28 May 2015, Thursday InterContinental Singapore 6.30pm till late. Entry Guidelines

Transcription

1 28 May 2015, Thursday InterContinental Singapore 6.30pm till late Entry Guidelines

2 Editor s introduction In-house talent acquisition teams and recruiters, it s your time to shine. Welcome to the very first Asia Recruitment Awards In an environment where talent is everywhere but hard to find, recruitment professionals have one of the most difficult jobs in the industry. At the forefront of the hiring process, you are tasked with finding the right people for the right role at the right time and seamlessly seeing them through the entire recruitment process. This inaugural awards ceremony, brought to you by Human Resources magazine, is a unique opportunity for recruiters in Asia to make their mark. Our publication has always been focused on sharing best practices, trends, strategies and programmes within the recruitment world, and we are hugely excited to bring these principles to life in these first ever Asia Recruitment Awards. Across 22 categories, these awards will highlight the excellent work and recruitment achievements made from June 2013 to January 2015 based on clear and quantifiable results. From Best Recruitment Advertising Strategy, to Best Recruitment Innovation to Best Career Website and In-House Recruitment Team of the Year, the award categories cover every aspect of the function and will be judged by a hand-picked panel of senior HR practitioners from the largest organisations in Asia. If your team achieved something remarkable this year, use these awards as an opportunity to shout about it! It s time for you and your team to show the industry why you re the best in the business. The following pages contain all the information you need to enter your submissions, as well as all the pertinent details about the awards ceremony itself. Open to in-house talent acquisition teams and their hardworking recruitment agencies, the Asia Recruitment Awards will identify the best recruitment teams out there according to a clear set of guidelines mapped out in this document. The best of luck to you all! Aditi Sharma Kalra Editor Human Resources 2

3 Submission Overview This document is designed to assist you with your entry submission. Please read the following instructions and requirements to ensure your entries are submitted successfully. All entries, supporting documents, and required items can be submitted online beginning 1 February 2015, at The entry deadline is 17 April Should your entry be shortlisted, you will be contacted shortly after the judging period has concluded. The winners will be featured in Human Resources magazine. Important: Human Resources has enforced a system to ensure there will be no conflict of interest should the judges organisations also submit entries. Judges will not be allowed to evaluate, nor will they be allocated, the categories in which they have submitted entries. Eligibility Programmes/campaigns/systems/initiatives entered should have demonstrable results from the period of June 2013 to January Initiatives or strategies developed and implemented prior to this period are also eligible, provided the results/impact was measured during the past year. Categories are open to all organisations and recruitment agencies based in Singapore. Organisations may be privately-owned, government, or NGOs. All programmes, campaigns, systems or initiatives must have been implemented and carried out for the Singapore office. All programmes, campaigns, systems or initiatives must have been implemented and carried out for the Singapore office. Key Dates 17 April - Asia Recruitment Awards submission deadline 20 April - Asia Recruitment Awards judging begins 1 May - Asia Recruitment Awards judging concludes 28 May - Asia Recruitment Awards Presentation & Gala Dinner Entry Requirements During the online submission process, you will be prompted for the information below. You may wish to prepare them in advance. Any or all information (unless specified as confidential and for use only by the awards jury) may be used during and after the Asia Recruitment Awards gala dinner, and on any and all related materials including trophies, signage, certificates and write-ups in Human Resources magazine. Start Registration address (key in your address to proceed with the online submission process) Contact Person Full Name: Telephone Number: Company Name: Mobile Number: Mailing Address: Job Title: Entry Details Category: Name of Campaign/Initiative/Programme/Individual/Team: Organisation: Team Credits: (Separate team members with a ; e.g. <full name>, <job title>,; < full name>, <job title>,;etc.) Files to upload Core Submission Document that contains: 1. Cover Page with - a. Category: b. Name of Campaign/Initiative/Programme/Individual/Team: c. Organisation: 2. Context/Challenge (Max 300 words) 3. Strategy (Max 500 words) 4. Execution (Max 500 words) 5. Results (Max 450 words) 6. Appendix For items 2 5, please refer to the judging criteria below. If you are submitting more than one entry, or the same entry for multiple categories, tailor each entry to its respective category guidelines. *Any specific information or content intended for judging purposes only must be clearly indicated in red text. Any text highlighted in red will not be used for any other purpose, and will not be disseminated beyond the judging panel in any way. Supporting documentation (graphs, charts, illustrations, videos**, etc) Supporting images (photos, articles etc) ** For Videos, you may upload them into any video-sharing websites e.g. YouTube. Set the privacy setting to Unlisted so that the video is accessible to only those with the link. Include the direct link in your Entry Submission Document. If you password-protect it, do include the access password in your document. Required Formats Core Submission Document:.pdf Supporting documents:.pdf,.xls,.ppt,.doc Images:.jpg,.ai,.psd,.bmp Max file size (all documents): 10MB Min resolution for Images: 300dpi Entry Fees 99 SGD per entry Payment modes: Credit cards Credit cards Accepted: Visa, MasterCard, Amex For further enquiries, please contact Bernadine Reyla at / bernadiner@humanresourcesonline.net, or Suhail Suhaimi at / suhails@humanresourcesonline.net 3

