Recruitment Interactive 2014, Conference Delegate Book

D

OFC_RI SG2014.indd 1

E

L

E

G

A T

E

B

O

O

K

13/11/2014 4:28:21 PM

Modern HR In the Cloud Core HR for the Global Enterprise Talent Management with Social Sourcing Predictive Analytics and Big Data Insights On Desktop, Tablet, and Smartphone

#1 in Human Capital and Talent Management

oracle.com/hcm Copyright Š 2014, Oracle and/or its affiliates. All rights reserved. Oracle and Java are registered trademarks of Oracle and/or its affiliates.

Contents

Editor’s Note

3

Interactive Format

4

Interactive Roundtable Sessions

5

Agenda

6

Speakers

7

Sponsors

16

Delegate Feedback Form

19

1 | Re c r u i t m e n t I n t e r a c t i v e 2014

1_RI SG2014.indd 1

13/11/2014 4:17:47 PM

Editor’s note It’s probably a fair assumption to make that almost everyone in this room is having trouble recruiting and retaining the right people.

I would say the talent war is more difficult to fight than it has ever been, except the talent has already won.

The “war” we talk about isn’t between us as employers and them as job seekers. It’s about the ongoing battle to get our strategies and processes to where they need to be to find and acquire the best.

The truth is, it has been a talent’s market for a long time – and they’ve come out on top.

Of course, this doesn’t mean we give up hope. But it does mean we’ve got to put our heads together to rethink how we – as individuals, as the HR function and as a nation – approach recruitment from a strategic point of view.

Thankfully, a changing talent market usually means a solid effort from various parties (such as your executive board or the local government) to figure out where we go next.

Last year, we talked about the impact numerous regulatory changes in Singapore would have on the market, and this year we’ve seen how this has been affecting us – either in a positive or negative capacity.

This year, we’ve had a few new changes to adapt to, such as the increased efforts to ensure fair hiring policies, steeper levies and higher qualifying pay for EPs, to name a few.

So now the question becomes, how are you planning ahead while keeping in mind how these legislative changes can affect your longterm recruitment strategy?

Rebecca Lewis Editor Human Resources

3 | Re c r u i t m e n t I n t e r a c t i v e 2014

3_RI SG2014_sub.indd 1

13/11/2014 4:18:19 PM

Interactive format We have structured Recruitment Interactive 2014 in an intimate, engaging and interactive setting for you to share your opinions and questions with HR experts and peers.

By now you will have been allocated a group number printed on your name badge to help you find your group. Throughout the day you’ll stay at your table, while our table hosts will move around to cover their specific topic with each group.

Lasting for 30 minutes each, these interactive sessions are a fantastic opportunity for you to voice your opinions and experiences and ask the questions that are most pertinent to you and your organisation. Not only will you walk away with the information you wanted the most, you’ll make new friends and contacts along the way.

STAGE 6

1

Social media

10

Technology & innovation

9

Selection excellence

Social media

7

Candidate sourcing

8

Recruitment outsourcing

5

Technology & innovation

4

Selection excellence

2

Candidate sourcing

3

Recruitment outsourcing

4 | Re c r u i t m e n t I n t e r a c t i v e 2014

4_RI SG2014_sub.indd 1

14/11/2014 7:11:38 PM

Interactive sessions 1. Social media 2. Candidate sourcing 3. Recruitment outsourcing 4. Selection excellence 5. Technology and innovation 1. Social media

Social media has changed the way candidates make job decisions. In this revolutionary world of recruiting, organisations that have not included social media as part of their recruitment strategy have found that they are limiting their reach to talent. HR professionals are under increasing pressure to engage the talent community through all available channels, including social media, even before the recruitment needs arise. Embrace the future of recruitment and leave with ideas that will ensure you have the right social recruitment strategy in place.

Discussion hosts: A. Michael Wright, head of talent acquisition, APAC, GroupM B. Brent Tignor, regional HR manager, APAC, Stepan Company

2. Candidate sourcing

With workforce demographics and employee expectations changing, many organisations are realising the importance of proactive sourcing. Which are the channels to find the best leads? How do you effectively navigate the sea of data? This roundtable will facilitate discussion on how to optimise your sourcing strategy and grow your sourcing channels.

