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© 2014 1 Why it pays to specialise your business Burt Baptiste, Talent2 | 25 March 2014.

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1 © 2014 1 Why it pays to specialise your business Burt Baptiste, Talent2 | 25 March 2014

2 © 2014 2 What is the key to specialisation? By sector / segment / vertical HRSales & Marketing EngineeringITAccounting & Finance

3 © 2014 3 How do you specialise? Retained Search / Executive Search HIGH end, MEDIUM end, LOW end of the market Perm vs. Contract

4 © 2014 4 At Allegis our core is... specialising in our people

5 © 2014 5 Agenda »History & overview of Talent2 »History & overview of Allegis Group »A little about my story »What / how do you focus (specialise) on your people

6 © 2014 6 Founders Geoff Morgan and Andrew Banks have 40 yrs combined experience Morgan & Banks – 1985 In early 2002, the employment market was changing Companies needed to find new ways of hiring and managing talent The road to Talent2

7 © 2014 7 Geoff and Andrew joining forces with an Australian HRIS and Payroll software company to create a new recruitment and HR outsourcing venture in 2003 With that, Talent2 was launched as the first HR BPO in APAC Which led to...

8 © 2014 8 Over the last 10 years Talent2 grew to... End-to-end talent management company | RECRUITMENT | PAYROLL | LEARNING Offices in 18 countries Providing services in 31 countries, in 31 languages 1,700+ people #1RPO in Asia #2Payroll in Asia #3Learning in Asia

9 © 2014 9 Piecing the global puzzle together Allegis footprintTalent2 footprint »In 2012, Allegis Group and Talent2 Group formalised the relationship via a Joint Venture

10 © 2014 10 Allegis Group... It all started with 2 people in a basement who wanted to build a business with a vision of “striving for excellence through serving others”

11 © 2014 11 My company, my story Regional Managing Director Talent2 2013 Vice President Aerotek 2011 Director (10 years) Aerotek 2010 Recruiter Aerotek 1996

12 © 2014 12 How specialisation has kept me here for 18 years »3 month marker moment – how they took care of me »Career development received along the way »Once I was identified as a HIPO I always had a professional mentor within the company »Always challenged to do more »By focusing on our people it’s clear who we want in and who we want out of the organisation

13 © 2014 13 What does it mean to truly SPECIALISE or focus on your people?

14 © 2014 14 It’s beyond...... Benefits Promotions Compensation Long Term Equity

15 © 2014 15 It’s about... career development Do they have EXPOSURE to the MD or CEO? Can you say that every HIPO has a CAREER PLAN, 1/3/5 yrs? Do people receive critical and honest FEEDBACK (the best want to get better)? Do they receive STRETCH ASSIGNMENTS where they see how they are developing?

16 © 2014 16 It’s about... their personal development Do you know them as INDIVIDUALS? Do you know their BELIEF SYSTEMS? What are their HOPES and DREAMS, house, car, family members? Why did they REALLY GET OUT OF BED today...

17 © 2014 17 Notice I did not say upward mobility? How LONG can / do they want to do the same job? Where do they WANT TO LIVE? Can they LEARN another skill? (cross training) It’s about... mobility (what's next)

18 © 2014 18 It’s about... a mutually beneficial relationship MATCHING the individuals GOALS with the business goals...this must align This doesn't mean it can’t ebb and flow but as leaders we must monitor this. When it’s not a match, if handled well the exit can be more profitable than the existing relationship.

19 © 2014 19 What you can do starting March 25 th... Devote at least 30% of your time to these activities Make sure that you engage in 1 on 1 sessions with someone everyday Quick Wins... Depending on your status, a 5 mins call can be more powerful than an expensive dinner “People don’t care about how much you know... Unless they know how much you CARE !”

20 © 2014 20 Q&A

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