4 Entry Question Details In your Core Submission document, address the following sections. Keep your answers as concise as possible, and do not exceed the respective sections word limit. Tailor your answers based on the category you are entering (see the Category Descriptions below). Entries are classified into organisational, team and individual categories. The respective components add up to 100% of the judging criteria. Organisational Categories Categories 1-13, & Execution (max 500 words) - 30% How did the system make a difference to employees/target market and business objectives? How receptive were your employees/target market to the change(s)? List other important factors that were meaningful to its success Did everything go according to the plan or did you improve/ adjust along the way? Recommended Information (where applicable) Key objectives Target audience Budget Communication channel/s used Strategic thought behind the idea Evidence/metrics showing that the human resources objectives were met 1. Context/Challenge (max 300 words) - 20% 4. Results (max 450 words) - 20% Describe your existing system* What were the key challenges in your existing system? Describe the issues faced with your existing system What were the primary objectives of implementing the new system? 2. Strategy (max 500 words) - 30% What were the considerations before implementing the stated system? Provide details of the new system What makes your system different from that of others? Elaborate on the creative and innovative aspects of your system How was the system implemented/communicated to all parties involved? What was the core insight on which you focused your strategy? Which departments did you/your team have to collaborate with in order to implement the system? What were the results of the implementation (of the new system)? Give clear evidence and metrics demonstrating its performance How you intend to build on your efforts in the future? Why do you deserve an Asia Recruitment Award? Entries without qualified evidence will not be considered (Evidence could be in the form of reports, charts, graphs etc. that depict change in business growth/revenue etc.) *System could be a new initiative, programme, campaign, project etc. 4

5 Entry Question Details Team Categories Category Description of Team (max 300 words) - 20% Describe the role and responsibilities of the team What key personality traits and experience do team members have that make them suitable for their role in the team? What were the team s KPIs? 3. Execution (max 500 words) - 30% How did the team make a difference to employees/target market and business objectives? How receptive were the employees/target market to the change(s)? List other important factors that were meaningful to the team s success Did everything go according to the plan or did the team have to improve/adjust along the way? Recommended Information (where applicable) Key objectives Target audience Budget Communication channel/s used Strategic thought behind the idea Evidence/metrics showing that the human resources objectives were met 2. Strategy (max 500 words) - 30% 4. Results (max 450 words) - 20% What did the team do that made his/her efforts different from others? What was the core insight on which the strategy focused on? What were the considerations before embarking on this unique strategy? How did the team demonstrate innovation and commitment throughout the strategy? Describe how the strategy solved a problem or overcame a challenge efficiently How were the efforts communicated to all parties involved? Describe efforts made by the team to ensure user satisfaction and a seamless experience for all Was collaboration required with other departments to achieve the intended objectives? What were the key results and achievements of the team? Provide clear evidence which demonstrates improved performance including exceeded KPIs, testimonials, and increased revenue/profit How does the team intend to build on efforts in the future? Why does the team deserve an Asia Recruitment Award? Entries without qualified evidence will not be considered (Evidence could be in the form of reports, charts, graphs etc. that depict change in business growth/revenue etc.) 5

6 Entry Question Details Individual Categories Categories 15 & Description of Individual (max 300 words) - 20% Describe the role and responsibilities of the individual What are the individual s key personality traits and experience that make him/her suitable for this role? What were his/her KPIs? 2. Strategy (max 500 words) - 30% Describe the existing environment/culture/system in the company/department before the individual joined What did the individual do that made his/her efforts different from others? What was the core insight on which the strategy was based? What were the individual s considerations before embarking on this strategy? How did the individual demonstrate leadership and initiative? How did the individual demonstrate innovation and commitment throughout the strategy? Elaborate on the creative and innovative aspects of the strategy How were the efforts communicated to all parties involved? Was collaboration required with other departments to achieve the intended objectives? 3. Execution (max 500 words) - 30% How did the individual make a difference to employees/ target market and business objectives? How receptive were the employees/target market to the change(s)? List other important factors that were meaningful to the individual s success Did everything go according to the plan or did the individual have to improve/adjust along the way? 4. Results (max 450 words) - 20% What were the individual s key results and achievements? Provide clear evidence which demonstrates improved performance including exceeded KPIs, testimonials, and increased revenue/profit How does the individual intend to build on efforts in the future? How is the individual a role model for others in the company and industry? Why does the individual deserve an Asia Recruitment Award? Entries without qualified evidence will not be considered (Evidence could be in the form of reports, charts, graphs etc. that depict change in business growth/revenue etc.) Recommended Information (where applicable) Key objectives Target audience Budget Communication channel/s used Strategic thought behind the idea Evidence/metrics showing that the human resources objectives were met 6