Discussion host: A. Walter Tan, senior vice president, Charterhouse B. Zachary Thomas, vice president, HCM product strategy, Oracle

3. Recruitment outsourcing

Outsourcing is often viewed as an opportunity to streamline the recruitment process and hand it over to someone who’s better equipped to find what you are looking for. While this approach may work for less complicated HR processes, a relationship with a recruitment agent requires commitment and collaboration from both parties. So how do you assess and pick the right partner and how can you foster a beneficial relationship to achieve your KPIs? This discussion will help you get the most out of any investment you make into recruitment outsourcing.

Discussion host: A. Dave Ansell, head of talent acquisition, region Asia South and Oceania, Ericsson B. Meghna Shukla, head of talent acquisition and management, APAC, Syngenta

4. Selection excellence

Many recruitment professionals are finding they are at their most successful when hiring through more than just a series of interviews. But, with the plethora of methods HR professionals can use in the selection process – interviews, practical or psychometric tests, assessment centres, role-plays and team exercises – how do you know what’s going to work best for you? And how do you integrate these changes across your business. Use this session to learn from some experts who have got it right, and wrong, and can help you on your way.

Discussion hosts: A. Chin Wei Chong, regional director of marketing communications, APJ, First Advantage B. Alan Yeo, head of talent acquisition, SEANAP, Nielsen

5. Technology and innovation

In today’s competitive world of talent acquisition, organisations are continuously seeking ways to adopt new and better methods to deal with recruitment challenges. However, with an array of technology that’s growing daily, navigating your options is becoming more difficult. How much should you really invest in this, if anything? Join your host for an in-depth discussion on how and when to leverage on technologies and innovation to sharpen your competitive edge.

Discussion host: A. Foo Chek Wee, group HR director, SEA, Australia and Hong Kong, Zalora B. Brent Kielly, director- product strategy, talent acquisition products- Asia, SuccessFactors, an SAP company

5 | Re c r u i t m e n t I n t e r a c t i v e 2014

5_RI SG2014_sub.indd 1

14/11/2014 7:11:52 PM

Agenda Thursday I 20 November 2014 8:00

Registration opens

8:50

Opening remarks Rebecca Lewis, editor, Human Resources

9:00

Panel: What’s next for Singapore’s labour market?

2014 has been a year of change for employers, who are dealing not only with a tight labour market but a host of new legislation that impacts recruitment. This panel will discuss: • An overview of the current recruitment landscape in Singapore.

• The impact of the Fair Consideration Framework, Personal Data Protection Act and the National Jobs Bank on your recruitment strategy • ‘Local first’ – public opinion vs. reality. Is hiring non-locals the last resort?

Antoinette Louis, head of recruitment Philippines, Singapore & Thailand, American Express; Dave Ansell, head of talent acquisition, region Asia South & Oceania, Ericsson; Alan Yeo, head of talent acquisition, SEANAP, Nielsen; Brent Tignor, regional HR manager, APAC, Stepan Company

9:30

Case study: Reshaping your recruitment strategy to drive continuous and sustainable business growth • Aligning recruitment strategy with business goals • Leveraging on employer experience and cultivating brand ambassadors • Creating employer desirability through cultivating a killer EVP Low Peck Kem, chief HR officer & senior director (business partnerships), Public Service Division, Prime Minister’s Office of Singapore

10:00 Interactive session 1 10:30 Networking break Pulling the talent lever: Ensuring your talent strategies support plans for growth The most successful organisations align their talent strategies with their anticipated growth strategies. They understand that the specific attributes of their growth plans will dictate a need for unique talent practices. Whether your growth strategy requires high volume recruiting, high-skill / low-volume recruiting, explosive organic growth, or global 11:00 expansion, your talent response will be crucial to achieving your objectives. This session explores how to identify and align the right talent lever to accelerate your strategy Zachary Thomas, vice president, HCM product strategy, Oracle Keynote: Hiring at Google • Google’s key principles • Overview of Google’s hiring framework Jisun Park, head of talent channels, APAC, Google 11:55 Interactive session 2

