HRO Today – On the Horizon
Diverse recruiting challenges that perceptive HR executives will need to tackle in Asia.
In Asia, which is comprised of nearly 50 different countries, talent acquisition can be a serious challenge. Cultural differences, new technology, and frequent employee turnover can influence the effectiveness of engagement and retention strategies in a highly competitive market. HR executives who stay ahead of future trends and predictions, however, will be able to conquer these challenges and develop an efficient system for hiring and keeping top performers.
There are many critical factors that influence talent acquisition in this diverse region—the right balance of local, regional, and global approaches to candidate engagement and hiring for one.
“In the majority of markets, candidates have many choices and potential employers need to be nimble in evolving their approach—using data to evaluate process and spend effectiveness,” Sue Campbell, Korn Ferry Futurestep’s managing director of Asia, explains.
New Models Needed
Whilst China’s economic growth is flattening out as 2016 ends, other Asian countries are still growing, and their growth requires new talent acquisition models to cater for speed and quality of service, according to Kristy Sidlar, managing director, business development, Asia Pacific Region, at Allegis Global Solutions. “Year over year, low unemployment rates mean the war for talent is very much front and centre and impacting the ability for every organisation to hire the best talent for the job,” she says. “With growing project demands and increasing workloads, employers often have to settle for applicants that aren’t ready to be accelerated up the corporate ladder. Nor are companies equipped internally to develop talent quickly enough. These factors result in organisations not innovating, getting stuck in current state, and seeing a shortage of future-ready talent.