ARA2018 HK Entry guidelines sub 20180126 - Human...

HONG KONG

Entry guidelines

12 April Hotel ICON

Pg 2

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

Anthony WongEditor

Human Resources

I am thrilled to announce the Asia Recruitment Awards, an awards show dedicated to honouring the excellent work of recruiters and in-housing hiring teams, back for the fourth consecutive year.

Brought to you by Human Resources magazine, the award ceremony presents a unique opportunity for recruiters to make their mark.

With companies becoming more focused on improving their candidate and employee experiences, and the war for talent never having been more heated, the challenge for in-house talent acquisition teams and recruiters has never been bigger.

The good thing is challenges come with opportunities. Facing a tough recruitment market, recruitment teams are inspired to get creative with their strategies to deliver top talent. This means bright prospects for recruitment professionals ahead, as they continue to source the best talent for organisations.

This awards ceremony is a unique opportunity for recruiters in Asia to show they are the best in the industry.

Open to in-house talent acquisition teams and recruitment agencies, the Asia Recruitment Awards will identify the best recruitment teams out there according to a clear set of guidelines mapped out in this document.

Our publication has always been focused on sharing best practices, trends, strategies and programmes within the recruitment world.

We are committed to uncovering the best practices by in-house talent acquisition teams and recruitment agencies, and we are excited to bring these principles to life in these awards.

All awards entries are judged by a panel of senior HR practitioners from the largest organisations in Asia.

If your recruitment team has achieved something remarkable this year, it is your time to shine.

Editor’s introductionCELEBRATING THE BEST IN THE BUSINESS

Pg 3

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

Submission overviewTo ensure a smooth entry submission, please go through these guidelines thoroughly before you proceed.

All entries, supporting documents and required items can be submitted online from 27 October 2017 to 1 February 2018. Details and the link to the submission platform can be found on the event website at http://www.asiarecruitmentawards.com/

The winners might be featured in the print edition of Human Resources magazine.

Important: To ensure a fair result, Human Resources enforces a system such that judges will not have access to entries submitted by their own organisation or other organisations from the same industry.

Eligibility

Programmes/campaigns/systems/initiatives showcased by entrants should have demonstrable results from February 2017 to January 2018. Initiatives or strategies developed and implemented prior to this period are also eligible provided the impact/results were measured during the eligible period.

Please note that work submitted for previous Asia Recruitment Awards cannot be resubmitted for this year’s event, unless with new elements added.

All categories are open to HR solution providers based in the Greater China region. Organisations may be listed, privately held, government-owned or NGOs.

All programmes, campaigns, systems or initiatives must have been implemented and carried out for the offi ces in the Greater China region (Hong Kong, Macao, China and Taiwan). Organisations may submit the same entry in multiple categories, but the content should fi t into the criteria of each category.

There is no limit to the number of entries each organisation may submit. When submitting multiple entries, you are strongly recommended to tailor them based on the requirements of each category.

Key dates

Entries close: 1 February 2018Finalists announced: 21 March 2018Awards gala dinner: 12 April 2018

Awards categories

Corporate HR Team1. Best Candidate Experience – Corporate HR Team2. Best Career Website – Corporate HR Team3. Best Diversity & Inclusion Strategy4. Best Employer Brand Development5. Best Global Recruitment Strategy6. Best Graduate Recruitment Programme7. Best Management Associate Programme8. Best Mobile Recruiting Strategy – Corporate HR Team9. Best On-Boarding Experience10. Best Recruitment Advertising Strategy11. Best Recruitment Evaluation Technique12. Best Recruitment Innovation – Corporate HR Team13. Best Regional Recruitment Strategy14. Best Staff Referral Programme15. Best Use of Digital Media16. Best Use of Recruitment Technology17. In-House Recruitment Professional of the Year18. In-House Recruitment Team of the Year19. Grand Winner 2018 – Corporate HR Team (not available for entry)

Recruitment Agency20. Best Candidate Experience – Recruitment Agency21. Best Career Website – Recruitment Agency22. Best Client Service23. Best Cross-Border Recruitment Strategy24. Best Mobile Recruiting Strategy – Recruitment Agency25. Best New Recruitment Agency26. Best Recruitment Innovation – Recruitment Agency27. Recruitment Consultant of the Year28. Recruitment Team of the Year29. Grand Winner 2018 – Recruitment Agency (not available for entry)

Pg 4

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

Entry requirements

This is the information and documents required for the entry submission. You may want to get them prepared in advance.

