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HR’S BIGGEST CHALLENGES As the global war for talent continues to heat up, the markets of Southeast Asia increasingly serve as the front lines. With more companies around the globe looking to the region to advance their business goals by connecting with the qualified talent their organisations need to succeed, competition for the best candidates has never been higher. But success is more than just about finding and hiring those candidates; companies must also rethink the way they engage, develop and ultimately retain that talent. The biggest HR challenges The difficulties of talent management in today’s competitive landscape were brought front and centre in a recent survey of HR professionals, conducted by Human Resources magazine.
Having conversations with employees to understand their career ambitions, and the career paths available to them, is just the beginning. The right technology can facilitate the process, helping to identify current bench strength with the skills to be effective leaders and provide the developmental support to help employees meet company goals as well as their career ambitions. Winning the war for talent All of these issues are interconnected, highlighting the need for an integrated talent management approach. Rather than using a mix of various solutions from different vendors, companies will find the greatest success in leveraging a single platform that combines recruitment, performance and development. Armed with such a solution, companies will have what it takes to win the war for talent across Southeast Asia – and beyond.
When asked about their biggest challenges, the top three obstacles were: • Attracting and recruiting the best employees. • Retaining employees and minimising turnover. • Leveraging integrated talent management to support employees’ career planning. While each of these issues presents serious concerns for today’s organisations, the truth is they can be overcome with the right blend of international talent management expertise and best practices, facilitated by an advanced unified talent management platform. Recruiting the best employees In a competitive talent marketplace, traditional methods for attracting candidates are no longer effective; employers today must ensure they engage the right talent wherever they are. That means moving beyond posting job descriptions to the same old job boards, and instead proactively sourcing candidates using the latest candidate relationship management (CRM) tools to engage active and passive candidates alike. Additionally, as candidate behaviours continue to evolve, employers must change as well. And as more candidates use their mobile devices to learn about job opportunities and apply to those positions, offering dedicated mobile career sites, as well as leveraging social media and video technology, is essential to attracting today’s candidates. Retaining talent and minimising turnover A successful talent management strategy is more than just recruiting qualified employees; the company must also ensure those individuals stay in their roles for the long-term, rather than leaving for a new opportunity with a competitor. To achieve this goal, companies must embrace a performance management strategy that enables them to continually monitor employee performance, and identify star performers and high-potentials, as well as under-performers and flight risks. Equipped with this insight, HR professionals can respond accordingly and ensure all employees have what it takes to work to their full potential. Leadership development and career planning To truly retain talent in a competitive landscape, employees must understand how their employer can help them meet their professional goals.
This article is contributed by Karen Cariss, PageUp founder and CEO
Since 1997, PageUp has helped employers worldwide attract, hire, develop, retain and improve employee performance. Our unified talent management technology helps you optimise your multinational workforce strategy, maximise business impact and continuously improve the return on your human capital investment.
Find out more at http://www.pageuppeople.com or write to karenc@pageuppeople.com
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