Why it pays to specialise your business
Burt Baptiste, Talent2 | 25 March 2014
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What is the key to specialisation?
By sector / segment / vertical
HR
Sales &
Marketing
IT
Accounting
& Finance
Engineering
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How do you specialise?
Perm vs. Contract
HIGH end, MEDIUM end,
LOW end of the market
Retained Search /
Executive Search
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At Allegis our core is...
specialising
in our
people
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Agenda
» History & overview of Talent2
» History & overview of Allegis
Group
» A little about my story
» What / how do you focus
(specialise) on your people
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The road to Talent2
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
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Which led to...
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
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Over the last 10 years
Talent2 grew to...
Offices in 18
countries
Providing services in
31 countries, in 31
languages
1,700+ people
#1 RPO in Asia
#2 Payroll in Asia
#3 Learning in Asia
End-to-end talent management company | RECRUITMENT | PAYROLL | LEARNING
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Piecing the global puzzle together
» In 2012, Allegis
Group and Talent2
Group formalised
the relationship via
a Joint Venture
Allegis footprint
Talent2 footprint
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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”
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1996
2010
2011
2013
My company, my story
Regional Managing
Director Talent2
Vice President
Aerotek
Director (10 years)
Aerotek
Recruiter
Aerotek
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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
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What does it
mean to truly
SPECIALISE
or focus on
your people?
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It’s beyond......
Compensation
Benefits
Promotions
Long Term Equity
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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?
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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...
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It’s about... mobility (what's next)
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)
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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.
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What you can do starting March 25th...
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!”
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Q&A
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