7 Category Descriptions Award Categories 1 to 15 are open to in-house corporate recruitment teams only 1. Best Recruitment Advertising Strategy This category is open to all companies that have used any channel of recruitment advertising to leverage their brand recognition. This award celebrates a campaign that is innovative, functional and, ultimately, productive. The entries should be clear in explaining the marketing challenge and, wherever possible, examples of the KPIs set before the campaign and evidence of how these KPIs were met post-campaign. The judges will rate the winner by assessing both thorough and creative ideas in addition to alternative ways of attraction that their target audience could relate to. 2. Best Use of Digital Media This category rewards the innovative use of digital media, irrespective of whether it s based on the channel, placement or format. It is seeking the likes of brands that use digital media to create cut through. Judges will not be looking for the use of new technology per se, but will reward the interesting use of digital technologies. The entries should be able to justify their standing by citing examples of how they were able to maximise their reach through the more unusual channels on a low budget. 3. Best Career Website In-House The best career website gets the message across simply and effectively through its clean and user-friendly layout while being engaging and impressive to visitors. It features a comprehensive corporate branding strategy that increases visibility and generates a significant number of pageviews, assuming an important role in the success of the organisation. 4. Best Employer Brand Development This category celebrates the organisation that is commonly described and/or rated as one of the best companies to work with. The judges will assess companies that have demonstrated their success through external and internal channels with outstanding results. To stand a better chance at winning, it is recommended to list out all of the channels used against their effectiveness and the challenges faced whilst doing so. 5. Best On-Boarding Experience This category rewards the organisation that has excelled in creating an atmosphere that is conducive to employees smooth introduction to the company. With every new employee comes on-boarding which allows new employees to acquire the necessary knowledge, skills and behaviours to become effective members of staff. On-boarding is integral to the individual s and the company s success. Highlighting some impressive processes that go beyond the norm is recommended so the judges can assess the successful implementation. 6. Best Graduate Recruitment Programme This award recognises the efforts of the organisation in attracting high calibre talent from top-notch universities. The judges will determine the success of the organisation by its ability to display success in achieving targets around cost, timelines, number and quality of desired graduates, whilst displaying an innovative approach to the graduate-attraction strategy. 7. Best Staff Referral Programme This category is designed to distinguish the organisation that has been able to gain popularity with its current employees thereby attaining a standard that is sought by most organisations. The judges will determine the winner of the category by the best one that has demonstrated its effectiveness in engaging existing employees to recruit family, friends and associates, with success in achieving desired targets in efficiency, number and quality of candidates and retention. 8. Best Use of Recruitment Technology This category celebrates the effective use of recruitment technological practices within the organisation. The entries will be judged by how implementation of the technology helped organisations optimise their talent acquisition efforts by enhancing realism and candidate engagement and improving the overall ROI of recruitment programs. Entrants can increase their winning chances by describing the challenges that they were faced with before seeking out to technology and the success thereafter. 7

