Current Trends in Talent Acquisition

• Leadership Programs

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DESIGN & DEVELOPMENT

ASSESSMENT

CENTERS

LEARNING AND

DEVELOPMENT

TALENT

SEARCH AND

SELECTION

Resource Associates (RA)Ltd.'s

Expertise

Sampling our clients….

Developing Organisations, Nurturing Talent

13 years of...

Where are we coming from?

Recruitment began with the military and dates back all the way to ancient

Egypt, Greece and Rome. Modern day recruitment however did not take place

until the 1940 as a result of WWII with the effort to fill the void in the

workplace of those who had been called to duty.

The evolution of Headhunting companies:

1940 head hunters became popular as a response to the growing

workforce. Focus was on providing labour to industry

The strong economy in 1970 saw a shift from working for

employees to working for the employer – the advent of recruitment

outsourcing

The 1980s saw a strong labour movement form and there was

reclassification of labour and focus once again shifted

The internet boom in the 1990s saw web technology businesses

blossom and recruiters started focusing on ICT based skills

Where are we today?

In a knowledge-based economy, people are the primary

determinant of Organisational success

In fast-changing environments, where roles and responsibilities

are hard to specify, Organisations must count on employees to

act in ways consistent with Organisational objectives, cultures,

and values

Lean Organisations are needing to do more with less

Employees are increasingly focused on personal fulfilment at

work

Employer of Choice has become the buzz word

- Organizations have devised new ways of attracting talent with a

‘good fit’ and engaged to their cause.

- Its more about behavioral competencies and cultural fit than skills and

academic credentials only.

- More emphasis is around strategic recruitment with more and more

organizations developing their own in-house talent pools

- Technology has revolutionized recruitment

So what’s the latest in Talent acquisition?

Therefore….today

Companies are getting younger (and

younger)

The face of our workforce is looking much younger. We have

young executives leading business today and a couple are

mentioned in our top 40 under 40s listing, e.g. KCB Group

CEO

This is becoming the trend at the C-suite level. Today it is not

a surprise to find executives in their early to mid 30s leading

large functions within organizations.

Companies have realized that talent is a key differentiator, and

they are doing whatever they can to gain a competitive

advantage – including looking into universities to develop

future STEM talent, e.g. Safaricom

Its more about quality than quantity

The quality of hire is the most important metric followed by time it

takes to hire.

Retention/turnover, new hire performance evaluation and hiring

manager satisfaction are being used to assess quality of hire.

Recruitment is the new marketing

A study was done by LinkedIn Talent Solutions and they asked 4,125

talent acquisition decision makers what are the things that your

competitors have done or plan to do that would make you most

nervous? The answer….

i. Investing in their employer brand

ii. Improving employee retention

Leveraging on Technology

The recruitment trend that will impact 2015 most significantly will be

the reliance of social media to scout for talent. Social media platforms

like LinkedIn will continue to grow in popularity to headhunters.

Organizations are linking their recruitment systems to social media

platforms to get the right fit for role and reduce time taken scouting for

talent. IBM, Oracle and others have developed talent acquisition

systems that enable a recruiter to identify, shortlist and assess (to some

degree) the candidate’s suitability for the role even before meeting

them.

This trend has led to less reliance on paper advertisements and more on

electronic print.

Recruitment process outsourcing

will continue to grow…

RPO on the rise makes sense, as many companies are burying

archaic definitions on “recruitment outsourcing” and

recognizing what RPO truly means: partnering with an expert to

design and execute a customized process and working together

collaboratively and seamlessly to transform organizations’

approaches to talent acquisition and talent management.

In summary…

1. Invest in your employer brand

2. Leverage on technology

3. Build a talent pipeline to feed your talent pools

4. Seek strong strategic recruitment partners

Thank you!

Q & A