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Getting the Talent Right
Over 40% employees on an average have less than two years tenure. There is always a severe talent crunch despite of sufficient talent supply.
WHY?
Over 40% employees on an average have less than two years tenure. There is always a severe talent crunch despite of sufficient talent supply.
WHY?
As per a recent study, over 60% of leaders failed on how to deal with business crises during the pandemic. It’s imperative to equip leaders with new skill sets to be future ready.
ML, AI, and Empathy Science?
Customer and employee experience is now the key conversation in boardroom. Well-being is now about self actualization; typical jobs are not anymore relevant to earn a living. People are looking for more.
WHAT?
With work populations increasingly making business sense to work remotely, it is now a necessity to harness data & neuroscience coupled with AI to understand emotions better to engage workforce.
HOW?
Over 40% employees on an average have less than two years tenure. There is always a severe talent crunch despite of sufficient talent supply.
WHY?
Customer and employee experience is now the key conversation in boardroom. Well-being is now about self actualization; typical jobs are not anymore relevant to earn a living. People are looking for more.
WHAT?
As per a recent study, over 60% of leaders failed on how to deal with business crises during the pandemic. It’s imperative to equip leaders with new skill sets to be future ready.
ML, AI, and Empathy Science?
With work populations increasingly making business sense to work remotely, it is now a necessity to harness data & neuroscience coupled with AI to understand emotions better to engage workforce.
HOW?
Explore our case studies to see how we dealt with these challenges, and the success the unique Seintiv TLCM approach has met with below.
Seintiv has been proud in delivering critical leadership mandates across the globe. A wrong hire at the leadership level can take an organization back by 24-30 months as its not only a drain on the cost, but also puts you behind by a few steps in competitive market share & strategies. We managed to deliver these exclusive mandates via global mappings & competency driven assessments for domain, as well as the right cultural fitment.
They deliver holistic financial solutions to clients, including innovative products. The organization stands for its quality and excellence in work, known for its people processes by recognizing extraordinary performance among employees, provide wide-ranging training and development opportunities, and benefit from a diverse range of perspectives to create value for clients, shareholders, and communities.
The organization needed the talent benchmarking for MENA for its future endeavours for this region. They engaged Seintiv to conduct in-depth market research on people, processes & global benchmarks.
Seintiv engaged to understand the detailed outlook of what the client wanted. We conducted the workshop to define purpose & vision for the engagement, regional competition & the possible scope of solution.
Seintiv conducted the 360º talent mapping basis the talent availability in region, the demographic outlook for local & expat talent, the original talent hubs & drivers to attract right talent, compensation & benefits benchmarking, regional policies & know how to engage & retain best talent.
The Talent Board, engaged during the process, received & appreciated the detailed perspective. The proposal & report may result with the global financial organization entering in this region creating more employment opportunities & economic contribution to the ME business.
This organization is a leader & well respected for its market share & growth story. Heavily focused on global brands, private label products & its people processes make its preposition unique & exemplary.
The GCC market has always been depended on European leadership talent due to product & digital background. Seintiv was engaged to conduct extensive MENA based leadership talent scan to tap the Arabic speaking new leadership talent pool.
The project was not unique but complex considering the regional retail dynamics. The business leaders knows the journey of popular brands & people driving it. Seintiv conducted the in-depth research to prepare the leadership talent heat map. We ensured tapping the uncovered regions like Israel & Egypt for newness in data.
Seintiv mapped 396+ leadership names via secondary research across Israel, Egypt, Kuwait & Jordan rather names form saturated KSA & Dubai market. Additionally, Seintiv conducted the “interest to relocate” check exercise ensuring our client is getting vetted information.
The in-depth secondary report data & presentation by Seintiv was well received. Additional due diligence to ‘check interest’ will lead to identifying potential prospects.
With the change in business strategy & growing impact of MENA, the firm is aggressively growing its presence & footprint in the region.
The organization is losing its key talent. With the global pandemic, it’s difficult to hire people from the outside world. Seintiv was engaged to conduct the benchmarking with the direct competition to overhaul the people package, eyeing to retain their key talent as well as attract new talent from the competition.
Seintiv defined this benchmarking project with dimensions such as:
Seintiv prepared business analytics for:
The organization is reviewing the proposed solutions for changes & its cost impact. The leadership engaged is positive about the recommendations.
Retaining and engaging “offered candidates from India/SEA” and onboard them in this uncertain pandemic scenario has created a business continuity challenge.
The organization engaged Seintiv to create a “Keep Warm Program” ensuring maximum engagement with minimum human interventions. This is also to ensure the key talent offered is virtually ready to board the flight as soon as the restrictions are open.
Seintiv introduced “Bots-Driven Keep Warm Engagement Model.” This is specially designed to engage & onboard candidates virtually. This is a scalable & future ready approach.
Virtual onboarding via “Seintiv OTAS Bots”:
The proposed POC was well received & is in user testing phase. Once ready in a few weeks, it will be implemented to ensure the organization is covered with “key talent engagement” during this pandemic uncertainty. The vision is to create an “all-season” virtual onboarding toolkit for the future.
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