Tuesday, June 8, 2010

Talent War

Hello and welcome back myself. I’ve been visiting this website but for some reason I’ve been lacking in any good material. Unfortunately I’ve been too focussed on work that I’ve not been able to pen down some of my thoughts. I’ve been caught up chasing numbers and have forgotten passion in my work. Passion which would lead me to write. Here i am again, and am wondering why did i start this blog in the first place. I'm back.

The industry has been very volatile of late. The concern with recruitment is much greater particularly ever since the start of this year, let me tell you why. Although last year was a difficult year for everyone, even for the nasi lemak lady, for some reason, i felt that alot of jobseekers which were on the move last year had very good reasons to be on the move. Alot of candidates which wanted new opportunities had pretty valid reasons. Employers were choosy with who was hired last year. Recruitment was done very carefully with certain measures put in place i.e. test and role play hiring i.e. presentations. Also the job market has it at, if you wanted a job, you had to work for that job because there were really good candidates which were considered. Candidates which i spoke to, were focussed and knew what they wanted. I might be speaking for a certain group of candidate’s perhaps middle management and executives.
Enter 2010, yes, candidates with other opportunities when i have contacted them or wrong timing because a candidate is finalizing an offer. Where am i getting to?

Pick up a HR magazine or a magazine which place an importance with management or a business magazine, you will not miss out on at least a brief write up on ‘talent war’, recruitment, retention, Managing Generation Y and total HR Management. In the past few years turnover has been in an all time high and resignation rates increasing. Also, alot of input on Generation Y. But are we all really paying attention to these matters? These important matters?

Think about it, the cost involve with recruitment – retraining, job ads, headhunters, TIME, culture fit etc. If someone is earning about RM8000, the cost of rehiring is estimated at 3 times of that value. Headhunting services alone would cost about RM 20, 000. When the resignee is serving a notice period he or she is just sitting down and might not be as driven as they were as before. So that is paying someone two months’ salary with fewer results. Again, time, again retraining which is time. If managers are always busy as everyone else this year, the new hire will not feel as though he or she is getting the good training then, leave. Of course that is not always the case, but then again, the cost of retraining which includes external training, in house training and so forth.

Talent war is very real today. It hurts alot of organizations both local, multinational companies and regional companies. We need to place a great importance of strategy to curb issues of high staff turnover through retention. Its time that HR is not looked upon as an administration function but a value driver to a company because this is very real. Finance Managers are now value drivers of companies and are not looked upon as just a finance function but a function that adds value out of numbers information, reports generation, how reports are made into information and how information are made into cost savings or new expenditure to produce greater profits.

It is just a matter of driving high human initiatives and placing importance in not just work, but life at work, life outside of work. Easier said than done, but this is management reality. It is thinking outside of the box not thinking what works for the company but works for the value drivers of companies.


Monday, February 8, 2010

Snippets - Recruitment Agencies.

I’ve actually wanted to write this for a while but perhaps the mood is there tonight, but here i go. Over the years I’ve come across a lot of people that do not seem to know the difference between an Executive Search company and a recruitment AGENCY. There is a lot of difference one for sure is fees and the other for sure is quality. I’ll take you down whatever is in my head at the moment. Althought i find it odd but in different industries i find myself explaining to potential candidates what Executive Search is J. Although our profession has been spoilt by alot of recruitment agencies in the market but i find it rather odd that many still do not know what Executive Search is, usually, recruitment, headhunter or recruiter.

Let’s take recruitment agency. The typical recruitment agencies on the top of my mind are those like, Manpower, Kelly Services, Agensi Pekerjaan MatchLink, Jobslink, Jobs2u, JacRecruitment and JenJobs. These are companies at the top of my head at the moment. Alot of times, recruitment agencies are the companies which conduct database search. They will fish out CV’s in their database storage collected from their advertising, interviews, contact, referrals etc. Plentiful of candidates. They typically spend a lot of money in a recruitment management system that enables them to extract CV’s through keywords and certain criterion’s which a recruitment consultant would be looking for a vacancy. Most cases, the CV’s are not updated and candidates are not interviewed. More often also, the recruitment consultants are usually not industry driven or industry professionals. They work on a case basis, whereby they perform key searches on keywords they find throughout the Job Description. Usually no face to face interviews, no client fronting, no proper understanding of the job role and sometimes just lack of knowledge. This in turn could be a good thing and a bad thing, why?

The good thing is, the client would get fast response, although being swarmed by irrelevant CV’s for the job there is atleast 1 out of 10 candidates which is a potential hire. So, there would be volume for the time. Recruitment agencies are excellent companies for multiple industries low-level recruitment, mass recruitment and certain outsourcing functions i.e: payroll. There is a advantage and disadvantage dealing with a recruitment agency. Still i recommend using them but a reputable company. The bad thing is, well, you can figure it out on your own, base on your experiences. Because i can.

Where executive search is concerned – here is the link:

Tuesday, January 26, 2010

Hello 2010

Okay I am back. I’ve been slacking but I guess i still have some readers who do check out this turf of mine once in a while. I have to apologize to my loyal readers. I also thank those who have had submitted their CV’s in to me throughout the past two months and I do know I am late in replying, I guess the workload has increased. But, as it is a new year and I have lots to tell, do look out for new posts. I have been gathering lots of material over the past month also and I will begin to update.

Let’s just begin with the market. Yes it has picked up, well comparing to last year at least, it was dead last year. Looking back I am very happy that I made it past last year given the outlook and thankfully a lot of my clients have stood by and supported me with their new recruitment for FY2010.

As I have said many times before when employers start to look for new sales talents, it just shows that the aggressiveness for business is very much there and currently very much alive.
I will update with some interesting material. See you guys soon!

Happy 2010!