1. Are you looking for
the right talent?
We find you the
perfect fit.
Deloitte Talent Search
© 2010 Deloitte Consulting Malaysia

2. Global presence, local expertise
Global presence
• One of world‟s largest global
professional services firms Europe
297 offices in
• Access to intellectual capital of 47 countries
Ranked No. 2
approximately 165,000 people operating North America Ranked No. 2 in UK
Ranked No. 3 in France
131 offices in 2 countries
from approximately 700 offices in over Ranked No. 2
Middle East
140 countries Africa 29 offices in
Asia Pacific
46 offices in 16 countries
21 countries 113 offices in
26 countries
Local expertise LACRO
Ranked No. 2
Ranked No. 1
• Serving the Malaysian business (Latin America
and Caribbean)
in Taiwan
69 offices in
community for the past 40 years 28 countries
• Represented by more than 1,000
professional staff through 8 offices
throughout the nation
• Under guidance of 56 partners,
principals and directors
Deloitte’s competencies
Audit Tax Consulting Financial Advisory
2 Deloitte Talent Search © 2010 Deloitte Consulting Malaysia

3. About Deloitte Consulting Malaysia
Deloitte Consulting
Malaysia
Human Capital Strategy & Operations Technology
HC Consulting Corporate Strategy Business IT Strategy
Learning & Development Financial Management IT System Planning and
Selection
Talent Search Customer & Market
Strategy IT Program Management
Office
Mergers & Acquisitions
Application Integration
Operational Excellence
(Performance IT Cost Reduction
Improvement)
Technology Infrastructure
Programme Leadership
Planning and evaluation
Supply Chain Strategy for implementation of
major IT systems
3 Deloitte Talent Search © 2010 Deloitte Consulting Malaysia

4. Inside Human Capital
Deloitte Human Capital
Malaysia
Learning & Human Capital
Talent Search
Development Consulting
Bureau Services Executive Search Organisation & Change
Training Gen Y Recruitment HR Transformation
System Sales & Support Outplacement Services Total Rewards
4 Deloitte Talent Search © 2010 Deloitte Consulting Malaysia

