"Mindfulness, Planning & Execution In Talent Acquisition" - New Talent Approaches For Better Outcome

As the whole HR industry is entering new-world transformation, talent acquisition encounters considerate pressure which requests them to change their talent approaches for better outcomes. During the seminar Mindfulness, Planning and Execution in Talent Acquisition, new “tricks” for recruiters has been introduced and discussed by more than 50 participating HR professionals from both MNCs and local companies. Below is some food for thought that recruiters in the new age could take into account.

Understand potential “roadblocks” and future skillset required for new talents

Following the trend of mobility, together with new rising demand for creativity and professional skills that “talent” will be trained by multi activities as well as relocated within different functions before joining the exported workforce in the global playground. Affected by the 4.0 industrial revolution, requirements for talent start to change. Particularly, the report about “Jobs in the future” (2020) also points out that creativity, critical thinking, complex problem solving, emotion intelligence and cognitive flexibility are on the way to be in top job’s requirements in the future. Besides, according to the quick research 2017 of Talentnet Corporation on more than 100,000 data points collected from Executive Search Service, some jobs, such as legal, security and compliance consultancy, have started to grow across industries. This also means jobs that don’t even exist today can become commonplace and the future workforce will need to acquire new skillset to adapt and stay competitive. It is to say, HR professionals, especially recruiters, must take into account all these newly emerging skills in order to select the right talent at the right time. 

Besides, one of the keynote HR workforce should bear in mind that HR should be acknowledged and involved with the business strategy. People agenda is a complex picture, connected by both human mosaics across functions, leaders and technology revolution, so it’s important to understand and align with each other before starting to work the mix. 

Ms. Nguyen Thi Quynh Phuong – Director of Executive Search & Selection, Talentnet presenting the snapshots of recruitment demands in recent years

Know organization’s need & decide recruitment’s demand 

Explore thoroughly the current situation of your organization workforce, assess the roles and their impacts and finally map them with your business strategy and finance plan. The recruitment plan, then, can follow with different action plans for different target groups. Once it is clear what could be done with the current workforce, meaning buy, borrow or build talent, HR can sit down with their CEOs, business leaders and finance head to start cooking their people strategy. 
Moreover, as emphasized in the seminar, as data boom era has been transforming how people live and work significantly, talent acquisition and retention strategy nowadays also need to be more innovative and data-driven. New-age recruiters, hence, should be those who are willing to take the plunge, challenge the status quo to disrupt the whole traditional recruitment flow.   

Ms. Xuan Huong – HR Director of Akzo Nobel Paints Vietnam sharing about workforce planning with case studies and discussion

Workforce planning with case studies and discussion

Ms. Nguyen Ngoc Quynh Chau, HR Director of DHL Express and the presentation of some tips for recruitments in Vietnam

Besides, one of the keynote HR workforce should bear in mind that HR should be acknowledged and involved with the business strategy. People agenda is a complex picture, connected by both human mosaics across functions, leaders and technology revolution, so it’s important to understand and align with each other before starting to work the mix.