TALENT AQUISITION
The growth in the electronics industry is continuing to have a major impact on the world economy and the way people communicate, conduct business, and receive entertainment. The key factor fueling this growth is the semiconductor technology.
Advances in semiconductor technology are enabling engineers to develop electronic devices that bring new capabilities to the consumer every product cycle.
The opportunities for continued growth and innovation are exciting and seemingly endless. However, companies developing electronic and semiconductor products are experiencing an ever-increasing set of challenges in the development of electronic products.
There are three major issues these companies face:
a) Time to market: This often dictates whether the product will be successful in gaining significant market share, and often has fundamental impact on the company's top and bottom lines.
b) Growth in design complexity: The ability to effectively manage design complexity and ensuring the implementation of a design is correct is a major factor in the success of an electronics product.
c) Scarcity of engineering talent: The demand for engineering talent is changing the way companies' resource their product development projects.
Our Talent Acquisition process takes care of the third major issue, 'Scarcity of engineering talent'.
The following presentation will cover about our initiative to address the need of talented engineers breaking down the international barriers and how we develop them to face the need of a complex system-on-chip designs process.
Most senior business people already recognize that the ' war for talent ' is raging. Even in the current economic slowdown, the difficulty experienced by many organizations in finding highly talented people is considerable. And changing demography suggests that this will only get worse.
With our recently developed best practice process in Talent Acquisition we can now help you:
• Recruit highly talented engineers. Not just the best candidate in the market, but the best person for the job.
• Whilst Cutting your 'Cost to Hire' by up to as much as 75% over your previous traditional recruitment costs
• And reducing your 'Time to Hire' enabling you to engage the right person when you need them, and not when the market makes them available again
With our Talent Acquisition services, you can quickly increase your team capacity and energize your project. We offer engineers who arrive job-ready to help you meet your important project milestones.
Talent Acquisition: So what exactly do we mean by the term Talent Acquisition? Well, just as Customer Acquisition describes the overall strategic process around identifying market sectors, targeting client prospects, running direct marketing campaigns, selling and receiving the order (i.e. acquiring a new customer), so Talent Acquisition involves all the sub-processes around finding, attracting and engaging highly talented individuals into your organization.
Strategic Process - Historically organizations have not treated the recruitment process as one of strategic importance, but latterly many are now waking up to the reality that the world has changed dramatically.
Direct access to the candidate market - Now organizations can go direct to the candidate market, thereby cutting the time it takes to find the right people, whilst dramatically reducing their recruitment costs. However, simply posting up jobs on various jobs boards is not the answer.
We present here a glimpse of our whole Talent Acquisition Program ....
Without employing the right people in the right roles at the right time, an organization will not achieve its goals. By managing Talent Acquisition as a key business process therefore (just like supply chain management, sales order management, customer relationship management etc.), we on behalf of you will be in a better position to attract and hire highly talented people as and when your organization needs them.
No longer will you be held ransom to a declining labour pool market, a skills shortage, or a short-term requisition.
Drawing on current research in the areas of human resource / capital management and online and offline recruitment, we have compiled a best practice guide to Talent Acquisition. Using the process developed we can help you recruit highly talented people when you want them, and at a price you want them for.
The process includes. 1. Uncovering Organizational Strategy - Before we start we first familiarize ourselves with the intended vision, mission, goals & objectives of your organization. Unless we do this we won't be able fit the talents perfectly within your organizations overall strategy and the organization will fail to achieve its stated goals. Ensuring that the organizations Talent Acquisition strategy is in line with the 'officially recorded' overall strategy will ensure that no time is wasted and no resources are diverted away from achieving the organizations goals.
2. Establishing your Talent Acquisition Strategy - You've probably heard it said, "Without a strategy the vision perishes". For the organization as a whole and also all constituent parts/divisions/departments this is certainly true.
3. Process Planning - An area often neglected - establishing a clear process plan. By setting out plan we'll be better equipped to - argue your case, monitor the progress being made, report on demonstrable achievements over time, identify weak links, stay focused on delivering the organization's strategic plans.
4. Talent Mapping - Talent Mapping is all about identifying the long term talent profiles (bundles of skills, experience and knowledge) of the people needed within the business and then identifying from where and how these will be acquired.
5. Talent Searching - The benefit of carrying out this process will be to facilitate a speedier and more cost effective response to your talent acquisition needs.
6. Talent Acquisition Tactics - Having done all that preparatory work, one last action required before launching your Talent Acquisition campaigns is to pull it all together in specific tactical plans i.e. exactly what are we going to do, when, where and how?
7. Talent Attraction - Finally, the day has arrived! This is when we put into action all those well-developed plans and watch the results. We'll start to attract the type of people who'll successfully develop your organization into all that you want it to be.
8. Talent Screening - With loads of candidate responses now flooding we adopt a efficient screening process using latest technology, to help manage the list down to a sizeable length prior to face-to-face interviewing. The outcome of this process will be to break down the mass of candidate responses to a manageable size - following the '80/20' pare to principle. Without going through this step one may probably drown in a sea of confusion.
9. Talent Matching - The concept is to 'match' the person's talent profile to the performance profile of the job/vacancy. When interviewing a candidate we subscribe to the Power Hiring school of thought, which says that what you are after is getting the candidate to 'earn' their way to an offer from your organization. By running through a comprehensive interviewing process we'll be more likely to match the best candidate(s) who will move the organization on towards achieving its overall goals and objectives. We know exactly how to discern between those who simply look great on paper and those people who really do have what it takes to help your organization succeed.
10. Talent Selection - This process is more about 'doing the deal' before engaging them within the organization. It is important to consider this next step as a strategy communication exercise. By following this step in the overall Talent Acquisition process we guard against having the highly talented candidate being snatched away from under your nose. It will also further cause towards making you recognized as an employer of choice.
11. Talent Development - A Scientifically and screened process to make these selected talent to mould to your requirement, by giving technical and non-technical skill input and development needed for achieving your organizational goal.
12. Process MRI - This is the continuous and periodic process instead of step - that of Monitoring, Reviewing and informing the overall Talent Acquisition Process.