11:30

• Lessons learned and key success factors

Technology & innovation forum New media and devices are changing the dynamic between employers and candidates. In this panel we look at how new technologies, processes and business models are reshaping recruitment • The role of technology in optimising your recruitment strategy 12:25 • The business case: measuring and understanding the importance and returns of implementing recruitment technology • What works, what doesn’t and deciding what’s right for you Nicola Weatherhead, head of staffing, APAC, Google; Michael Wright, head of talent acquisition, APAC, GroupM; Zachary Thomas, vice president, HCM product strategy, Oracle; Aki Taha, head of Asia recruiting, UBER; Foo Chek Wee, group HR director, SEA, Australia & Hong Kong, Zalora; 13:00 Lunch 14:00 Interactive session 3 14:30

Keynote: The importance of delivering a positive candidate experience • Why does candidate experience matter to your business? • Creating a positive candidate experience and monitoring the impact on your recruitment strategy Janet Wong, global resourcing projects director, InterContinental Hotels Group

14.55 Interactive session 4 15:25 Afternoon refreshment 15.45 Interactive session 5 Panel: Building a diverse and inclusive workforce To maintain a culture of inclusiveness, HR must lead the focus on the recruitment and retention of a diverse workforce. This panel will discuss: • The importance of inclusion – why it’s the key to driving diversity • Creating a diverse cross-section of employees 16.15 • Aligning a diversity strategy with business goals and objectives Antoinette Louis, head of recruitment Philippines, Singapore & Thailand, American Express; Geraldine Ho, general manager of corporate HR, Eu Yan Sang; Jeannine Hertel, chief operations officer, Mercuri Urval; Adele Png, head of talent acquisition ASEAN Pacific, Philips Electronics 16.45 Closing remarks 17.00 End of Recruitment Interactive 2014

6 | Re c r u i t m e n t I n t e r a c t i v e 2014

6_RI SG2014.indd 1

14/11/2014 7:12:54 PM

Speakers Antoinette Louis Head of recruitment, Philippines, Singapore and Thailand American Express Antoinette Louis manages recruitment strategy and operations for American Express in the Philippines, Singapore and Thailand. After beginning her career as a banker, she moved into talent acquisition and has extensive experience in banking and financial services talent acquisition in Asia. At American Express, she leads a regional team to execute innovative sourcing, communication, engagement strategies and campaigns aimed at hiring talent that enables American Express to achieve its business goals.

She lives and works in Singapore and enjoys local Singapore cuisine and travelling throughout the region.

Walter Tan Senior vice president Charterhouse Walter Tan is an experienced senior executive search consultant who recruits middle to senior management professionals in the supply chain and logistics fields across most major vertical industries.

He joined the executive search industry in 1998 and has had stints with two global search firms and achieved great success placing candidates in the Asia Pacific region. His dedication and work consistency have also won him numerous “Top Consultant”, “Top Regional Consultant” and “Best Network Consultant” awards locally and regionally. Before joining the executive search industry, he spent 11 years with TNT in Australia.

He joined Charterhouse in 2012 and presently heads up the supply chain and logistics, engineering and industrial, healthcare and technology practices. He enjoys a weekly game of competitive tennis.

Dave Ansell Head of talent acquisition, region Asia South and Oceania Ericsson Based in Singapore, Dave Ansell is the regional head of talent acquisition for Ericsson, a leading information and communications technology firm. His role is to evolve the talent acquisition capability of the organisation at all levels as it transforms into a more IT-centric and services-led company by delivering a consistent and effective global employer brand and recruitment strategy throughout Asia.

Before working at Ericsson, he was a leading headhunter in the telecoms industry, having worked with many global firms and recruited on every continent before relocating to Singapore in 2009.

He is a graduate of University College London and the University of Manchester. He is a featured industry speaker on best-practices in HR transformations and talent acquisition at international HR events.

