Mind Map Gallery Talent acquisition

Talent acquisition

Talent acquisition is a critical process for organizations to identify, attract, and hire the best-suited candidates for their workforce. It involves strategic planning, sourcing, assessing, and selecting individuals who possess the skills, qualifications, and cultural fit necessary to contribute to the organization's success. In today's competitive job market, talent acquisition has become increasingly important as companies recognize the value of acquiring top talent to gain a competitive edge. This mind map will explore the key components and strategies involved in talent acquisition, highlighting its significance in building a high-performing and diverse workforce.

Edited at 2023-07-16 16:24:13

VI LAM

Talent acquisition

VI LAM

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Outline

Talent Acquisition strategy

Revisit/Audit current TA practices across entities

Identify gaps to current and future needs

Agree on new goals and changes

Establish Talent Acquisition philosophy with three guiding principles

Infuse the best Talent: Upgrade talent in Masan by attracting world class people

Efficient : Hire the right profile by deploying modern techniques, in the shortest possible time at the reasonable cost

Consistent: Selection process is standardised & consistent. Create best experience externally & internally

Develop a candidate-centric approach and establish "right" governance

Attract

Leverage social, digital and offline channels to educate passive and active candidates on the benefits of a career at Masan

Career Navigation/Talk

Candidate Helpdesk

Chatbot

Agent

Experts/Specialists' Sharing Bite

Build social, digital and offine channels (LinkedIn, Website, Job Portals, Social media platforms- Fanpage, Tiktok)

Topics

Images

Clips

Hunt

Proactively coffee network with both passive and active candidates

Do competitor/industry talent mapping

Employees

Talent Management Team

TA Leads across entities

Cultivate

Create a talent pipeline pool and provide engagement in a two-way approach to form a true ‘community’ candidate experience

Conduct online virtual events, go to the market activities and increase Masan's presence on social media

Hire

Application

Employment Psychometric Test

Cognitive ability

Personality - Employee DNA

Work behaviour

Leadership Test

Gallups Strengths Finder

Saville Assessment

JDs Quality Review: Clear and accurate JDs help attract the right candidates

Interview

Interview Guide Bank

Clear Roles and Responsibilities of Interviewers

Assessment

Templates

Calibration

Role/Job Fit

Team Fit

Culture Fit

Offering

Revisit current compensation package

Fine tune compensation strategy

Onboarding: “Maximise New Hires Success”

Compliance: Train basic legal and policy-related rules and regulations (Orientation Program and Employee e-Handbook)

Clarification: Ensure new hires understand their new jobs and all related expectations (Line Manager 1:1)

Culture: Provide them with a sense of organizational norms— both formal and informal (team building, lunch together, morning coffee)

Connection: Vital interpersonal relationships and information networks that new employees must establish (pulse check, buddy)

Develop an employee-centric journey

Clear roles, responsibilities and KPIs

Internal Talent Mobility

Employee Helpdesk

Management Roles

Mentoring

Coaching

Rotation

Group Exchange Learning Program

Group Projects

Specialist role

"Me" as an internal trainer

Networking events and conferences

On-line education (Udemy, Safari, Skill soft, e-books)

Embedit Guru (be part of professional community - project implementation, Mentors, Guide, Meet up...)

Cross entity Projects and Knowledge sharing

On-the-job: Prolem solver and change catalyst (system/process/project/manuals)

Employee Well-being

External

Awards and Competitions

Social Media

Campus Activities & Agreements

Corporate social responsibility

Internal

Employee Satisfaction Survey

Employee NPS (net promoter score)

Intranet

Fanpage

Systems/Tools Enabler

ATS

Reporting/Dashboard

HRIS