A game changer is "someone that changes the way things are done, thought about or made." - Greg Basham, CEO, eeVoices

1. Talent Acquisition Game Changers
From Sourcing to Succession
eeVoices (HK) Limited
Greg Basham, Andrew Cheung

2. Talent Management Solution Partner

3. A Game Changer
Something that changes the way things are done,
thought about or made.

4. A Game Changer
Increase Talent Density faster than
organization complexity
The best people are 2 times better in process work
10 times better in creative work
and lead to effective teams with top talent
9,000,000 HITS since 2009

5. HR Strategic Agenda
Attract & Select Engage & Retain Strategic HR
Employer Branding
Engagement
Surveys
Develop HR Value
Proposition
Technologies
Integrate Learning
& Jobs
Shift to Business
Partner Roles
Reach Global
Platforms
Eliminate the
Leadership &
Management Deficit
Internal
Consultants
Story Telling
Coaching &
Mentoring
New Metrics /
Analytics
World Class
Recruiting Processes
Contribution Based
Succession
Planning
Systems
Employee and
Customer Referral
Exit Surveys
Talk and Show
ROI

6. Employer Branding and Technologies
Engaging hearts and minds
Reaching out to passive job seekers
Goal - create a new relationship between people
and your brand

7. Mobile Technologies
70% of all workers have some mobility in their job
23% of keyword searches on mobile are “job”
7% of employers have mobile career website
3% of employers have mobile job apps
Source: Mashable & IDC

8. Mobile Technologies
Speed up the hiring process
Providing reporting and analytics
Integrate with other recruiting
Improve efficiency
Mobile will take a bigger role in the talent management
lifecycle - from sourcing to screening and interviewing to
on boarding

9. HR Strategic Agenda
Attract & Select Engage & Retain Strategic HR
Employer Branding Engagement Surveys
Develop HR Value
Proposition
Technologies
Integrate Learning &
Jobs
Shift to Business
Partner Roles
Reach Global Platform
Eliminate the
Leadership &
Management Deficit
Internal Consultants
Story Telling
Coaching &
Mentoring
New Metrics /
Analytics
World Class Recruiting
Processes
Contribution Based
Succession Planning
Systems
Employee and
Customer Referral
Exit Surveys Talk and Show ROI

10. HR Value Proposition
1. Know the business
2. Know external and internal stakeholders top
issues
3. Improve / Transform HR practices
(People, Performance, Information & Work)
4. Build and skill your team

11. Use of a Framework
Strategic Priorities
Future Vision /
Priority Current Reality
Desired
1
2
3

12. What do you want to be different 1 year from now?