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#connectinsg 
Building a Self-Sustaining Talent Engine 
Rebecca Craig 
Head of Product Consulting, SEA 
LinkedIn 
#conn...
#connectinsg
3 
#connectinsg 
Talent Matters 
Dawn Wong 
HR Manager 
Rakuten Asia Pte Ltd
4
5 
Recruiting Channels 
Past Recruiting Channels 
Recruitment Agencies 
Company Website 
Employees’ Referral 
Recruitment ...
6 
Incorporating LinkedIn into Direct Sourcing Activities 
Ability to customize recruiting activities & gain industry insi...
7 
Best Practice – Holistic Approach of Recruiting 
Be personalized 
Win Win strategy 
Mid to long term approach 
Branding...
8 
Results in 6 weeks 
Results 
50% of response rate 
Closed 9 positions for both local & global positions 
Managed to get...
9
10 
#connectinsg 
Cairn India’s LinkedIn Journey 
Madhu Srivastava 
Talent Acquistion Head 
Cairn india
Cairn India – Some facts 
•Amongst top 20 global independent E&P companies 
•Accounts for 30% of India’s Crude Oil product...
Some of our Talent Challenges 
Globally limited technical talent pool …shortage of professionals with 15-25 years experien...
What we did in last 1 year 
Internal 
External 
•Revamped Recruitment process – ATS, SLAs, Candidate experience 
•Optimum ...
What we have achieved 
•Most business critical positions filled up …operating at 96% of Budgeted HC. 
•Technical Leadershi...
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#connectinsg 
DBS’ LinkedIn Journey 
Theresa Phua 
Managing Director and Singapore HR Head 
DBS Bank
Engage Potential passive candidates 
Entrench Social recruitment practices in our HR Culture 
Enhance Our Employer Brand t...
50,000+ 
>100% 
followers 
More than 
150 
posts 
Increase in 7 months 
1,500 
InMails 
sent out 
30% 
response rate 
&
OUR SOCIAL JOURNEY 
Thank you and don’t forget to follow DBS on LinkedIn! 
Disclaimer: The information contained in this d...
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#connectinsg 
Overview of the Mercer Journey from reactive recruitment to proactive recruitment 
Leesa Rawlings 
Regio...
MERCER 
Mercer’s Talent Acquisition transformation journey continues… 
Traditional 
Developing 
Strategic 
•Efficiency 
•B...
MERCER 
Dynamic and Proactive 360 TA Program 
IDENTIFY 
SOURCE 
ENGAGE 
Business critical roles? 
Review current talent ga...
Building a Self Sustaining Talent Engine | ConnectIn Singapore 2014
Building a Self Sustaining Talent Engine | ConnectIn Singapore 2014
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Building a Self Sustaining Talent Engine | ConnectIn Singapore 2014

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Talent acquisition leaders from DBS, Mercer, Cairn India and Rakuten share the ways that they have created a set of experiences that continually engage potential talent, even after the last person has left the office for the day.

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Building a Self Sustaining Talent Engine | ConnectIn Singapore 2014

