Talent Acquisition & Employer Branding
EMBRACING THE COMPLEXITIES AND CHALLENGES OF TA IN DEVELOPING MARKETS
15 November 2023
ABSTRACT:
Celestina Raggi & Miyad Mahmood
VP HR MEA & Human Resources Director
Emerson
KEY POINTS
Today we want to focus on the challenges to retain talent. Countries like UAE comes with its challenges and one of them is gender diversity.
In most countries we operate it's not easy, especially to keep the balance between what the employees wants.
There are some initiative programs that are globally designed to increase the hiring needs, which are based on three pilars!
In 2023, 60% of our hiring needs was increased, due to the fact that we extended our application through our internal, that was one of our pilars.
One of our global initiatives was "Let's Go" where the core value was for our people to feel welcomed, trusted, empowered to solve the world's most complex problems.
Summer Baruth
Head of Global Employer Brand & Talent Attraction
AECOM
KEY POINTS
Talent is scarce and hard to find, how do we build the team. Building a team that is dedicated to deliver a better world, based on the culture and not only, but our goal is leaving a world a little better.
The common thread is that we need to have more women into our industries all over the globe. It's time to educate our team internally to pay diversity, gender diversity etc.
This year we have been dedicated to educate our team, leaders. Everyday is a new challenge. One of the questions that we do have is what do we offer candidates and benefits perspective, and work life balance are some of them.
André Rolim
Regional HR & ER Director
ALCOA
KEY POINTS
We accelerate the growth of our team members by actively taking into consideration biases and monitoring progress on a global scale. We do this by providing flexibility.
We are helping leaders to see the blue oceans, we are looking at represented groups in Brazil.
We want people to shape the reality, and talk more about how differences in generations can make impact.
Hire for impact.
Kathrin Holzfurtner
Global Director Talent Acquisition
iDeals
KEY POINTS
Success in TA is quality, speed and diversity!
In developing markets the most successful parts are based on two core values such as anticipation and adaptability.
One of the challenges is to hire in a local market for the new initiatives, solutions could be remote hiring, active networking, indoors hiring also getting clarity on value propositions, avoiding surprises and delays in the last stages, such as visa and bureaucracy.
Top market candidates, some of the things that they are looking for are pay security, pay salary of the tax. An advice is to invest on the research before opening roles, to understand better and what is considered competitive in local markets, also being updated with latest information.
Jean Fabrice Kacou Bi
Director People & Culture West, East & Central Africa
PMI
KEY POINTS
In our company our solutions is to manage a strong employer brand, what is our purpose that we offer to the market employee, and give a competitive salary, trainig opportunities also creating an attractive environment, also partnership with the local organizations such as universities.
Disrupting talent acquisition strategies and meeting candidates is a fundamental part.
Darien Sharaf
Global Diversity & Inclusion Partner, Chief Diversity Office
BAKER HUGHES
KEY POINTS
The way we were hiring before and now has changed, what we look for in a talent, is for them to be agile, flexible especially in up-skilling and re-skilling!
In Baker Hughes we get the best talents in the developing markets through university relations, also internally in the companies.
THANK YOU!
