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Expanding into Asia
Given the success in Europe of recent years PeopleXS has decided to continue the current growth strategy and further develop an establishment in Asia for the "Asia Pacific" market. Singapore to be exact. Nils Frenkel has been appointed as Managing Director and is currently exploiting the market there.
Nils has brings experience in setting up new offices and doing international sales. In one of his recent roles as 'Director of Sales' at a service company he was responsible for the APAC region.
The expansion in Asia is a logical result of the path taken in earlier years. to become a global player in the field of recruitment and talent management. With our current platform, we are well placed to serve multinationals and able to also quickly roll them out and make distinction into various countries or regions by segmenting the application. Our different language modules can also be used when deploying the system in these regions.
We have great confidence in this market and the growth they are currently experiencing. Expansion in Asia will make our product and our community of users even more interesting, larger and more professional because more users will participate and contribute ideas. Customers who have an office in Asia will be contacted by us or they can contact us for their recruitment and talent management activities to professionalize it further.
Eelco
Alumni programs to stay connected with ex-employees.
Crisis time, economic downturn is all we hear these days. Many companies are less occupied recruiting and more involved with mobility management in order to make sure the best people are staying at the right place in the organization. Preventing real talent from leaving has become a bigger concern these days. Unfortunately not all companies can escape this tycoon and people made redundant seem to be unavoidable. Good employees arrange for outplacement possibilities and redundancy packages, however do they also think about the future? Of course not! That is, I expect that the majority of companies don't. We are having problems now and so we act accordingly, now. Mostly without thinking about the future or at least not over a term of more than 1 or 2 years. After all there is a crisis going on and it is hectic! Jobs that have to be made redundant within a company in a free-fall economy are like lead in a sinking ship. Clean up now and patch up later.
However it would be wise (of course) to take time and set up a good re-hire or alumni program (a.k.a. 'boomerang recruitment'). After rain there will be sunshine and the market will make a come back eventually. Whether it will be in 2009, 2010 or even later it does not matter. The past few years most companies have invested in recruiting campagnes and a 'company brand' in order to attract most current employees. When companies are now at the eve of massive layoffs or are already in the middle of it, they must consider the wasted money invested in these same employees. A good alumni program can ensure that these investments do not go to waste completely. It gives the opportunity to re-hire employees that have had to leave your company.
What is the purpose of an Alumni program?
This kind of program allows management to consciously think about and consider investments made in employees that will leave the company. The goal is to establish a relationship with these people or better to continue your relationship with these people in order to re-hire them when the time is right. This requires time and effort to set up with quality, however the returns are immediately visible when the market comes back.
The second goal is to keep a positive brand recognition as an employer. Even after it is forced into massive layoffs.
With today's technology it is easier to set up a kind of program and achieve an ROI. Or even better without the current technology, Social Media, you should not even try. Even you would really like to take this ahead you can set up a website specifically for your company's alumni and present a full program. This may include:
- the latest developments of the company
- the status of the recruitment and hiring policy
- events at which ex-employees could be involved
- industrial developments
- innovations in specific products, industry or business processes, provided this can be release on this format
- benchmarking and best practices
- portals with opportunities for updating work experience and education on a personal profile as well as a vacancy overview when you start hiring again.
Other benefits
Many employees remain within the same industry or within the same corporate chain. By maintaining good contacts, these people serve as ambassadors or prospect anchors for your existing business. The creation of a strategic partnerships page within the alumni support program may even give additional benefits.
Key differentiators for success
A few key items of importance in the set up of an Alumni program are:
- to use technology and social media
- create a strong business case. It should be an initiative with a business approach (ROI) and not just an interpretation of an HR trend.
- regularly evaluate on the basis of statistics and key indicators
- ensure a full program and in depth content for your target group otherwise you are doomed to fail.
As you can tell a farewell does not have to be permanent. With good policies and a structured program it can actually bear fruit. PeopleXS can always give advice or help you develop a plan. If needed in collaboration with one of our communication partners.
(Source: ERE)
Top 5 ideas:
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(4 votes) Add FLAGS to report criteria
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(19 votes) improve matching
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(3 votes) Managers portal
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(2 votes) Apply with Linkedin
Released ideas
2012-03:
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Expanding into Asia
Ron Muntinga said: Hey Eelco,
Bij de 2 alinea .....Nils has brings.......moet waarschijnlijk zijn:
Nils brings zonder &...
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Koen van den Outenaar said: Dear tsinnige,
you posted your comment on the English blog so I will reply to you in English.
Firs...
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tsinnige said: Het komt op mij heel vreemd over dat textkernel nog steeds geen standaard functionaliteit in PeopleX...
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