Geraldine Ho General manager, corporate HR Eu Yan Sang As the general manager for corporate HR, Geraldine Ho is responsible for providing strategic HR leadership and direction for the Eu Yan Sang Group of companies, which has an established presence in the Asia Pacific region.

Her previous roles included HR director of APAC for Tectura, regional HR lead for the Singapore hub at Li & Fung and HR manager of APAC at CNBC. She earned a master of business administration from the University of Louisville and gained a bachelor of science from the National University of Singapore.

7 | Re c r u i t m e n t I n t e r a c t i v e 2014

7_RI SG2014_sub.indd 1

14/11/2014 7:13:05 PM

Speakers Chin Wei Chong Regional director of marketing communications, APJ First Advantage Chin Wei Chong is responsible for developing market segments in facilitating background screening solutions in Asia Pacific. He spearheads thought leadership for the company, and provides strategic direction towards implementing employment screening through his understanding of the Asia market.

Chin has more than 10 years of marketing and corporate communications experience in the oil & gas industry and the government sector where he was leading PR, marketing, brand and internal communications strategies for companies such as Shell and the National Heritage Board.

He holds a degree in Mass Communications from the RMIT University in Australia.

Jisun Park Head of talent channels, APAC Google Jisun Park is the head of talent channels for Google Asia Pacific and is a member of the APAC Google People Services (GPS) leadership team. In this role, she leads a team to develop strategies to find and engage the best talent for Google in the region.

Before this role, she was head of regional revenue development at Google where she was responsible for driving initiatives to accelerate revenue growth for Google in the region. Before Google, she drove organisational effectiveness initiatives at DFS (a subsidiary of the LVMH group) and held various roles in management consulting and on Wall Street at L.E.K. Consulting, Kurt Salmon Associates and Merrill Lynch.

She has an MBA from Harvard Business School and a BS in economics from the Wharton School at the University of Pennsylvania.

Nicola Weatherhead Head of staffing, APAC Google

Michael Wright Head of talent acquisition, APAC GroupM

Nicola Weatherhead is a member of the leadership teams for APAC HR and APAC Google People Services (GPS), and is the head of staffing for the global business organisation and support functions in APAC. Since joining in 2005, she has been a key contributor to growing Google, first in Europe and then in Asia. In her role as head of staffing, she is responsible for building the function in the APAC region. She is focused on the growth of the business organisation, in partnership with the regional executives and HR leaders, to determine and drive the APAC people strategy.

From 2005 to 2010, she served as a senior recruiter and was one of the founding members of the UK staffing team, eventually becoming staffing manager for EMEA. Under her leadership, the team scaled revenue and customer operations, as well as marketing and partnership functions in both established and emerging markets.

Michael Wright is the head of talent acquisition for APAC for GroupM – WPP’s media investment management arm – which oversees $91 billion (RECMA, July 2012) of media investments annually, and has a 30% share of the global market.

His role at GroupM involves the oversight of all talent acquisition activities for an employee population of some 7,000 people spread over 20 cities in 14 major markets across Asia Pacific.

He’s a semi-famous, semi-retired musician who produces Trip Hop with Chinese pop star Miss Melody. He’s a tobacco enthusiast, speaks dreadful Mandarin Chinese, and is known to friends and colleagues as the Blunter Headhunter, for reasons which are not completely understood.

8 | Re c r u i t m e n t I n t e r a c t i v e 2014

8_RI SG2014_sub.indd 1

14/11/2014 7:14:01 PM

FAD-APAC-Ad-Final-print_210x210mm.pdf

1

5/11/2014

5:41:21 PM

Speakers Akankasha Dewan Journalist Human Resources

Rebecca Lewis Editor Human Resources

Akankasha Dewan joined Human Resources as a journalist and content producer in October 2013. Her responsibilities have included producing high-quality and thought-provoking content and conferences about the most prevalent and critical HR issues in the region.

Through conducting exclusive feature interviews and conversing with the industry’s top-notch leadership on a regular basis, Dewan’s passion lies primarily in deciphering the latest trends in HR issues such as talent management, compensation and benefits, and HR technology, among others.