Any or all information (unless specifi ed as confi dential and for judging purposes only) may be used during or after the Asia Recruitment Awards gala dinner, and on any related materials, including trophies, signage, certifi cated and write-ups in Human Resources magazine.

Entry submission fi les Please refer to the next section for further details.

1. Cover page 2. Context/challenge (max 300 words) 3. Strategy (max 500 words) 4. Execution (max 500 words) 5. Results (max 300 words) 6. Appendix (if any)

* Please create your entry submission document with the template provided, marks will be deducted otherwise.

Online entry submission

Required formatsCore submission document: .pdf Supporting document(s) (if any): .pdf*Videos: YouTube link* (choose “unlisted” under privacy setting)Maximum fi le size: 10MB

* For a smoother judging process, please put all supporting YouTube links, images, graphs, diagrams, etc, into one single .pdf fi le whenever possible.

Entry fee and payment methodEntry fee: HK$780 per entry (per category).

Payment methods: credit cards, cheque, bank transfer. – Credit cards accepted: Visa, MasterCard, Amex.– For payments made by cheque and bank transfer, an invoice will be sent

to you upon confi rmation of your entry submission.– Entry fees are non-refundable. For further enquires, please contact Patrick Wai+852 2861 [email protected]

Jeffrey Tam+852 2861 [email protected]

Pg 5

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

Before you proceed• Confi dential information intended for judging purposes only should

be highlighted in red.• Judges have the right to deduct marks or disqualify entries if specifi ed

format and/or word limit are not followed.• If you are entering more than one category, please tailor your entries

based on the category guidelines.• For recruitment agencies, please be reminded that any sensitive or

confi dential information from your clients’ side must be approved by the clients for judging.

Organisation-level categories Categories 1-16, 20-26

1. Context/challenge (max 300 words) – 20%

• Describe your existing system*. • What were the key challenges in your existing system?• Describe the issues faced with your existing system.• What were the primary objectives of implementing the new system?

2. Strategy (max 500 words) – 30%

• What were the considerations before implementing the stated system?• Provide details of the new system.• What makes your system different from that of others? • Elaborate on the creative and innovative aspects of your system.• How was the system implemented/communicated to all parties involved?• What was the core insight on which you focused your strategy?• Which departments did you/your team have to collaborate with in

order to implement the system?

3. Execution (max 500 words) – 30%

• How did the system make a difference to employees/target market and business objectives?

• How receptive were your employees/target market to the changes?• List other important factors that were meaningful to its success.• Did everything go according to plan or did you improve/adjust

along the way?

4. Results (max 300 words) – 20%

• What were the results of the implementation of the new system?• Give clear evidence and metrics demonstrating its performance.• How do you intend to build on your efforts in the future?• Why do you deserve an Asia Recruitment Award?

Entries without qualifi ed evidence will not be considered (evidence could be in the form of reports, charts, graphs, etc, that depict change in business growth/revenue, etc).

Recommended information (where applicable)• Key objectives.• Target audience.• Budget.• Communication channel/s used.• Strategic thought behind the idea. • Evidence/metrics showing the human resources objectives were met.

*System could be a new initiative, programme, campaign, project, etc.

Entry question details

Pg 6

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

Individual-level categoriesCategories 17 & 27

1. Description of individual (max 300 words) – 20%

• Describe the role and responsibilities of the individual. • What are the individual’s key personality traits and experience that

make him/her suitable for this role? • What were his/her KPIs?


• Describe the existing environment/culture/system in the company/department before the individual joined.

• What did the individual do that made his/her efforts different from others?

• What was the core insight on which the strategy was based?• What were the individual’s considerations before embarking on

this strategy?• How did the individual demonstrate leadership and initiative? • How did the individual demonstrate innovation and commitment

throughout the strategy? • Elaborate on the creative and innovative aspects of the strategy.• How were the efforts communicated to all parties involved?• Was collaboration required with other departments to achieve the

intended objectives?


• How did the individual make a difference to employees/target market and business objectives?

• How receptive were the employees/target market to the changes?• List other important factors that were meaningful to the individual’s success.• Did everything go according to plan or did the individual have to

improve/adjust along the way?


• What were the individual’s key results and achievements?• Provide clear evidence which demonstrates improved performance,

including exceeded KPIs, testimonials and increased revenue/profi t.• How does the individual intend to build on efforts in the future?• How is the individual a role model for others in the company and industry? • Why does the individual deserve an Asia Recruitment Award?


Recommended information (where applicable)• Key objectives.• Target audience.• Budget.• Communication channel/s used.• Strategic thought behind the idea.• Evidence/metrics showing the human resources objectives were met.