8 Category Descriptions 9. Best Diversity & Inclusion Strategy 12. Best Recruitment Innovation In-House 15. In-House Recruitment Professional of the Year This category recognises the consistency, sustainability and creativity required to develop a contemporary and effective Diversity & Inclusion Recruitment environment. The judge will assess entries based on the strategies best implemented to create an inclusive environment for people across various ages, cultures and backgrounds. The winning entry should have clearly demonstrated how the work they have undertaken had ensured that no one is excluded from being part of the company due to their differences. The strategy should also had impacted a wide range of people and played a major part in the cultural shift within the organisation. 10. Best Regional Recruitment Programme This category celebrates organisations that successfully search for and acquire talent throughout Asia and beyond, in at least two countries. The entries will be measured on how effectively the company was able to implement its shrewd strategy and excellent regional talent acquisition programme. This award recognises the unique aspects of any innovation (new or existing products) featured extensively in the recruitment process. Judging criteria include differentiation from existing products, processes and services, user satisfaction and effectiveness, as well as the innovation s success and popularity among users and management. It must also have contributed to the achievement of organisational objectives, and made a significant difference to various stakeholders. 13. Best Recruitment Evaluation Technique The winning entry for this category should have demonstrated excellence in proactively applying rigorous assessment and selection techniques to their recruitment process. As a result of such comprehensive evaluation techniques, staff turnover is consistently maintained at a low level. Employee aptitude, capability and personality are also aligned with corporate goals to ensure a good fit with company culture and long-term corporate profitability. This category is open to all in-house corporate talent acquisition and recruitment professionals. This award aims to recognise the efforts of the recruitment professional in his/her work sourcing the right candidates to their organisation. The work done could be original or one of the company s existing processes which was thoughtfully implemented. The judges will base their decision on the one entry which has displayed most conviction, thought-leadership and innovation in the recruitment process. 16. Asia Recruitment Grand Winner In-House (Not available for entry) Awarded to the organisation which has secured the most wins across all categories. 11. Best Candidate Experience In-House 14. In-House Recruitment Team of the Year This organisation prioritises how candidates think and does its best to improve and streamline the candidate application process - from application to offer. Substantial efforts to provide a user-friendly platform for candidates are evident, with great care taken to ensure efficiency and satisfaction for all parties involved. A superior candidate experience also involves some form of creativity and innovation that fulfils strategic organisational priorities. This award is open to in-house recruitment teams in all sectors and organisations which have proven experience in blending organisational excellence with efficiency and innovation in recruitment. The result should have positively contributed to the overall success and strategic objectives of the organisation. Entrants will also be judged on recruitment strategy, problemsolving techniques, stakeholder satisfaction, employer branding, as well as client service and experience. 8

9 Category Descriptions Award Categories 17 to 23 are open to recruitment agencies only 20. Best Recruitment Innovation Recruitment Agency 23. Recruitment Agency of the Year 17. Best Career Website Recruitment Agency The best career website gets the message across simply and effectively through its clean and user-friendly layout while being engaging and impressive to visitors. It features a comprehensive corporate branding strategy that increases visibility and generates a significant number of pageviews, assuming an important role in the success of the organisation. 18. Best Candidate Experience Recruitment Agency This award recognises the unique aspects of any innovation (new or existing products) featured extensively in the recruitment process. Judging criteria include differentiation from existing products, processes and services, user satisfaction and effectiveness, as well as the innovation s success and popularity among users and management. It must also have largely contributed to the recruitment sector or process in a positive way, and made a significant difference to various stakeholders. 21. Best New Recruitment Agency The winning agency must have demonstrated evidence of allround achievements and delivered measurable results in the areas of client service and candidate experience, as well as employee and candidate satisfaction. In addition, a reputable branding, strong profits, solid business knowledge and low staff turnover are factors crucial to set the stage for future organisational growth. 24. Asia Recruitment Grand Winner Recruitment Agency (Not available for entry) This recruitment agency knows exactly how candidates think and does its best to improve and streamline the candidate application process. Substantial efforts to provide a user-friendly recruitment process for candidates are evident, with great care being taken to ensure efficiency and satisfaction for all parties involved. A superior candidate experience also involves some form of creativity and innovation that sets the winning recruitment agency apart from others. 19. Best Client Service Superior client service is essential in any industry to differentiate from the competition, and this is no exception in the recruitment agency business. In addition to merely being a broker between candidates and companies, adding exceptional value to all stakeholders is essential to ensure a seamless process in client delivery, providing for a high level of client satisfaction. It isn t just the big firms that are able to make an impact in the recruitment agency business; industry newcomers which have proven themselves to be reputable and profitable can also be recognised. This award will go the best all-rounder which has been in business for not more than three (3) years, but managed to deliver exemplary value and quantifiable results similar to those of big agencies. 22. Recruitment Consultant of the Year This award recognises the individual star performer of recruitment agencies. This exceptional individual understands the needs of different stakeholders, has proven experience and testimonials from clients and candidates, and has brought a significant amount of revenue to the company. He/she serves as a leader and a role model to others in the organisation, as well as to industry peers. Awarded to the organisation which has secured the most wins across all categories. 9

10 Terms & Conditions Entry fees are non-refundable. The judges decisions are final. The entrant agrees that Human Resources magazine or Lighthouse Independent Media will not accept responsibility for errors or omissions reproduced in the presentation of the Asia Recruitment Awards, or in Human Resources magazine, or for work lost or damaged under any circumstances. The entrant agrees that the Asia Recruitment Awards team have the right to merge categories or dissolve any categories should it be deemed necessary. Should a category or categories be dissolved, entries in that category/categories will not be refunded. Any specific information or content intended for judging purposes only must be clearly indicated in red text. Any text highlighted in red will not be used for any additional articles, and will not be disseminated beyond the judging panel in any way. The entrant grants Human Resources magazine permission to show material from the entries (that has not been highlighted as confidential), at the awards presentation, in the magazine and at any time as deemed appropriate. 10