TALENT MANAGEMENT

Attract and Recruit Talents

The Value of Talent
In medium complex organization job, top performer
= 12X more productive than lower performer &
85% more productive than average performer.
In complex jobs, top performer is 127% more
productive than average performer.
Worker with higher IQ will outperform an expert in
a couple of years.
Organization Talent Philosophy

Is how an organization think about its talents,

interect and manage them; and how talents can
contribute to the organization.
Signature Experience
Company with highly engaged employees articulate
their values & attributes through signature
experiences, a visible, distinctive elements of the
work environment that send powerful messages
about the organizations aspirations, and the skills,
stamina & commitment employees will need in order
to succeed there (Erickson & Gratton, 2008).
Can you guess ?
I worked for another high street coffee shop, and while I
was on maternity leave I decided to apply to work at
*********. The environment on the assessment day was
amazing I got more coffee knowledge in 10 minutes
than I did in more than three years with my previous
employer. I realized that ********* was the right place to
progress, and I can proudly say my expectations have
been exceeded!

~ Irine, Store Manager and 5 year partner.

The Case of Starbuck Coffee
Starbuck has a reputation as the employer that
cares about its employee.
Starbuck mission & value statement emphasizes on
creating a respectful
& positive work environment.
Their premium service depends on:

Efforts
of employee (called partners)
Employees atributes (self-motivated, passionate,
adaptable & creative team players)
A good strategy for recruiting talents:

Convince the right people, those who are

intrigued & excited by the work environment you
can offer & who will reward you with their
loyalty.
Staffing Process

Sourcing Recruiting Selecting

Deployment Acquiring
Sourcing
Is locating qualified individuals and the labour
markets from where to recruit.
Sourcing and hiring is considered successful if the
aplicant is:
A perfect fit
Accept the job offer
Perform well
Internal Sources
Talent inventories
Internal job posting
Employee referrals
Employee development
External Sources
Advertisement
Job and trade fair
Online job board
Raiding competitors
Networking & social media
Education institutions
Walk-in
Outsourcing (consultants)
Internal vs External Source
Internal External
Motivation: loyalty and
good performance are
rewarded with promotion
Chain-of-promotions
More accurate assessment
about job-fit
Familiar with the
organization
Can be filled faster
Enhance diversity
Inject new ideas/
perspectives
Cost of training > cost
of hiring externally
Doesnt cause chain-of-
vacant position in other
dept
Think-Pair-Share

Internal or External ?
Which source do you think is the best ?
It depends on
Budget
Type of position
Urgency
Number of hire
Recruiting
Is the practice and decisions that affect the number or
type of individual willing to apply and accept a job.
Goal of recruiting is to get the right people interested
in working for an organization, persuade them to apply
and accept the job offer.
Creating a favourable image of the organizations in
aplicants mind (employer branding)
Attraction Strategy: Branding
Brand: symbolic picture of all the
informations connected to a company
or its product.

Brand send message of efficiency,

elite, high quality, trendy, innovative,
prestigious.

Brands are created through the

influence of communications,
advertising, design, and media
exposure (Kotler & Pfoertsch, 2006).

Brands are often represented by

names, logos, slogans/tagline or
designs.
Activity
What are your perception of these brands:

Apple: Think Different

L'Oral: Because You're Worth It

Sony: Make Believe

Adidas: Impossible is Nothing

Youtube: Broadcast Yourself

Honda: The Power of Dream

Employer Brand
Employer brands reflects what a company offers as
an employer and help manage perceptions of what
it is like to work there.

How to develop an employer brand:

1. Analyze the perception of your target audience.
2. Align employer brand with companys policies,
practices, culture and values.
3. Communicate clearly & consistently.
4. Measure and improve your branding effort.
Brand Tagline
Video Mastercard
Characteristics of a great tagline

1. Memorable
2. Include key benefits of product/service
3. Impart positive feelings about the brand

From Sharp Minds Come Sharp Products

Group Activity
Write a slogan to show that you are serious in talent
recruitment.

Example: FPE your talent is our pride.

Recap
What have we learn today?
What is competitive advantage?
Competitive Advantage
Concept first introduced by Prof. Michael Porter (1985)
A resource-based strategy believes that CA can be
achieve if the organization can learn faster than their
competitors by making the organization a learning
organization
a resource must meet certain requirements in order for the
organization to gain competitive advantage (Barney, 1991):
it must be valuable create value
it must be rare attribute that can create more intelligent and
flexible organizationsthen their competitors
it must not be easily imitated unique history and reputation
it must not be easily substituted
Activity
Discuss and identify an example of talent features
that:
Create value to the organization
Is rare

Is not easily imitated

Is not easily substituted

*Talent = People with the knowledge, skill, ability or attitude that gives a
competitive advantage to an organization.
Recruit Attitude, Train Skill
Organization needs to determine key attitudes that
fit with the organizational strategies.

The question is HOW to screen for attitude?

CVs nowaday are professionally written by

consultants and most likely misleading.
THINGS TO LOOK FOR IN CV
ATTITUDE SCREENING CRITERIA
POSITIVE WORK ETHIC -JOB STABILITY
-EARLY WORKFORCE PARTICIPATION

PERSEVERANCE -LONG GAP IN CV

-COMPLETION HISTORY

ACHIEVEMENT -PATTERN OF MEANINGFUL

ACHIEVEMENT

WORK WELL WITH PEOPLE -JOB STABILITY

-COMMUNITY INVOLVEMENT

COMMITMENT -SPEED OF APLICATION

-COMPANY KNOWLEDGE (COVER)
PRACTICAL FIT
Specific factors about a company or position that
matches with a candidate.
Can lower the risk of turnover.
PF depends on:
Organizational culture
E.g. government vs private
Position-specific requirements
E.g. working hour (work-life balance), team vs solo
Generating KSAO
Knowledge an organized body of factual or
procedural information that can be applied to a
task.
Skill capability to perform task accurately
Ability more stable capability & reflect natural
talents including cognitive, psychomotor, & physical
abilities.
Others values, interest, personality etc.

*Competency = knowledge + skill + ability for success in job

Competencies Related to Specific Jobs

COMPETENCY JOB EXAMPLE

Adaptability Complex & dynamic (CEO, R&D)

Communication Jobs involving interpersonal interaction

Leadership Managerial jobs & team work

Emotional Intelligence Negotiation jobs & influencing (sales)

Problem Solving Analyzing & troubleshooting (maintenance,

customer service)
Creativity Original & unique ideas (marketing,
designer, graphic)
Activity
Find out what makes your partner a talent worth
hiring using these characteristics as a guide:
Unique

Not easily substituted

Employee Value Proposition
is the unique set of benefits which an employee
receives in return for the skills, capabilities and
experience they bring to a company.
It is a balance between the intrinsic (non-monetary)
and extrinsic (monetary) rewards receive.
 Intrinsic Extrinsic

Employee-employer Base pay

engagement Bonus
Continuous learning Benefits
Meaningful work discounts
Personal appreciation