Pg 7

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

Team-level categoriesCategories 18 & 28

1. Description of team (max 300 words) – 20%

• Describe the role and responsibilities of the team.• What key personality traits and experience do team members have

that make them suitable for their role in the team? • What were the team’s KPIs?


• What did the team do that made its efforts different from others? • What was the core insight on which the strategy focused on?• What were the considerations before embarking on this unique strategy?• How did the team demonstrate innovation and commitment

throughout the strategy? • Describe how the strategy solved a problem or overcame a

challenge effi ciently.• How were the efforts communicated to all parties involved? • Describe efforts made by the team to ensure user satisfaction and a

seamless experience for all. • Was collaboration required with other departments to achieve the

intended objectives?


• How did the team make a difference to employees/target market and business objectives?

• How receptive were the employees/target market to the changes?• List other important factors that were meaningful to the team’s success.• Did everything go according to the plan or did the team have to

improve/adjust along the way?


• What were the key results and achievements of the team?• Provide clear evidence which demonstrates improved performance,

including exceeded KPIs, testimonials and increased revenue/profi t.• How does the team intend to build on its efforts in the future?• Why does the team deserve an Asia Recruitment Award?


Recommended information (where applicable)• Key objectives.• Target audience.• Budget.• Communication channel/s used.• Strategic thought behind the idea.• Evidence/metrics showing the human resources objectives were met.


Pg 8

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

In-house corporate recruitment teams 1 to 19 are open to in-house corporate recruitment teams only

1. Best Candidate Experience – Corporate HR Team

This category recognises the excellence of an organisation in identifying candidates’ thoughts and behaviours in order to streamline the candidate’s application process. A winning entry demonstrates the strategies to sustain the candidate’s engagement throughout the application, assessment, interviewing and offer process. Judges will consider an organisation’s substantial efforts to provide a user-friendly application platform and ensure effi ciency and satisfaction of all parties involved. A superior candidate experience also involves some form of creativity and innovation that fulfi ls strategic organisational priorities.

2. Best Career Website – Corporate HR Team

The best career website attracts attention, interest, desire and encourages action to convert target audiences to candidates through its modern, spacious, responsive and user-friendly layout. It blends well with the corporate employer brand and is able to optimise the content for online users to give straight facts information. A winning entry should also demonstrate how the design matches the thoughts of the target groups and enhances their user experience to improve conversion.

3. Best Diversity & Inclusion Strategy

This category recognises the consistency, sustainability and creativity required to develop a contemporary and effective diversity and inclusive recruitment environment for people across various ages, cultures and backgrounds. Entrants should demonstrate excellent strategies in ensuring that no one is excluded from being part of the company due to their differentiation from the norm. For example, the inclusion of disabled and LGBT employees. A winning entry is able to tell judges how the strategies taken have impacted a wide range of people and played a major part in the cultural shift within the organisation.

4. Best Employer Brand Development

This category celebrates an organisation’s ability to differentiate and promote its identity to stand out from the crowd and attract top candidates, enhancing retention and engaging the right people. A strong employer brand helps businesses compete for the best talent and establish credibility. Entrants should demonstrate in their entries about their success through external and internal channels with outstanding results. To stand a better chance of winning, entrants may also cite the business impact before and after implementing an employer branding development programme (if available) to give a clear picture of the positive changes.

5. Best Global Recruitment Strategy

This category recognises the best practices in expanding the talent pool globally to fulfi l the overall business objectives. Judges will look at the attributes that prove the ability to unify the HR team on a global scale and co-ordinate recruitment resources (people, processes, structures, tools and budgets) that achieve effi ciency and agility, but not alienate to the local markets. To stand a better chance of winning, entrants should demonstrate how they align strategic goals with a greater business vision, provide project frameworks to meet local execution standardisation, and at the same time, fl exibility in brand, technology and compliance.

6. Best Graduate Recruitment Programme

This category recognises the best graduate attraction strategy implemented by the organisation in attracting high-calibre talent from top-notch universities. Judges will be looking at an organisation’s ability to achieve recruitment targets around cost, timelines and number and quality of desired graduates.

7. Best Management Associate Programme

This category recognises the excellence in recruiting an experienced professional with fi ve years or less of work for the organisation’s management training programme. Entrants have to demonstrate the ability to attract, source and select the desired candidates to bridge the organisation’s leadership development ambitions. The judges’ decision will also be based on the cost, timelines, number and quality of hires.

