about deloitte talent search

© 2010 Deloitte Consulting Malaysia

Deloitte Talent Search

Are you looking for the right talent?We find you the perfect fit.


Global presence

• One of world‟s largest global

professional services firms

• Access to intellectual capital of

approximately 165,000 people operating

from approximately 700 offices in over

140 countries

Local expertise

• Serving the Malaysian business

community for the past 40 years

• Represented by more than 1,000

professional staff through 8 offices

throughout the nation

• Under guidance of 56 partners,

principals and directors

Audit Tax Consulting Financial Advisory

Deloitte’s competencies

Global presence, local expertise

North America

131 offices in 2 countries

Ranked No. 2

LACRO

(Latin America

and Caribbean)

69 offices in

28 countries

Africa

46 offices in

21 countries

Europe

297 offices in

47 countries

Ranked No. 2

Ranked No. 2 in UK

Ranked No. 3 in France

Middle East

29 offices in

16 countries Asia Pacific

113 offices in

26 countries

Ranked No. 2

Ranked No. 1

in Taiwan

2 Deloitte Talent Search


Deloitte Consulting

Malaysia

Human Capital

HC Consulting

Learning & Development

Talent Search

Technology

Business IT Strategy

IT System Planning and

Selection

IT Program Management

Office

Application Integration

IT Cost Reduction

Technology Infrastructure

Planning and evaluation

for implementation of

major IT systems

About Deloitte Consulting Malaysia


Strategy & Operations

Corporate Strategy

Financial Management

Customer & Market

Strategy

Mergers & Acquisitions

Operational Excellence

(Performance

Improvement)

Programme Leadership

Supply Chain Strategy


Deloitte Human Capital

Malaysia

Learning &

Development

Bureau Services

Training

System Sales & Support

Talent Search

Executive Search

Gen Y Recruitment

Outplacement Services

Human Capital

Consulting

Organisation & Change

HR Transformation

Total Rewards

Inside Human Capital



• Talent Search is the Strategic Talent Acquisition arm of Deloitte Human Capital Services Group,

offering fully customised, flexible solutions to meet specific talent needs of organisations around the

world.

• We work on a partnering concept and add value to your hiring needs by identifying, locating

and sourcing for right talent that not only enhances but drives your business performance and

success.

• We assist our clients fill positions which are:

- Urgent

- Challenging

- Confidential

About Deloitte Talent Search




Gen-Y Recruitment

We work with our clients to hire

the right young talent for their

entry level positions. Our

assessments are customised to

suit the individual needs of our

clients. Our active participation

in career events across

universities, paired with our

focus in the social media space

ensure that we attract only the

best of Gen-Y for our clients.

Executive Search

We analyse your talent

competition and develop

schemes to attract your critical

talents for senior management

level and above. We also help

you to study market demand and

propose means to supplement

shortages in human capital.

Our search consulting expertise


Outplacement Services

The process of assisting

employees who are about to be

laid off to source for new

employment by guiding them

with resume drafting, offering

career guidance, and providing

practice interviews.


• With our proactive approach for our executive search services, we guarantee an 85% market

coverage when scanning for candidates.

• Our extensive network as well as strong relationships with private and public universities enable us

to gain access to a pool of readily available experienced candidates and fresh graduates.

• Our consultants are easily accessible via various means, e.g. phone, email, Skype, Gtalk, etc., thus

accelerating the recruitment process.

• Assessment activities are customised based on our individual clients‟ needs to identify candidates

with the right competencies and personality traits.

Our strengths


© 2010 Deloitte Consulting Malaysia8

Executive Search



Executive Search process flow

1. Authorisation

of search &

needs analysis

2. Candidate

search &

selection

3. Final stage

• Candidate search in

relevant industry

• Conduct face-to-face

interview with

candidates

• Preparation of the

Candidate Profiles

with recommendations

• Assist in interview

arrangement between

candidates and client

• Follow up with the

appointed candidate

• Progress check with the

client and candidate

• Signing of the Letter

of Engagement (LOE)

• Discussion the

position details with

the Hiring Manager /

HR Manager

• Preparation of

Position Profile

Report

• Assist in the

managing of

candidate‟s

expectation

• Assist in the signing

the Letter of

Appointment

Day 1 Day 14 to Day 28

4. Follow up



Executive Search selection process

1. Industry search &

candidate listing

2. Pre-screen &

detailed screening

3. Candidate short listing

& profiling

• Research target companies

based on client‟s

requirements

• Develop a list of candidates

to call through:

– Database

– Networking

– Referrals

– Active search

• Conduct phone interviews with

candidates and assess

communication skills

• Meet up with candidates for

face-to-face interview to

assess skills set, motivational

factors, cultural and

personality fit and to manage

the candidate‟s expectations

• Administer the Thomas

International profiling tool

psychometric tool

• Conduct reference check with

former superiors (optional for

the final short listed candidate)

• Shortlist candidate and prepare

Candidate Profile with:

