'My focus is driving glocalization through strategic talent,’ asserts Stella H Kim

Data-driven approach to HR strategies and Talent Management Solutions
Stella H Kim holds the position of a recognized member on the Forbes HR Council, and she also serves as the Chief Marketing Officer (Global VP) at HRCap, Inc., which is renowned as the largest Asian global executive search firm globally. Read on to know her thougts about the analysis on streamlining processes, and fostering employee engagement.

Utilizing data-driven talent approaches is essential for enhancing employee engagement.

Media 7: You have an amazing experience, please tell us something about your professional background, highlighting the experiences that made you want to get into this field.
Stella H. Kim:
I'm a 1.5 generation Asian American talent executive, modern leader, and change agent. My focus is driving glocalization through strategic talent and learning investments, bridging cultures and generations through genuine appreciation and seamless integration.
Currently, I'm the CMO at HRCap, the world's largest Asian Global Executive Search & HR Solutions Provider. I lead the Executive Search Practice, specializing in key placements for SMBs and Fortune 500 clients. Overseeing HRCap's global digital transformation and rebranding, I manage 15+ agile, data-driven projects, earning us ‘Top 10 Executive Search’ and ‘2021 New Jersey Best Place to Work’.
With expertise in Global Workforce Management & Talent Analytics at IBM, I excel in identifying gaps and creating opportunities, synergizing talent, technology, and transformation. My leadership fuses data insights with social understanding, guiding development, and HR decisions, benefiting Global Fortune 500s and startups. I contribute to advisory boards, speak at platforms, and write as an Expert Columnist. As a Stevie Awards Jury member, Forbes HR Council contributor, and academic achiever, my commitment to learning is evident through certifications and executive programs. 
My leadership approach combines data-driven insights with a deep understanding of social dynamics, fostering empathy to guide leadership development and strategic HR decisions. I've successfully driven projects for Global Fortune 500 companies and startups, driven by a belief in community-building for innovation and social impact. My commitment to learning is evident through executive programs completed at the University of Pennsylvania as well as Villanova University, focused on social impact strategy and HR management.

M7: How important do you think it is to have data-driven talent approaches that enhance employee engagement across the whole company?
SK:
Utilizing data-driven talent approaches is essential for enhancing employee engagement. Data can give us insight into what contributes to employee engagement and disengagement and understand what works and what doesn’t. With the data, we can personalize the employee experience by understanding and implementing employees’ preferences, needs, and career development, which can drive higher job satisfaction and improved engagement.
At HRCap, we get feedback from employees through Engagement Surveys to understand what they are most proud of accomplishing and what areas they want to improve in. This gives us insight into how to better engage and train our workforce.

M7: Being the largest Asian-American executive search business in the United States, please let us all know HRCap's contributions to the HR industry over the years.
SK:
As the largest Asian-American executive search business in the United States, HRCap has made substantial contributions to the HR industry over the years, demonstrating our commitment to excellence and innovation.
In 2023, our achievements garnered recognition from major Korean media outlets, solidifying our impact both locally and globally. We've been acknowledged as a Top 15 US HR Outsourcing Service by Design Rush, showcasing our dedication to providing exceptional HR solutions. Furthermore, our expertise in executive search has earned us the distinction of being a Top 10 Executive Search Firm, as highlighted by Manage HR. Additionally, our efforts in HR consulting have been acknowledged, as we were recognized as a Top 10 HR Consulting Company in APAC by Manage HR. Our commitment to supporting and elevating women in the workplace led to the NJBIZ Empowering Women Award, reflecting our dedication to fostering a diverse and inclusive work environment.
Notably, my expertise has been acknowledged by the prestigious Korea Daily (JoongAng Ilbo), where I serve as an Expert Columnist on Human Resources topics.
In 2022, HRCap's achievements continued to shine with the Gold Award for Great Employers at the Stevie Awards, underscoring our commitment to creating an exceptional workplace. Our CEO's recognition as a 2022 NJBIZ ICON Honoree further demonstrates our leadership's influence and impact. Our success in executive search was once again highlighted as we were named a Top 10 Executive Search Firm by Manage HR. Going back to 2021, HRCap's pioneering spirit became evident as we became the first Korean-American firm to be named one of NJBIZ's ‘Best Places to Work in NJ’. This recognition solidified our commitment to creating a supportive and engaging work environment for our team members.
Collectively, these achievements across the years, underscore HRCap's significant contributions to the HR industry. Our dedication to excellence, diversity, and innovation continues to position us as a leader in executive search and HR solutions.