Category descriptions

Pg 9

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

8. Best Mobile Recruiting Strategy – Corporate HR Team

This category celebrates the most innovative and seamless hiring process through mobile – be it a mobile site or mobile application. Given the pattern that most job applicants today start with mobile before an in-depth check on desktop, entrants should demonstrate the best practice in optimising a job advertisement for mobile-listing sites and how the use of short and concise descriptions are visually appealing on a mobile screen for target audiences to access.

9. Best On-Boarding Experience

This category recognises the on-boarding programme that has excelled in reducing the time taken for new hires to reach acceptable productivity and truly assimilating them into the culture and the team. Entrants should demonstrate how the programme is structured from initial orientation, functional training to team assimilation and leadership assessment that allowed new hires to acquire the necessary knowledge and skills, and identify any necessary adjustments in behaviours to become effective members of staff. Highlight some impressive programmes and outcomes that go beyond the norm so judges can assess the successful implementation.

10. Best Recruitment Advertising Strategy

This category celebrates the recruitment advertising campaigns that are the most effective in delivering the employer brand messages and improving the talent sourcing channels. A winning entry demonstrates clearly the positive impact brought by an innovative, functional and productive advertising strategy. Entrants should explain the marketing challenge and, wherever possible, examples of the KPIs set before the campaign and evidence of how those KPIs were met post-campaign. Creative ways that built a higher talent sourcing maturity will also be accredited.

11. Best Recruitment Evaluation Technique

This category recognises the excellence in applying a rigorous assessment and selection technique to the recruitment process, and thus, staff turnover is consistently maintained at a low level. Employee aptitude, capability and personality are also aligned with corporate goals to ensure a good fi t with company culture and long-term corporate profi tability.

12. Best Recruitment Innovation – Corporate HR Team

This category recognises the unique and innovative aspects, including but not limited to, technology and skill sets in the full hiring value chain to demonstrate the next generation of recruitment methodology. Judging criteria will include differentiation from existing methodology and processes and services, user satisfaction and effectiveness, as well as the innovation’s success and popularity among candidates and management. It must also have contributed to the achievement of organisational objectives, and made a signifi cant difference to various stakeholders.

13. Best Regional Recruitment Strategy

This category recognises organisations that successfully search for and acquire talent throughout the Asia Pacifi c region in at least two countries. The judges’ decision will be based on how the organisation achieved regional recruitment objectives by implementing shrewd acquisition strategies across the region.

14. Best Staff Referral Programme

This category recognises the most effective strategy in engaging existing employees to recruit their connections – for example, family, friends and associates. The referral tactics should include elements that create confi dence and desire for employees to refer the best candidates for the company. Entries should also include how the company acknowledged good referees and offer a mix of monetary and non-monetary incentives in achieving desired targets in effi ciency, number and quality of candidates and retention.

15. Best Use of Digital Media

This category celebrates the most creative and effective use of digital media/innovations in any channel or format to maximise the reach of the target audience and leverage employer branding. Judges will not be looking for the use of new technology per se, but will reward the interesting use/innovation of digital technologies. Entrants should cite concrete examples to justify how it is used to enhance employer branding, improve talent sourcing strategies and attract the right target candidates.


Pg 10

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

16. Best Use of Recruitment Technology

This category celebrates the successful evolution of the entire recruitment process with the effective use of recruitment technology. A winning entry could prove the enhanced ROI and candidate engagement after implementing the technology. Entrants might also want to present their challenges before implementing the technology in contrast with the success thereafter. Extra accreditation will be given to the organisation which can show the innovative use of new technology like, but not limited to, big data analytics, AI, machine learning to establish the leadership position in next-generation recruitment methodology.

17. In-House Recruitment Professional of the Year

This category is open to all in-house corporate talent acquisition and recruitment professionals. It aims to recognise the efforts of the recruitment professional in his/her work in sourcing the right candidates to their organisation. The work done could be original or one of the company’s existing processes which was thoughtfully implemented. The judges will base their decision on the one entry which has displayed the most conviction, thought leadership and innovation in the recruitment process.

18. In-House Recruitment Team of the Year

This category is open to in-house recruitment teams which have proven experience in blending organisational excellence with effi ciency and innovation in recruitment. The results should have positively contributed to the overall success and strategic objectives of the organisation.

19. Grand Winner 2018 – Corporate HR Team

This is awarded to the organisation which has secured the most prizes across all in-house categories.


Recruitment agency 20-29 are open to recruitment agencies only

20. Best Candidate Experience – Recruitment Agency

This category recognises the recruitment agency that fully understands what candidates are looking for and matches them with the right job profi le. Substantial efforts to provide a user-friendly recruitment process for candidates is evident, with great care being taken to ensure effi ciency and satisfaction for all parties involved. Accreditation will be given to entries which demonstrate the efforts not only in the searching and matching process, but also the post-offer relationship with their talent database.