– Summary of suitability &

eligibility

– Details of career, i.e. job

functions & achievements etc

– Reasons for leaving each

company and position

– Current salary & expected

salary

– Thomas International

profiling/assessment report

for shortlisted candidates



Our industry expertise

Logistics

Semiconductor

FMCG

Telecommunication

Oil & Gas

Construction

Industrial

Retail

IT

Pharmaceutical

Financial

Services

Automotive

Engineering

Hospitality

Medical

Electronics

Advertising

Chemical

Education

Service



Industry Search experience Industry Search experience

Advertising/MediaAccount Director, Creative Director,

Head of Engineering, Research

Manager, Sales Manager

Information

Technology

Regional IT Director, MIS Manager, Sales

Manager, Senior System Analyst, System

Engineer, Unix Analyst

AutomotiveGM – Sales, Sales Manager, Supply

Chain Manager LogisticCEO, GM, Financial Controller, AVP –

Finance, AVP – Marketing & PR

ChemicalCountry Manager, Regional SHE

Manager, Business Manager, Business

AnalystManufacturing

HR Director, QC Manager, Production

Manager, Supply Chain Manager,

Maintenance Manager, Chemist

Construction &

Property

GM, Project Manager, Sales &

Marketing Manager, Leasing Manager MedicalBU Manager, Service Manager, Product

Specialist

Electrical &

Electronics

GM – Commercial, Senior Operations

Manager, Sales Manager Oil & GasRetail Operations Manager

EngineeringHR Director, Technical Sales Manager

PharmaceuticalNational Sales Manager, Product Manager,

Marketing Manager, Division Manager

Financial ServicesVP – Asset Management, VP – Tax,

Senior Corporate Planning Manager RetailHead of Merchandising, Operations

Manager, Store Manager, Audit Manager,

Accountant, Buyer, Sales Executive

FMCG

GM, Sales Director, Marketing Director,

Marketing Manager, Key Account

Manager, Brand Manager, Product

Manager, Category Manager, HR

Manager

Semiconductor

Financial Controller, HR Manager,

Engineering & Process Manager,

Manufacturing Manager, Quality Manager,

Materials Engineering Manager,

Development Engineering Manager

HospitalityAVP – Finance, Marketing &

Communications Manager, HR Manager ServicesCFO, Strategic Account Manager,

Investment Manager, Legal & Corporate

Affairs Secretary

IndustrialCommercial Manager, Operations

Manager, Procurement Manager,

AccountantTelecommunications

CEO, Business Controller, Supply Chain

Manager, Customer Service Manager

Executive Search: Our past achievements



Gen-Y Recruitment



Our process flow

Candidate

attraction

Understanding

clients needs

Recruitment

activitiesFinal stage Follow up

• Conduct

workshops at

targeted private

and public

universities.

• Attract Gen-Y

applicants via

social media

network.

• Optimise Talent

Search website for

candidates to

register online and

apply for available

positions.

• Signing of the

Letter of

Engagement.

• Discuss the

position details

with the Hiring

Manager / HR

Manager.

• Customise

recruitment and

selection based on

client‟s needs.

• Candidate search

in database

based on client‟s

requirements

• Phone or face-to-

face interview to

assess

candidates‟

communication

skills.

• Preparation of

candidate

profiles.

• Assist in interview

arrangement

between

candidates and

clients.

• Assist in managing

candidate‟s

expectation.

• Assist in

administering the

signing of the

Letter of

Appointment.

• Follow up with the

appointed

candidate to start

work.

• Progress check with

the client and

candidate.

Turnaround of 2 to 5 daysContinuous effort



Our experience participating in career events at private and public universities

Participate in career fairs to maintain a fresh database of

graduates.

CV writing workshops have been conducted in universities

nationwide.

Visiting universities to prepare graduates for employment.



Gen-Y Recruitment: Our past achievements

Iskandar Malaysia Graduate Leadership Assessment and Development Programme (IMGLAD) is a

collaboration between Deloitte and IMREC to provide soft skills training to fresh graduates. Deloitte

Talent Search was involved in a year-long project in which we successfully recruited 600 fresh

graduates to be trained for 3 months and subsequently placed them with companies for internship

or permanent placement. Below are the list of participating companies and positions:


Company Positions Company Positions

AEON Co.Management Trainees

CitibankMortgage Sales, Customer Engagement,

Customer Service, HR Intern

AIABusiness Process Associate

ComintelSystem Engineer, R&D Engineer

AmnaviGIS Engineer

Epson MalaysiaPlanner

AverisMRCC Analyst, IT Intern, HR Exec,

Associate Analyst Felda HoldingsExecutive Trainee, Manager

CCM

Pharmaceuticals

Management TraineeG&P Geotechnics

Site Engineering Geologist

CIMB Bank

Group HR Executive, Group Corporate

Communication, Credit Card

Processor, i-trade Customer Service

Executive, PMO Analyst, Sales

Executive

GCH Retail

Account Assistant, Management Trainee,

Accounts Assistant


Company Positions Company Positions

Hewlett-Packard

VSB Engineer, Programmer

Munivac

Staff engineer, Project Engineer, QA /

QC Technician, Production Project

Engineer, Technician-Precision

Manufacturing, Engineer QC

HSBC BankGlobal Support Executive, HR

Salcon EngineeringNRW Engineer

Intel IT Validation Engineer Samsung

Electronics

Engineer

Johnson &

Johnson

Management TraineeScope International

Global Operation Officer, Management

Trainee

Johor CorporationExecutive Trainee

Seagate IndustriesProcess Engineer

Johor PortMechanical Engineer

STATS ChipPACEngineer, Process Engineer

Kraft FoodsManagement Trainee

Scicom (MSC)Customer Service Executive

Malaysian Sheet

Glass

Warehouse Executive

VADS

Customer Representative

Media Prima

Executive Trainee, HR, IT

VH Hotels

(Prescott Inn)