Dewan earned a Masters in English from Nanyang Technological University, Singapore, in 2013 through the university’s research scholarship, along with a Minor in Mass Communication.

As editor of Human Resources magazine, Rebecca Lewis currently oversees all editorial print and online content for Singapore, Malaysia and Hong Kong.

In her role, she is responsible for leading the thought-provoking and quality industry content for a growing senior level HR readership, as well as strategically growing the brand’s presence and reach online, and through a growing number of industry events, conferences and awards shows.

Lewis joined Lighthouse Independent Media as editor of Human Resources in early 2012, she is no stranger to Singapore, having spent 13 years growing up here in her earlier years.

An experienced journalist and magazine editor, Rebecca was previously editor of Singapore’s ANZA magazine. Prior to this, she spent six years working across multiple award-winning newspaper titles at APN News & Media in her home country of New Zealand.

Aditi Sharma Kalra Senior journalist Human Resources

Janet Wong Global resourcing projects director InterContinental Hotels Group

Aditi Sharma Kalra is senior journalist for Human Resources’ print and online platforms, where she is responsible for ensuring the publication sustains its success in producing relevant and timely content.

She has moved to Singapore recently, and is the team’s newest recruit.

Prior to this, she was working with management consulting firm Hay Group, as part of the marketing team where her responsibilities ranged from generating custom content for the Indian audience to maintaining the brand through knowledge marketing in the form of reports, newsletters, and social media messaging.

Before this, she worked with The Human Factor, a monthly HR magazine published by New Delhi-based Planman Media, where she was part of the core team to transform the publication from an academic journal to the most widely-read HR magazine in India.

Janet Wong is a global resourcing projects director at the InterContinental Hotels Group (IHG). She recently received her Master of Science in Organisational Psychology from the University of London. After spending most of her career in hotel operations and successfully improving guest and employee satisfaction at both hotel and regional levels, Wong decided it was time to move to the global human resources team and put into practice what she has studied - focusing on selection and assessment while leading projects related to talent resourcing.

With a strong people-focused background, Wong is passionate about psychometric assessments and has since launched a new global HR system in Asia, Middle East and Africa; a new applicant tracking system to suit the needs of the Greater China market, and a suite of brand-specific hiring tools for IHG hotels and corporate offices globally.

10 | Re c r u i t m e n t I n t e r a c t i v e 2014

10_RI SG2014_sub.indd 1

14/11/2014 7:14:24 PM

www.mercuriurval.com

You can’t predict the future.

But you can prepare for it.

When change itself becomes a constant. When competition can tap from the same resources you can. In a connected and transparent world, when anyone can buy all the information and technology they need to succeed. What makes you different?

We believe, in the future more than ever, it’s all about people.

future success. That is why Mercuri Urval advises on future-proof recruitment & selection, executive search, talent management and change services.

Mercuri Urval is an international people consultancy, active worldwide and your partner in preparing for the future. Want to work on your future success?

Contact us at www.mercuriurval.com

Decisions taken on the recruitment, selection and development of people now will be the basis for your

It’s all about people™

Speakers Jeannine Hertel Chief operations officer Mercuri Urval

Alan Yeo Head of talent acquisition, SEANAP Nielsen

Jeannine Hertel has been with Mercuri Urval for six years and is today the director of Mercuri Urval in Singapore, covering Southeast Asia, Korea and Japan. Before joining Mercuri Urval, she was working for an international communication consulting firm and an HR consulting boutique in Europe, focusing on human resources strategies and change management.

Today, she conducts executive search mandates and consulting assignments in different industries and comes with comprehensive experience in selection, talent management and leadership development projects for multinational companies and SMEs. She studied political science in Germany with several research stays in Japan, Singapore, Indonesia and Malaysia and holds a PhD in international politics from the Johannes Gutenberg University of Mainz, Germany, focusing on regional power relations in Southeast Asia.

Alan Yeo leads the talent acquisition function across Southeast, North Asia and the Pacific for Nielsen, a leading global information and measurement company, providing insights and data about what people watch, listen to and buy.