  1. 1. 1 #connectinsg Building a Self-Sustaining Talent Engine Rebecca Craig Head of Product Consulting, SEA LinkedIn #connectinsg
  2. 2. #connectinsg
  3. 3. 3 #connectinsg Talent Matters Dawn Wong HR Manager Rakuten Asia Pte Ltd
  4. 4. 4
  5. 5. 5 Recruiting Channels Past Recruiting Channels Recruitment Agencies Company Website Employees’ Referral Recruitment Portals Current Recruiting Channels LinkedIn Company Website Employee’s Referral
  6. 6. 6 Incorporating LinkedIn into Direct Sourcing Activities Ability to customize recruiting activities & gain industry insights. Ability to form talent pipeline & reap benefits even for unsuitable candidates via profile sharing & referral Ability to clarify misconceptions of company cultures & rumors Better time management Ability to foster closer ties as business partners. Ability to connect with worldwide talents & form powerful networks
  7. 7. 7 Best Practice – Holistic Approach of Recruiting Be personalized Win Win strategy Mid to long term approach Branding Truly understand recruitment needs There is no closure to a connection
  8. 8. 8 Results in 6 weeks Results 50% of response rate Closed 9 positions for both local & global positions Managed to get overseas talent to be onboard & work with us Followers of over 1000 in our Linkedin Homepage Have screened close to 1000 profiles Over 100s of profiles have applied for positions Created a pipeline of ever green positions ROI gains before acquire Recruiter Tool
  9. 9. 9
  10. 10. 10 #connectinsg Cairn India’s LinkedIn Journey Madhu Srivastava Talent Acquistion Head Cairn india
  11. 11. Cairn India – Some facts •Amongst top 20 global independent E&P companies •Accounts for 30% of India’s Crude Oil production – 200,000 Bbl / day •Market Cap > USD 12bn •Revenue: USD 3.2bn •Demographics : 1900 Employees, 10 Nationalities, 300+ with Global experience “Fastest growing energy company in the world -2012 & 2013” - Plats
  12. 12. Some of our Talent Challenges Globally limited technical talent pool …shortage of professionals with 15-25 years experience Mix of skill-sets changing from easy to difficult - Tight Oil, EOR, Frac Low awareness about Cairn in the global markets Cairn was operating at 70% of Budgeted Headcount … won Exploration licenses but no manpower to execute
  13. 13. What we did in last 1 year Internal External •Revamped Recruitment process – ATS, SLAs, Candidate experience •Optimum Source-mix – Referrals and best-in-class global Recruitment partners •Corporate website •Social Media presence – LinkedIn, Facebook and Twitter. •Market Mapping / Branding Events – Targeting Returning Indians – across major Oil & Gas hubs. •Recruitment campaigns •Technical conferences – Branding & Recruitment A well-oiled Recruitment engine
  14. 14. What we have achieved •Most business critical positions filled up …operating at 96% of Budgeted HC. •Technical Leadership team & Second line in place. •LinkedIn – a great story … 600% increase in Follower base and 400% increase in Talent Brand Index (TBI). •Able to create a buzz in the niche O&G market … good Brand recall.
  15. 15. 15 #connectinsg DBS’ LinkedIn Journey Theresa Phua Managing Director and Singapore HR Head DBS Bank
  16. 16. Engage Potential passive candidates Entrench Social recruitment practices in our HR Culture Enhance Our Employer Brand through our Employee Value Proposition
  17. 17. 50,000+ >100% followers More than 150 posts Increase in 7 months 1,500 InMails sent out 30% response rate &
  18. 18. OUR SOCIAL JOURNEY Thank you and don’t forget to follow DBS on LinkedIn! Disclaimer: The information contained in this document is intended only for use during the presentation and should not be disseminated or distributed to parties outside the presentation. DBS Bank accepts no liability whatsoever with respect to the use of this document or its contents.
  19. 19. 20 #connectinsg Overview of the Mercer Journey from reactive recruitment to proactive recruitment Leesa Rawlings Regional Talent Acquisition Leader- APAC, Far East and IMETA Mercer
  20. 20. MERCER Mercer’s Talent Acquisition transformation journey continues… Traditional Developing Strategic •Efficiency •Business Impact •Passive Talent targeting •Quality of hire •Cost per hire •Talent Pipeline management 2012 2014
  21. 21. MERCER Dynamic and Proactive 360 TA Program IDENTIFY SOURCE ENGAGE Business critical roles? Review current talent gaps? Competencies needed to support growth? Alumni and Communities Passive Talent Maps LinkedIn Pipeline and Vendor Maps Multi- channel and dynamic Touch- points Showcasing the ‘Mercer Experience’ Fostering Trust through Ambassador Outreach and CSR

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