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Building strategic connections for business growth is important, but we believe developing organic relationships are far more sustainable and meaningful.

M7: Please explain how HRCap is utilizing data and information to enhance and advance the HR industry through its initiatives.
SK: Manage HR, 2023

Utilizing our proprietary internal ERP database of ten million historical interview data with over 650,000 candidates to thoroughly assess both technical and cultural fit.
Multi-touch point phone and video screening sessions to collect intel on candidate expertise, leadership style, and market expectations.

Thought Leadership - HR Data Analytics
Given our unique expertise in taking a data-driven approach to HR strategies and Talent Management Solutions, HRCap has decided to officially extend our thought leadership on HR Trends with biweekly stats graphics leveraging our asset of over 650K candidate data and five million unique interview data with clients. By using our database, market research, and survey data, we provide key insights into how companies and professionals can adapt according to the ever-growing and changing job market.

HRCap CRM System
Strategically designed to provide our VIP Clients with real-time recruiting process updates, improved UI experiences with live case data, and proactive special candidates recommendations aligned to the unique market skill demands and customized client business needs. Through CRM, the client is able to send messages pertaining to the recurring process directly to HRCap.

We leverage data by utilizing our proprietary internal ERP database of ten million historical interview data with over 650,000 candidates to thoroughly assess both technical and cultural fit. We also conduct multi-touchpoint phone and video screening sessions to collect intel on candidate expertise, leadership style, and market expectations. Given our unique expertise in taking a data-driven approach to HR strategies and Talent Management Solutions, HRCap has decided to officially extend our thought leadership on HR Trends with biweekly stats graphics leveraging our asset of over 650K candidate data and 5 million unique interview data with clients. By using our database, market research, and survey data, we provide key insights into how companies and professionals can adapt according to the ever-growing and changing job market. Using our CRM system, we also provide our VIP clients with real-time recruiting process updates, improved UI experiences with live case data, and proactive special candidate recommendations aligned to the unique market skill demands and customized client business needs. Through CRM, the client is able to send messages pertaining to the recurring process directly to HRCap.

M7: What should be included on a company's hiring checklist to ensure success? Kindly elaborate on this.
SK:
Skills gap analysis (what positions need to be filled and what skills are needed to fulfill the business goals)

• Work with hiring managers and team to create an appropriate job description
• Make sure to have the necessary paperwork and legal documents
• Create an interview hiring checklist (have a set amount of questions, craft an interview structure/format, and decide how many interviews are necessary)
• Behavioral, cultural fit, technical
• Have documents necessary to make a new hire (offer letter, employment agreement, employee eligibility verification, federal income tax withholding form, health insurance enrollment forms)
• Background and reference check
• Have pre-boarding and on-boarding processes ready

It's important for the hiring manager and the team to realize that the new hire must possess the necessary skills and qualifications they are seeking. This collaboration allows them to create a polished job description that will attract qualified candidates. Additionally, having the required paperwork and a structured interview process is crucial for effectively screening candidates. Companies should also ensure they conduct background and reference checks to validate the candidate’s qualifications, experience, and work ethic. Besides, companies should establish pre-boarding and onboarding processes that will ensure new employees feel welcomed, connected, and adequately trained to succeed in their roles.