5. About Deloitte Talent Search
• Talent Search is the Strategic Talent Acquisition arm of Deloitte Human Capital Services Group,
offering fully customised, flexible solutions to meet specific talent needs of organisations around the
world.
• We work on a partnering concept and add value to your hiring needs by identifying, locating
and sourcing for right talent that not only enhances but drives your business performance and
success.
• We assist our clients fill positions which are:
- Urgent
- Challenging
- Confidential
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6. Our search consulting expertise
Deloitte Talent Search
Gen-Y Recruitment Executive Search Outplacement Services
We work with our clients to hire We analyse your talent The process of assisting
the right young talent for their competition and develop employees who are about to be
entry level positions. Our schemes to attract your critical laid off to source for new
assessments are customised to talents for senior management employment by guiding them
suit the individual needs of our level and above. We also help with resume drafting, offering
clients. Our active participation you to study market demand and career guidance, and providing
in career events across propose means to supplement practice interviews.
universities, paired with our shortages in human capital.
focus in the social media space
ensure that we attract only the
best of Gen-Y for our clients.
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7. Our strengths
• With our proactive approach for our executive search services, we guarantee an 85% market
coverage when scanning for candidates.
• Our extensive network as well as strong relationships with private and public universities enable us
to gain access to a pool of readily available experienced candidates and fresh graduates.
• Our consultants are easily accessible via various means, e.g. phone, email, Skype, Gtalk, etc., thus
accelerating the recruitment process.
• Assessment activities are customised based on our individual clients‟ needs to identify candidates
with the right competencies and personality traits.
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8. Executive Search
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9. Executive Search process flow
Day 1 Day 14 to Day 28
1. Authorisation 2. Candidate
of search & search & 3. Final stage 4. Follow up
needs analysis selection
• Signing of the Letter • Candidate search in • Assist in the • Follow up with the
of Engagement (LOE) relevant industry managing of appointed candidate
candidate‟s
• Discussion the • Conduct face-to-face expectation • Progress check with the
position details with interview with client and candidate
the Hiring Manager / candidates • Assist in the signing
HR Manager the Letter of
• Preparation of the Appointment
• Preparation of Candidate Profiles
Position Profile with recommendations
Report
• Assist in interview
arrangement between
candidates and client
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10. Executive Search selection process
1. Industry search & 2. Pre-screen & 3. Candidate short listing
candidate listing detailed screening & profiling
• Research target companies • Conduct phone interviews with • Shortlist candidate and prepare
based on client‟s candidates and assess Candidate Profile with:
requirements communication skills
– Summary of suitability &
• Develop a list of candidates • Meet up with candidates for eligibility
to call through: face-to-face interview to
assess skills set, motivational – Details of career, i.e. job
– Database factors, cultural and functions & achievements etc
– Networking personality fit and to manage – Reasons for leaving each
the candidate‟s expectations company and position
– Referrals
• Administer the Thomas – Current salary & expected
– Active search International profiling tool salary
psychometric tool
– Thomas International
• Conduct reference check with profiling/assessment report
former superiors (optional for for shortlisted candidates
the final short listed candidate)
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11. Our industry expertise
Financial
Logistics IT Electronics
Services
Semiconductor Industrial Automotive Advertising
FMCG Construction Engineering Chemical
Telecommunication Retail Hospitality Education
Oil & Gas Pharmaceutical Medical Service
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12. Executive Search: Our past achievements
Industry Search experience Industry Search experience
Account Director, Creative Director, Regional IT Director, MIS Manager, Sales
Head of Engineering, Research
Information Manager, Senior System Analyst, System
Advertising/Media
Manager, Sales Manager Technology Engineer, Unix Analyst
GM – Sales, Sales Manager, Supply CEO, GM, Financial Controller, AVP –
Automotive Chain Manager Logistic Finance, AVP – Marketing & PR
Country Manager, Regional SHE HR Director, QC Manager, Production
Chemical Manager, Business Manager, Business Manufacturing Manager, Supply Chain Manager,
Analyst Maintenance Manager, Chemist
Construction & GM, Project Manager, Sales & BU Manager, Service Manager, Product
Marketing Manager, Leasing Manager Medical Specialist
Property
Electrical & GM – Commercial, Senior Operations Retail Operations Manager
Manager, Sales Manager Oil & Gas
Electronics
HR Director, Technical Sales Manager National Sales Manager, Product Manager,
Engineering Pharmaceutical Marketing Manager, Division Manager
VP – Asset Management, VP – Tax, Head of Merchandising, Operations
Financial Services Senior Corporate Planning Manager Retail Manager, Store Manager, Audit Manager,
Accountant, Buyer, Sales Executive
GM, Sales Director, Marketing Director, Financial Controller, HR Manager,
Marketing Manager, Key Account Engineering & Process Manager,
FMCG Manager, Brand Manager, Product Semiconductor Manufacturing Manager, Quality Manager,
Manager, Category Manager, HR Materials Engineering Manager,
Manager Development Engineering Manager
AVP – Finance, Marketing & CFO, Strategic Account Manager,
Hospitality Communications Manager, HR Manager Services Investment Manager, Legal & Corporate
Affairs Secretary
Commercial Manager, Operations CEO, Business Controller, Supply Chain
Industrial Manager, Procurement Manager, Telecommunications Manager, Customer Service Manager
Accountant
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13. Gen-Y Recruitment
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14. Our process flow
Continuous effort Turnaround of 2 to 5 days
Candidate Understanding Recruitment
Final stage Follow up
attraction clients needs activities
• Conduct • Signing of the • Candidate search • Assist in managing • Follow up with the
workshops at Letter of in database candidate‟s appointed
targeted private Engagement. based on client‟s expectation. candidate to start
and public • Discuss the requirements • Assist in work.
universities. position details • Phone or face-to- administering the • Progress check with
• Attract Gen-Y with the Hiring face interview to signing of the the client and
applicants via Manager / HR assess Letter of candidate.
social media Manager. candidates‟ Appointment.
network. • Customise communication
• Optimise Talent recruitment and skills.
Search website for selection based on • Preparation of
candidates to client‟s needs. candidate
register online and profiles.
apply for available • Assist in interview
positions. arrangement
between
candidates and
clients.
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15. Our experience participating in career events at private and
public universities
Participate in career fairs to maintain a fresh database of
graduates.
CV writing workshops have been conducted in universities
nationwide.
Visiting universities to prepare graduates for employment.
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16. Gen-Y Recruitment: Our past achievements
Iskandar Malaysia Graduate Leadership Assessment and Development Programme (IMGLAD) is a
collaboration between Deloitte and IMREC to provide soft skills training to fresh graduates. Deloitte
Talent Search was involved in a year-long project in which we successfully recruited 600 fresh
graduates to be trained for 3 months and subsequently placed them with companies for internship
or permanent placement. Below are the list of participating companies and positions:
Company Positions Company Positions
Management Trainees Mortgage Sales, Customer Engagement,
AEON Co. Citibank Customer Service, HR Intern
Business Process Associate System Engineer, R&D Engineer
AIA Comintel
GIS Engineer Planner
Amnavi Epson Malaysia
MRCC Analyst, IT Intern, HR Exec, Executive Trainee, Manager
Averis Associate Analyst Felda Holdings
CCM Management Trainee Site Engineering Geologist
G&P Geotechnics
Pharmaceuticals
Group HR Executive, Group Corporate Account Assistant, Management Trainee,
Communication, Credit Card Accounts Assistant
CIMB Bank Processor, i-trade Customer Service GCH Retail
Executive, PMO Analyst, Sales
Executive
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17. Gen-Y Recruitment: Our past achievements (continued)
Company Positions Company Positions
VSB Engineer, Programmer Staff engineer, Project Engineer, QA /
QC Technician, Production Project
Hewlett-Packard Munivac Engineer, Technician-Precision
Manufacturing, Engineer QC
Global Support Executive, HR NRW Engineer
HSBC Bank Salcon Engineering
IT Validation Engineer Engineer
Samsung
Intel
Electronics
Johnson & Management Trainee Global Operation Officer, Management
Scope International Trainee
Johnson
Executive Trainee Process Engineer
Johor Corporation Seagate Industries
Mechanical Engineer Engineer, Process Engineer
Johor Port STATS ChipPAC
Management Trainee Customer Service Executive
Kraft Foods Scicom (MSC)
Warehouse Executive Customer Representative
Malaysian Sheet
VADS
Glass
Executive Trainee, HR, IT F&B Executive
VH Hotels
Media Prima
(Prescott Inn)
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18. Our Added Value Services
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19. Background search
News Personal
Internet media particular
Education
newsgroup search verification
screening
search
Driving
Employment
violations
screening
Search
Search scope
Bankruptcy Referee
search check
Credit Character
check assessment
Security PTPTN
vetting verification
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20. Personal Profile Analysis (PPA)
GRAPH I GRAPH II GRAPH III Personal Profile Analysis (PPA) is an
Behaviour Behaviour Natural
internationally recognised one-page
at work under pressure attributes
D I S C D I S C D I S C questionnaire that captures a person‟s
behavioural tendencies in different situations,
namely:
• Behaviour At Work
• Reaction to Pressure
• Natural Attributes (Basic Self)
PPA is a simple 10-minute profiling tool
which can:
• Improve your recruitment process
• Increase staff retention
• Enable more effective people management
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21. PPA generated reports
Executive
Provides a condensed overview of a PPA respondent‟s work personality.
Summary
Strengths & Contains two sections that cover the individual‟s Working Strengths and
Limitations Possible Limitations.
Career Guide Indicates job functions best suited to the candidate‟s work style.
Sales Interview Provides useful interview questions for sales positions for initial screening
Questionnaire during an interview.
General
Provides useful interview questions for initial screening during an interview.
Questionnaire
Sales Audit Provides information on an individual‟s behavioural style in a sales function.
Sales Skills Contains seven sections that give a concise description on the sales skills of
Summary the individual who completed the PPA, from pre-sales to post-sales.
21 Deloitte Talent Search © 2010 Deloitte Consulting Malaysia

