May 15 2018

After 10 years of establishment in Indonesia, Viventis Search Asia managed to hold their first event: The Future of Talent on 8th of May, at Crowne Hotel Plaza, Jakarta. With 4 speakers, here are the takeaways:

Challenges and Opportunities in Digital Generation.

“They Tend to Leave A Company, Period”

Lita Kemala Dewi, Associate Director – People & Organization at PWC Consultant shared her insights on millennials mindset: they are not going to stay for too long.

Millennials are thirsty for learning new stuff. If they have mastered something, they will want another exposure. Millennials are also considered selfish, because they said they want to make an impact and meaningful work, but the reality showed that most of them are aiming for flexible working hours, and wonderful salary and benefit.

However, they have creativity, innovation, and out-of-the-box thinking that sometimes go beyond their previous generation. Not to mention that they’re all tech-savvy, which is needed most in today’s world.

A company should embrace them as the future of workforce and provide an environment that builds trust and encourages them to keep generating their ideas. Every company has the same tools and technology, but it is eventually up to the HR and Business Leaders on how to make the most of this generation presence in the workforce.

New Practice for Corporate and HR Leaders

“Recruitment is a one-year plan, Talent Acquisition is a long-term plan”

Nur Indah Lestari – AVP Talent Acquisition at Home Credit have shared her thoughts on corporate HR strategies. As we watch the rise of new generation in the workforce (Millennials and generation Z), companies have to think whether their pipeline workforce aligns with their business goals. “Are you going to build people, or are you going to enrich your demography?” she quoted.

HR function has evolved over the years where it used to be as “hire, fire, pay” procedure in the 1970s until now, where company enables people to do what matters to them and be part of the entire organization. However, to stay relevant and competitive, the company should be able to brand themselves by creating their Employee Value Proposition (EVP) — what candidates value in an employer vs what employers offer to candidates. Every business leaders now must start understanding how EVP works, and build the company’s EVP and its experience by defining company’s internal practices. This can be executed by working side-by-side with Corporate Brand, Marcomm, and Investor Relations through various data insights.

Nowadays, companies need to learn how their organization perceived in the market because talents are also assessing companies’ reputation and business sustainability before they decided to apply.

Digital Recruitment & Branding Using Data in Today’s Changing World

Jenny Choo, Senior Account Manager of LinkedIn is sharing about digital recruitment and branding in current changing world, where the turbulence has become a new norm and digital disruption has disrupted many industries, including Human Resources.

Each company has the same access to candidate pool. However, due to social media progress, anyone can find jobs, search for companies, and connect with anyone easily. What it takes to successfully attract top talents is to make them aware of company’s brand, have them engaged with it, until then considered a career path at the said organization. More importantly, companies should consider to focus on leveraging data and AI to attract and hire top talents.

Future Proofing Your Career

Yu Ming Chin, Founder and Executive Director of Viventis Search Asia has shared his thoughts on The Future of Talent, Career Well-Being, and Future-Proofing Your Career and Organization.

Artificial intelligence and automation of jobs, having gaps in skills and competencies, and the rise of independent workforce has disrupted the global workforce trends. Nowadays, recruitment has shifted from recruitment centric approach to career well-being, where company should start paying attention to their talents career development in order to boost engagement and productivity and create positive employer branding.

Perpetual learning is one of the keys to ensure career well-being. By having platform to learn new skills such as Degreed, would help talents to keep engaging and contributing toward company’s greater goal.

To future-proof a company’s HR & recruitment, an HR should adopt always-on and self-learning culture to build skills quickly and easily and apply agile management to transform organizational capability. AI maximization and robotic technology, essential skills and digital learning investment, and flexibility culture creation might seem unorthodox back in the past. But it’s a must in today’s business.

PS: You can also download the photos here.