21. Best Career Website – Recruitment Agency

The best career website attracts attention, interest, desire and encourages action to convert the target audience through its modern, spacious, responsive and user-friendly layouts. A winning agency website gets the message of the job profi le across effectively and drives the talent interest. It is designed to optimise the content for online users to give them the information needed to enhance their user experience and improve the conversion rate.

22. Best Client Service

This category recognises the best client service offering by the recruitment agency to ensure a seamless process in client delivery, providing for a high-level of client satisfaction. To stand a better chance of winning, entrants may provide client testimonials whenever possible to demonstrate their credibility.

23. Best Cross-Border Recruitment Strategy

This category celebrates recruitment agencies with the best cross-border talent sourcing and acquisition strategy on a regional or global scale. Entrants with cross-border recruitment practices are not limited to the number of offi ces in different locations, but have to demonstrate their ability in fully understanding the needs of, and communicating well with local candidates, to bridge the expectation of talent and the unique needs of clients’ overseas assignments.

Pg 11

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

24. Best Mobile Recruiting Strategy – Recruitment Agency

This category celebrates the most innovative and cutting-edge talent sourcing strategies through mobile – be it a mobile platform/site or application. Given the pattern that most job applicants today start with mobile before an in-depth check on a desktop, entrants should demonstrate the best practice in optimising a job advertisement for the target audience to access and communicate with recruiters. Extra accreditation will be given to mobile utilisation, not only limited to the sourcing process, but also as a way to maintain the engagement of their talent pool at all times.

25. Best New Recruitment Agency

The early bird does not necessarily get the worm. This category is open to industry newcomers which have proven themselves to be reputable and profi table and well trusted by their clients. This award will go to the best all-rounder which has been in business for not more than fi ve years in the Greater China region, but managed to deliver exemplary value and quantifi able results comparable with those of earlier comers.

26. Best Recruitment Innovation – Recruitment Agency

This award recognises the unique aspects of any innovation, regardless of technology or search methodology featured in the recruitment process, to demonstrate the next generation of recruitment methodology. Judging criteria will include differentiation from existing methodology and processes that could enhance candidate conversion effi ciency and company ROI.

27. Recruitment Consultant of the Year

This award recognises the individual star performer of recruitment agencies. This exceptional individual understands the needs of different stakeholders, has proven experience and testimonials from clients and candidates and has brought a signifi cant amount of revenue to the company. He/she serves as a leader and a role model to others in the organisation, as well as to industry peers.

Category descriptions28. Recruitment Team of the Year

This category is open to recruitment agency teams in all sectors which have proven experience in blending excellence with effi ciency and innovation in the recruitment process. The team must have demonstrated evidence of all-rounded achievements and delivered measurable results in client service and candidate experience, as well as team satisfaction. A unifi ed recruitment team should have positively contributed to the overall success and strategic objectives of clients.

29. Grand Winner 2018 – Recruitment Agency

This is awarded to the recruitment agency which has secured the most prizes across all recruitment agency categories.

Pg 12

HONG KONG

ww

w.a

siare

cruitm

enta

ward

s.co

mooommmm

urrccee

Entry fees are non-refundable.

Entries will not be judged if payment is not received within fi ve working days upon being invoiced.

The judges’ decisions are fi nal.

After the submission deadline, all details on the entry submission form, including company names, credits and so on, are FINAL and CANNOT be changed and/or transferred to another party. Details will be presented accordingly on the prize announcements as well as on trophies and/or any other awards-related materials.

The entrant agrees that Human Resources magazine or Lighthouse Independent Media will not accept responsibility for errors or omissions reproduced in the presentation of the Asia Recruitment Awards, or in Human Resources magazine, or for work lost or damaged under any circumstances.

The entrant agrees the Asia Recruitment Awards team has the right to merge categories or dissolve any categories should it be deemed necessary. Should a category or categories be dissolved, entries in that category/categories will be notifi ed.

Any specifi c information or content intended for judging purposes only must be clearly indicated in red text or highlighted in red and will not be used for publication, and will not be disseminated beyond the judging panel in any way.

The entrants grant Human Resources magazine permission to show material from the entries (that has not been highlighted as confi dential) at the awards presentation, in the magazine and at any time as deemed appropriate.

Terms & Conditions

ARA2018 HK Entry guidelines sub 20180126 - Human...

Documents

Transcript of ARA2018 HK Entry guidelines sub 20180126 - Human...