22. PPA generated reports
Provides detailed information on how behavioural preferences are likely to
Call Centre Audit
influence the execution of key tasks within a call centre environment.
Contains eight sections that give in-depth guidance on getting the best from
How to Manage
the individual who has completed the PPA.
Admin / Technical Provides information on an individual‟s behavioural style in an administrative
Audit or technical function.
Customer Service Contains six sections that give in-depth guidance on getting the best from the
Audit individual who has completed the PPA.
Extracts the individual‟s behavioural tendencies should he/she be put in a
Driver Report
decision to drive for things to happen.
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23. Thomas International Skills Online
• Contains a series of over 100 tests designed to measure hard competencies and skills such as
MS Office and computer proficiency, call centre listening and keying, secretarial skills and basic
literacy and numeracy.
• Benefits users by solidifying candidate information for recruitment and selection decisions.
• Can provide more focused training based on identified skills gap rather than „off the shelf‟
training programs.
• Contains different levels of skills, experience and relevant work exposure. These levels can
roughly be correlated with the 3 levels of jobs in an organisation:
Level of test Type of job
Basic Entry level jobs OR little work experience required.
Middle Management OR where some relevant work experience is
Intermediate
required.
Senior Management OR where the specific skill is highly specialised and
Advanced
specific.
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24. Gen-Y Recruitment: Build your eminence via Deloitte’s
social media network
An opportunity for Deloitte to partner and co-brand with our clients via our social media network, e.g.
LinkedIn, Facebook, Twitter and other available social networks.
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25. Gen-Y Recruitment: Customised assessments based on
clients’ needs
Candidates will be screened based on various tests to assess their communication skills, strategic
and analytical thinking, command of English and personality traits.
Screening Personality
Registration Interview
exercises assessment
Application form are Candidates are Conduct face-to-face Conduct Thomas
given to candidates given a 30-minute interviews with Personality Profile
to obtain their English test which candidates using Assessment or Skills
personal details. consists of: behavioural-based Assessment
• 30 objective interview technique. customised to
questions client‟s
• 1 essay requirements.
(Optional, depending
based on client’s
needs)
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26. Our ethics charter
• Promptly disclose any conflict of interest known to the client
before we undertake an assignment.
• Ensure the client has a complete understanding of our
Terms of Service before we commence an assignment.
• Not to disclose the identity of the client unless consent is
given.
• Protect client‟s confidential information which may be
detrimental if conveyed to outside third parties.
• Maintain frequent and transparent communication with the
client during the search period.
• Conduct an objective and professional reference check on
candidates once all parties have established mutual interest,
maintaining confidentiality of information at all times.
• Include all regular clients in our “No Poach List” where they
will be deemed out of bounds for any executive search
activities.
• Not entice a candidate placed by us to leave a client‟s
company, under any circumstances.
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27. © 2010 Deloitte Consulting Malaysia