.
Pollak suggest that in addition to making LinkedIn connections so that both parties are able to see professional updates from one another, interns should mark their calendars to remind them to check in with certain people once or twice a month.
She also advises interns to also make a plan to keep in touch with their peers — not just senior-level professionals — as “everyone is a part of your network.”
Ask for an update on a project you worked on
Leaving an internship having completed all of the assignments that were given to you will certainly leave a positive impression on a boss, but Pollak says if you really want to stand out, check in to see what the status of that project is after you’ve left the internship.
“A lot of managers have told me they love when interns have completed a project and after they leave, they check in to see how the project is going to show that they really care not just for the work they did, but also the outcome,” says Pollak.
Checking in on a past assignment will also allow you to make a deeper connection with a former employer that goes beyond the standard “thanks for the opportunity” follow-up managers are used to receiving.
Send a thank you note
While sending a thank you note may seem like common knowledge, this one simple step is something many professionals often forget to do.
In a recent survey, 75 percent of hiring managers and HR professionals said they didn’t receive any kind of thank you note from most of the candidates they interviewed, with 30 percent saying no follow-up negatively impacted the next steps for a potential employee.
Interns should get into the habit of promptly sending thank you notes — it’s an easy way to show an employer just how much you appreciated an opportunity.
“Even if it wasn’t perfect,” says Pollak, “you always want to end on a high note.”