A strong believer in the maxim, “Hire good people and get out of their way”, he prefers to exercise a “light touch” management over the function, believing sustainable success is achieved by knowledge-sharing, capability development and giving a large degree of autonomy to each of the markets in the region.

Before this, he was the regional head of talent acquisition for Philips Electronics. He is a latecomer to HR having spent 15 years in R&D before crossing over in 2007. His line of experience allows him a differentiated view of HR practices and how they can be optimised to benefit the business.

Zachary Thomas Vice president, HCM product strategy Oracle Zachary Thomas is the vice president of HCM product strategy at Oracle. In his role, he advises on human capital management product requirements, working closely with customers and following market trends. He is a frequent speaker at industry events.

He has 15 years of experience in human capital management, delivering research and advice on the processes, strategies and tools that help organisations hire, engage and cultivate high-performing talent.

Before joining Oracle, he was vice president of product strategy for Ultimate Software, focusing on forecasting market trends that affect human capital management technology and the HR business function.

Previously, as a senior analyst for Forrester Research, his primary research areas included hiring automation, performance management and human resources management systems.

Adele Png Head of talent acquisition, ASEAN Pacific Philips Electronics Adele Png has more than 15 years of HR experience across varied industries such as financial services, technology, industrial and professional services sectors.

As Philips’ head of talent acquisition for ASEAN Pacific, she leads a regional diverse team to attract and recruit talent for Philips. She brings with her varied experience in HR management, including talent acquisition and development, having worked with European and US-headquartered organisations.

She has successfully started up and built the HR and talent acquisition functions in some of the organisations she has been with.

In her previous role at Visa Inc, she was recognised for her accomplishments of starting up the talent acquisition function for Asia Pacific and spearheading Visa’s graduate and intern development programmes for APCEMEA (Asia Pacific, Central Europe, Middle East and Africa).

1 2 | Re c r u i t m e n t I n t e r a c t i v e 2014

12_RI SG2014_sub.indd 1

13/11/2014 4:25:29 PM

Speakers Low Peck Kem Chief HR officer and senior director (business partnerships) Public service division, Prime Minister’s Office of Singapore As the CHRO and senior director (business partnerships) for the public service division, Prime Minister’s Office of Singapore, Low Peck Kem is responsible for professionalising HR in the public sector of 16 ministries and 65 statutory boards.

Before this appointment, she was the senior director for HR and OD for a not-for-profit organisation, The Global Alliance for Improved Nutrition (GAIN), based in Geneva, where she was responsible for HR, OD, legal, internal audit and corporate administration for its 15 global offices.

She has the unique combination of experience from a quality engineer, manufacturing manager, VP of HR in the private sector (Tandon, Western Digital, Hewlett-Packard, Agilent Technologies and Avago Technologies), a divisional director of the national HR division in the Singapore Ministry of Manpower, a senior director of ODHR in GAIN to now a CHRO for Singapore’s public service division.

Brent Tignor Regional HR manager, APAC Stepan Company Brent Tignor is the regional HR manager of APAC for Stepan Company. He directs the HR strategy for the company throughout the region. Before this role, he was the HR business partner for sales and marketing based in the company’s corporate headquarters in Chicago where he provided strategic direction for the group.

Before joining Stepan, he spent several years with USG Corporation in various HR generalist and L&D leadership roles.

Brent Kielly Director - product strategy, talent acquisition products - Asia SuccessFactors, an SAP company Brent Kielly provides talent acquisition solutions and consulting across Asia as a part of the product strategy team. At SuccessFactors, he helps companies implement and deploy the integrated suite of SuccessFactors’ talent acquisition software applications, including recruitment marketing, recruitment management and onboarding.

He is a HR practitioner with deep recruitment and workforce management knowledge, founded within Australia and global recruitment agencies such as Kelly Services and The Manpower Group.

Brent also headed talent acquisition as national recruitment manager for Goodstart Early Learning managing over 4000 new hires per annum for Australia’s largest child care provider.

