School of Business: Talent Acquisition Strategy Report for Zenwise IT

This report focuses on the human resource management and talent acquisition challenges faced by Zenwise, a Fortune 500 IT company aiming to expand its software and services team across Malaysia, Indonesia, and China. The report provides a detailed analysis of Zenwise's current situation, including its high employee turnover rate. It recommends a comprehensive talent acquisition strategy, emphasizing the importance of competition and the need for a human resource business partner to facilitate the hiring process in different locations. The report suggests specific tests, selection processes, and recruitment channels to identify suitable candidates. Furthermore, it outlines methods to measure and improve the effectiveness of the talent acquisition strategy using key metrics like cost per hire, yield ratios, and hiring manager satisfaction. The report concludes by highlighting the critical role of effective talent acquisition in Zenwise's expansion plans and overall success.

Running Head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Executive Summary
The paper focuses on the human resource management of the Zenwise and the talent
acquisition strategy of the challenges in the process. The report suggests the selection as well
as the recruitment process that the company requires to take so that they can obtain what they
intend to accomplish from the marketplace. Lastly, the report provides a clear idea in respect
to the measures and improvement that the company is going to take so that they can use the
effective talent acquisition method in the process and assist them in obtaining the success in
the process. This will enable the firm to expand in the marketplace and to achieve success in
the process.

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Table of Contents
Introduction................................................................................................................................3
Talent Acquisition Strategy........................................................................................................3
Tests Chosen by Zenwise...........................................................................................................5
Selection Process....................................................................................................................5
Recruitment Sources and Channels........................................................................................5
Effectiveness of the Talent Acquisition.....................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Human resource management is the strategy which enables the company to hire
people so that they can manage the processes effectively and helps the organization to
flourish in the marketplace (Noe et al. 2015). The human resource department looks after the
employee’s benefit as well as the benefit of the firm to generate revenue in the process and
assist them in reaching the target. This will ultimately enable the organization to become
popular in the marketplace and let them lure the number of candidates from the marketplace
so that they can expand in the market and can open new branches all over the world
(DeCenzo, Robbins and Verhulst 2016).
Zenwise is an IT company who want to expand their software as well as the service
team with the experienced employees by 120. The company wants to hire the employees so
that they can develop in Malaysia as well as Indonesia and China. The company enjoys a
high turnover of about 50% as an IT firm in the market and wants to increase its turnover by
70% in the marketplace. This will assist the company in expanding in the marketplace and in
obtaining what they intend to get from the market. Therefore, the company need to take up
the strategy so that they can face the challenges in the process along with that the company
requires to do some test so that they can improve their effectiveness in the market.
Talent Acquisition Strategy
Zenwise is an IT software company and possesses some strong financial standing in
the market. The company can take the expand outreach strategies to face the challenges and
to find out the talent from the market. This type of approach enables the company to judge
the candidates based on their ability (Walford-Wright and Scott-Jackson 2018). To find out
the talented candidates from all around the world, the company need to conduct some

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software related competition for the candidates so that they can find out the talented
candidates form the marketplace. This strategy can be considered by the organization so that
they can achieve success, what they are willing to obtain from the market (Chun and Evans
2013).
This strategy will also enable the company to find out the candidates, who are talented
in different aspects, which will assist the organization in expanding in the marketplace and in
appointing the talented candidates from the marketplace (Snyder and Schaffer 2019).
Therefore, this can be considered to be an important strategy for the firm to expand in the
marketplace and to achieve success in the process. This requires to be understood by the firm
so that they can develop in the marketplace and can accomplish success in the process. This
strategy can be considered to be the essential recruiting strategy for the firm to flourish in the
marketplace and to achieve success in the process (Červený 2017).
Zenwise as they want to increase the team member so that they can expand in three
different countries. So, the organization needs to understand the importance of the strategy.
This will assist them in accomplishing the success from the marketplace and letting the firm
to acquire the talented candidates with the help of the competition that is involved in the
strategy. Therefore, it can be said that the organization requires to look after the matter so that
they can pick the right candidates who will be sufficient for the company in the other location
as well and assist them in obtaining the success in the process. Hence, the organization must
understand so that they can expand in the marketplace.
Thus, it can be said that the company need to focus on this strategy if they are willing
to hire the talented candidates from the market and for that the company requires to adopt this
strategy and organize the competition. This will help the firm to expand in the marketplace
and to obtain success in the process.

