It’s pretty clear to anyone who is paying attention that the current talent acquisition challenges facing BPO’s in the Philippines is getting worse at an alarming pace.
This trend is echoed across the planet as we have had a global failure in approaches to preparing the youth for the careers we need them to fill. There are several initiative underway in the Philippines to address this, but at this point its just a drop in the bucket when you look at the projections for talent with analytics skills, management potential and a strong work ethic.
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I recently came across this post on LinkedIn that outlined 5 things that we need to work together to do to make sure the generation hitting the workforce now and especially the generation now in school, ready for prime time.
The talent shortage is particularly serious at the middle-management level as companies dither over how to develop high-potential entry-level employees into more senior roles within their organisations.
Solving it requires planning for the long-term and building a talent investment strategy into the corporate culture, which suggests that solving the talent shortage calls for new thinking, new approaches, and collaboration on an industry-wide scale.
Relying on the traditional education path – universities – to fill the talent needs won’t work because that will take years. We a faster solution – one that combines a multi-pronged approach, and one that is collaborative across all players in the business.
The article concludes with five ways of helping to solve the talent crisis threatening companies small and large all across the globe.
- Industry collaboration: Industry leaders joining forces to work with universities, colleges and trade associations to develop specific education programs to fill the expected openings.
- Expanded in-house and external education options: A growing number of firms are developing their own education programs making full use of senior existing internal expertise.
- Job rotation programs: A ‘talent exchange’ rotation to promote cross-functional development, which would also keep employee interest.
- Formalised knowledge transfer: Capturing people’s knowledge before it “literally walks out of the door” into retirement.
- Becoming an employer of choice: Taking steps to ensure that the company is an attractive place to work by providing competitive salaries linked to a valued career path.
DMAIPH can help you by consulting with your management team on how to get ahead of the curve, by providing training to your team on how to optimize your talent acquisition an retention programs and/or by providing you with talent to fill your open positions.
HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.
DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at email@example.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.