Meghna Shukla Head of talent acquisition and management, APAC Syngenta Meghna Shukla is the head of talent acquisition and development for Syngenta’s APAC region, leading the regional talent practice and a global talent team member driving the global talent and HR transformation agenda. Before her current role, she served as the regional functional business partner for APAC enabling growth actualization through people practices and programs in the area of strategic recruitment, organization development and change, strategic recruitment, talent development, D&I, engagement and retention of talent.

Prior to Syngenta, she has worked with corporates across diverse industries and geographies spread in Asia and Australasia during her 15-year long strategic business partnering career leading transformation journeys and program management of people initiatives. Key organizations she has made contributions to include Syngenta AG, General Electric, Baxter Healthcare, CH2MHill and Standard Chartered Bank.

13 | Re c r u i t m e n t I n t e r a c t i v e 2014

13_RI SG2014_sub.indd 1

13/11/2014 4:25:51 PM

Speakers Aki Taha Head of Asia recruiting UBER

Foo Chek Wee Group HR director, SEA, Australia and Hong Kong Zalora

Aki Taha held several recruiting and HR leadership roles at Google, in the US and China, during its peak growth years. He then joined Greylock Partners, a venture capital firm, where he provided recruiting expertise to the firm’s portfolio of start-ups, including Airbnb, Cloudera and Pure Storage. In 2011, he started his own consulting firm, advising high-growth start-ups on the hiring fundamentals required to hire well, and at scale.

He now lives in Singapore and works at Uber, where he looks after Asia recruitment for Uber, a San Francisco-based mobile technology company.

Foo Chek Wee joined Zalora as the group HR director of SEA, Australia and Hong Kong in August this year. He has more than 10 years of accelerated HR experience. Before joining Zalora, he was the HR business partner at Visa and was responsible in advising and supporting business leaders across Asia Pacific, Central Europe, Middle East and Africa.

He is also involved in the Toastmasters movement where like-minded individuals come together to improve their public speaking and leadership skills.

14 | Re c r u i t m e n t I n t e r a c t i v e 2014

14_RI SG2014_sub.indd 1

14/11/2014 7:14:37 PM

A PR IL S I N G A P O R E .

2 0 1 5

M A L AY S I A .

C O MIN G

H O N G

SO O N

K O N G .

Sponsors

Oracle

Charterhouse

First Advantage

Investment in people Oracle engineers hardware and software to work together in the cloud and in your data centre.

With more than 400,000 customers – including 100 of the Fortune 100 – in more than 145 countries around the globe, Oracle is the only vendor able to offer a complete technology stack in which every layer is engineered to work together as a single system.

Oracle’s industry-leading cloud-based and on-premises solutions give customers complete deployment flexibility and unmatched benefits, including advanced security, high availability, scalability, energy efficiency, powerful performance, and low total cost of ownership.

For more information about Oracle (NYSE: ORCL), visit oracle.com.

Charterhouse is a well recognised executive search firm with footprints in Asia, Australasia and the Middle East. Formed in 2003, Charterhouse offers professional and bespoke contingency and retained search services across a variety of industrial sectors. Charterhouse offers specialist recruitment services within human resource, accounting and finance, sales and marketing, IT, financial services, engineering, supply chain, legal and compliance.

We understand that great people are at the heart of every successful business. It is this belief to invest in our team at Charterhouse that we are able to provide our clients with professional, specialised and tailored executive search services.

First Advantage provides comprehensive background screening, identity and information solutions that give employers access to actionable information that results in faster, more accurate people decisions.

With an advanced global technology platform and superior customer service delivered by experts who understand local markets, First Advantage helps customers around the world build fully scalable, configurable screening programmes that meet their unique needs.

More information about First Advantage can be accessed at www.fadvasia.com.

16 | Re c r u i t m e n t I n t e r a c t i v e 2014

16_RI SG2014_sub.indd 1

14/11/2014 7:15:03 PM

Sponsors

SuccessFactors, an SAP Company

Mercuri Urval

SuccessFactors provides the leading cloud-based SuccessFactors HCM Suite, which helps HR drive business execution with solutions that are complete, beautiful, and flexible enough to start anywhere – optimising your workforce today and preparing them for tomorrow.