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Human Resource Business Partner
This is essential for the company to hire the human resource business partner, which
will enable the company to hire talented candidates from the market. This is essential for the
company to expand in the marketplace. This is so as it will cut down the time that will be
consumed during the hiring process of the human resource employees and manager in a
different location (Pareek and Rao 2015). Therefore, the company can look after the matter
and can hire the human resource consultant who will work for the company in the
neighbourhood and also provides the advantage to the company as they will be the local
trusted company. This will encourage the candidates to apply for the job and it will enable the
company to hire the skilful candidates from the market and assist them in achieving the
success in the process (Ananthram and Nankervis 2013). Hence, it can be said that the
company can make what they intend to obtain in the process.
Zenwise as they are expanding in three different locations that are Malaysia,
Indonesia and China so that they can expand their market in this particular location. So, the
company needs to hire the HR business partner who will act as a consultant and will employ
the candidates as per the requirement of the company. The company needs to understand as
the local HR business will be able to understand the local market of the country and that will
be beneficial for the company to expand in the market and to achieve the success in the
process. Therefore, the company need to understand the essence and importance of the HR
business partners in the growth process so that they can achieve success in the market.
The consultant or the partner who will hire on the company’s behalf as they will be
able to understand the local candidates and their mindset (Dulebohn and Johnson 2013).
Therefore, the company needs to understand that they are required to hire the local consultant
so that the company is being benefitted in the process and help the company to accomplish

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the target what they intend to achieve from the market and help them to perform well in the
market and can make the success in the process and help them to become popular in the
process (Armstrong and Taylor 2020). Hence, it will make the company run successfully in a
different location as well and help them to achieve success in the process.
Effectiveness of the Talent Acquisition
The talent acquisition is essential for the company so that they can choose the right
employee for the right job and get satisfaction in the process. This is crucial for the
organization to understand, so that achieve what they are willing to accomplish from the
marketplace (Ericsson 2015). The metric will enable the company to monitor the
effectiveness of the process so that they can modify the strategy accordingly. This will
automatically assist the organization in expanding in the marketplace and in obtaining
success in the process. The metric will also support the company in judging whether they are
hiring the right candidate for the job or not (Bensley and Spero 2014). This need to look after
so that they can achieve success in the process and can become popular in the marketplace.
The company can set different parameters so that they can evaluate the effectiveness
of talent acquisition. The settings that need to be judge by the company are the time to fill
which let the company determine the effectiveness (Merchant et al. 2014). The company can
also look for the cost per hire, which enables the company to calculate how much they are
spending in the market for recruiting the employee. The company can also look for
application satisfaction so that they can monitor whether the candidates are satisfied with the
recruiting process. The organisation requires to look after the managerial achievement so that
they can understand whether the manager is confident with the talent of the candidates or not
(Winstein et al. 2016). Therefore, the firm must look after the matter so that they can achieve
success in the process and help them to make success.

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Zenwise as they want to expand in a different location so the organization needs to
look after the parameters so that they can choose the right candidates for the job and assist
them in achieving the success in the process. This will help the firm to expand in the
marketplace and to deliver them in the process, which will assist them in growing in the
market and in generating revenue in the process.
Therefore, it can be said that talent acquisition is critical for the organization to
flourish in the marketplace and to achieve success in the process by selecting the right
candidate for the job. This will enable the organization to thrive in the desired location and
work efficiently so that they can become popular in the process and look after the success of
the business in the process.
Conclusion
It can be inferred that the organization need to look after the talent acquisition in an
effective way possible so that they can achieve success and can become popular in the
process. This is critical for the Zenwise to look into the matter and adopt the strategy
according so that they can grow in the market and can place the right candidate in the
location namely Malaysia, Indonesia and China for the expansion of the organization in the
marketplace and to become successful in the process so that they can become popular in the
marketplace and can generate high revenue in the process.

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References
Ananthram, S. and Nankervis, A., 2013. Strategic agility and the role of HR as a strategic
business partner: an I ndian perspective. Asia Pacific Journal of Human Resources, 51(4),
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Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bensley, D.A. and Spero, R.A., 2014. Improving critical thinking skills and metacognitive
monitoring through direct infusion. Thinking Skills and Creativity, 12, pp.55-68.
Červený, N., 2017. Recruitment and talent Acquisition as competitive advantage in ICT
sector (Bachelor's thesis, České vysoké učení technické v Praze. Vypočetní a informační
centrum.).
Chun, E. and Evans, A., 2013. The new talent acquisition frontier: Integrating HR and
diversity strategy in the private and public sectors and higher education. Stylus Publishing,
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DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
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classification framework. Human Resource Management Review, 23(1), pp.71-83.
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Ericsson, K.A., 2015. Acquisition and maintenance of medical expertise: a perspective from
the expert-performance approach with deliberate practice. Academic Medicine, 90(11),
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Pareek, U. and Rao, T.V., 2015. Designing And Managing Human Resource Systems, 3/E.
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the quality of hiring in global organizations. Management: journal of contemporary
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strategies to recruit the workforce of the future. Journal of Digital & Social Media
Marketing, 6(4), pp.323-331.
Walford-Wright, G. and Scott-Jackson, W., 2018. Talent Rising; people analytics and
technology driving talent acquisition strategy. Strategic HR Review.

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Winstein, C.J., Wolf, S.L., Dromerick, A.W., Lane, C.J., Nelsen, M.A., Lewthwaite, R., Cen,
S.Y. and Azen, S.P., 2016. Effect of a task-oriented rehabilitation program on upper
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