F&B Executive

Gen-Y Recruitment: Our past achievements (continued)



Our Added Value Services



Background search

Security

vetting

Referee

check

Driving

violations

Search

News

media

search

Credit

checkPTPTN

verification

Personal

particular

verificationInternet

newsgroup

search

Bankruptcy

search

Character

assessment

Employment

screening

Education

screening

Search scope



Personal Profile Analysis (PPA) is an

internationally recognised one-page

questionnaire that captures a person‟s

behavioural tendencies in different situations,

namely:

• Behaviour At Work

• Reaction to Pressure

• Natural Attributes (Basic Self)

PPA is a simple 10-minute profiling tool

which can:

• Improve your recruitment process

• Increase staff retention

• Enable more effective people management

Personal Profile Analysis (PPA)

GRAPH III

Natural

attributes

GRAPH II

Behaviour

under pressure

GRAPH I

Behaviour

at work

D I S C D I S C D I S C



Executive

SummaryProvides a condensed overview of a PPA respondent‟s work personality.

Strengths &

Limitations

Contains two sections that cover the individual‟s Working Strengths and

Possible Limitations.

Career Guide Indicates job functions best suited to the candidate‟s work style.

Sales Interview

Questionnaire

Provides useful interview questions for sales positions for initial screening

during an interview.

General

QuestionnaireProvides useful interview questions for initial screening during an interview.

Sales Audit Provides information on an individual‟s behavioural style in a sales function.

Sales Skills

Summary

Contains seven sections that give a concise description on the sales skills of

the individual who completed the PPA, from pre-sales to post-sales.

PPA generated reports



Call Centre AuditProvides detailed information on how behavioural preferences are likely to

influence the execution of key tasks within a call centre environment.

How to ManageContains eight sections that give in-depth guidance on getting the best from

the individual who has completed the PPA.

Admin / Technical

Audit

Provides information on an individual‟s behavioural style in an administrative

or technical function.

Customer Service

Audit

Contains six sections that give in-depth guidance on getting the best from the

individual who has completed the PPA.

Driver ReportExtracts the individual‟s behavioural tendencies should he/she be put in a

decision to drive for things to happen.

PPA generated reports



• Contains a series of over 100 tests designed to measure hard competencies and skills such as

MS Office and computer proficiency, call centre listening and keying, secretarial skills and basic

literacy and numeracy.

• Benefits users by solidifying candidate information for recruitment and selection decisions.

• Can provide more focused training based on identified skills gap rather than „off the shelf‟

training programs.

• Contains different levels of skills, experience and relevant work exposure. These levels can

roughly be correlated with the 3 levels of jobs in an organisation:

Intermediate

Entry level jobs OR little work experience required.Basic

Advanced

Middle Management OR where some relevant work experience is

required.

Senior Management OR where the specific skill is highly specialised and

specific.

Level of test Type of job

Thomas International Skills Online



An opportunity for Deloitte to partner and co-brand with our clients via our social media network, e.g.

LinkedIn, Facebook, Twitter and other available social networks.

Gen-Y Recruitment: Build your eminence via Deloitte’s social media network



Candidates will be screened based on various tests to assess their communication skills, strategic

and analytical thinking, command of English and personality traits.

Gen-Y Recruitment: Customised assessments based on clients’ needs

Registration

Application form are

given to candidates

to obtain their

personal details.

Screening

exercises

Candidates are

given a 30-minute

English test which

consists of:

• 30 objective

questions

• 1 essay

Interview

Conduct face-to-face

interviews with

candidates using

behavioural-based

interview technique.

Personality

assessment

Conduct Thomas

Personality Profile

Assessment or Skills

Assessment

customised to

client‟s

requirements.

(Optional, depending

based on client’s

needs)



• Promptly disclose any conflict of interest known to the client

before we undertake an assignment.

• Ensure the client has a complete understanding of our

Terms of Service before we commence an assignment.

• Not to disclose the identity of the client unless consent is

given.

• Protect client‟s confidential information which may be

detrimental if conveyed to outside third parties.

• Maintain frequent and transparent communication with the

client during the search period.

• Conduct an objective and professional reference check on

candidates once all parties have established mutual interest,

maintaining confidentiality of information at all times.

• Include all regular clients in our “No Poach List” where they

will be deemed out of bounds for any executive search

activities.

• Not entice a candidate placed by us to leave a client‟s

company, under any circumstances.

Our ethics charter


about deloitte talent search

Business

individuals

search amp

financial

personality

conduct face

sales skills

career events

interview