SuccessFactors solutions are supported by a global partner ecosystem and the experience and commitment of SAP. With approximately 25 million subscription seats globally, we strive to delight our customers by delivering innovative solutions, content and analytics, process expertise and best practices insights from serving our broad and diverse customer base.

Today, with more than 3,900 customers, we serve organisations of all sizes across more than 60 industries in more than 177 countries using our application suite in 35 languages.

Over 45 years ago, Mercuri Urval was founded to help answer a simple, but important question: How do organisations make sure they have the right people, so they can deliver the best possible business results?

As pioneers in predicting the impact of people’s capabilities and personality on business results, we place high importance on the recruitment, assessment and development of people.

Today, Mercuri Urval has grown organically as a leading consultancy working with over 3000 local, global and public sector clients in over 50 countries annually in various sectors.

As we have grown, our 800 professionals from 23 countries worldwide offer solutions and services meeting our clients’ needs, strengthening their people’s performance while carefully applying consistent global solutions to local conditions.

So wherever you need us, we have the capability and experience needed to deliver.

Employment and Employability Institute (e2i) As the leading organisation to create solutions for better employment and employability, e2i exists to create better jobs and better lives for workers.

Since 2008, we have helped 300,000 workers through providing better jobs, developing better skills through professional development, and improving productivity for companies.

An initiative of the National Trades Union Congress (NTUC), supported by the Workforce Development Agency (WDA), the Singapore Labour Foundation (SLF), and the Singapore National Employers Federation (SNEF), e2i serves all segments of workers, from rank-and-file to professionals, managers and executives.

17 | Re c r u i t m e n t I n t e r a c t i v e 2014

17_RI SG2014_sub.indd 1

14/11/2014 7:14:52 PM

Delegate Feedback Form 20 November I Pan Pacific Singapore Hotel We’re serious about the continual improvement of our products and the quality of experiences had by all of our patrons, a pursuit that’d be worth nothing without your feedback. Please help us by taking the time to fill out this form and by giving any other feedback you may have. Thank you.

Name

Company

1. How did you first hear about the event?

1) An email

From who?

2) From a colleague 3) A phone call

From who?

4) Advertisement

Where?

2. How satisfied are you with your overall attendance experience?

1 = not at all – 5 = very satisfied (Please circle one only)

1

2

3

4

5

Please tell us why:

3. What was your main reason for attending?

4. Were your objectives achieved?

5. Will you attend the event again next year?

1) Yes

(

)

1) Yes

(

)

2) No

(

)

2) No

(

)

3) Partially

(

)

3) Maybe

(

)

19 | Re c r u i t m e n t I n t e r a c t i v e 2014

19_RI SG2014.indd 1

13/11/2014 4:27:27 PM

Delegate Feedback Form 6. What other event topics, different markets or different industries would you like to see us covering?

7. Which speakers or session did you enjoy the most or were of most value to you?

8. Which speakers or session did you enjoy the least or were of least value to you?

9. What areas, if any, do you feel we could improve on for Recruitment Interactive 2015?

10. How would you rate the venue? Please give the venue a mark out of 5 in each of the criteria listed.

Quality of service

Quality of the food

Location

Effectiveness for this event

Please tell us more:

Other feedback or comments:

20 | Re c r u i t m e n t I n t e r a c t i v e 2014

20_RI SG2014.indd 1

13/11/2014 4:27:44 PM

Set your own pace.

HCM tools for moving forward – without going back to Square One.

Bring out the best in your workforce with SuccessFactors — the talent management suite with no gaps and no compromises. Top-rated by the industry’s most respected analysts for a complete suite that includes learning, recruiting, and integrates with your back-office systems.

Start anywhere. Go everywhere.

www.successfactors.com

Published by: Lighthouse Independent Media Publisher of Human Resources magazine 100C Pasir Panjang Road #05-01 See Hoya Chan Hub Singapore 118519 T: + 65-6423-0329 F: + 65-6423-0117 www.lighthouse-media.com humanresourcesonline.net

OBC_RI SG2014.indd 1

13/11/2014 4:28:05 PM