M7: Please describe your multilingual team that assists both job-seeking candidates and recruiters.
SK:
Multilingual recruiters can critically assess language and cultural fluencies.

• Recruiters are trained to identify the right leaders and build ongoing relationships
• Ability to accurately screen for industry background and technical expertise, without a network of over 30 Think-Tanks Advisors who are experts in their fields

Our multilingual recruiters are great at critically assessing language and cultural fluencies. They are trained to identify the right leaders and build ongoing relationships. They are also able to accurately screen for industry background and technical expertise, with our network of over 30 Think-Tanks Advisors who are experts in their fields.

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Content marketing is important for advertising goods and services in the HR industry because it shows potential customers, candidates, and clients the expertise and thought leadership of the company.

M7: What are the essential workforce strategies for effective globalization and localization in your opinion?
SK:
Glocalization: Incorporating global concepts into local and regional needs

  •  Product & Service Localization
  •  Merger & Acquisition/Joint Ventures 
  •  Talent Investment

Companies around the world have utilized the listed strategies to expand their markets. These strategies have enabled companies to adapt to the new markets they were entering and achieve global success.

Also, the key to holding a multigenerational  workforce spans across a strategy that includes:
• Understanding the Urgency of Generational Gaps
• Identifying Generational Trends & Unique Needs
• Developing and Implementing Strategies
• Realizing and Sustaining Tangible Benefits

M7: As a CMO, how important according to you, is building strategic connections with other organizations with comparable or distinct consumer bases?
SK:
Building strategic connections for business growth is important, but we believe developing organic relationships are far more sustainable and meaningful. At HRCap, we have a people-first mentality and have a proven brand for integrity, relatability, and professionalism.

M7: How can content marketing contribute to the advertising of goods & services in the HR industry? Please share your thoughts.
SK:
We believe content marketing is important for advertising goods and services in the HR industry because it shows potential customers, candidates, and clients the expertise and thought leadership of the company. As a result, people are more inclined to use our services because they see that we are professionals that understand the various workforce challenges and the solutions to tackle those challenges. Our content also helps clients and candidates see that we are not stagnant in our development, as we publicize our current accomplishments and how we are continuing to grow as a company.

ABOUT HRCAP

HRCap stands as the preeminent executive search firm of Asian-American origin on a global scale. Established in the year 2000 as a privately held enterprise, we extend comprehensive HR consulting solutions to a diverse spectrum of clients, spanning from mid-sized enterprises to prominent Global Fortune 500 corporations across diverse sectors. Our core objective revolves around collaborating closely with our clients, facilitating both localized and globalized growth through the acquisition of exceptional professionals. Our distinct teams are experts in Executive Search, Global Expatriate Recruiting, and Bilingual Placements, setting us apart in our field. To know more please visit; https://www.hrcap.com/.

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Modern HR Software Solutions Introduce New Features to Enhance Workplace Efficiency in 2024

Factorial | February 05, 2024

With the New Year underway, many businesses are reevaluating their HR software solutions to increase efficiency and effectiveness in the evolving HR management landscape. Gartner data highlights that businesses frequently replace HR software due to system inefficiencies, missing features, and reliability concerns. Key reasons for dissatisfaction include inefficiency (34%), insufficient functionality (29%), and unreliability (13%). In response to these challenges, modern HR software solutions are offering five new features designed to enhance efficiency within its software AI-powered Applicant Tracking System : New AI-powered Applicant Tracking System (ATS) to streamline the traditional CV screening process, a major bottleneck in recruitment. This innovative feature allows hiring managers to assess applications based on various criteria such as company values, job descriptions, CVs, offer letters, and custom questions. The result is a significant reduction in screening time, ensuring a comprehensive evaluation process. Geofencing Precision: Geofencing Precision addresses challenges faced by organizations with multiple locations or flexible policies. By incorporating geofencing capabilities into its time-tracking features, HR software solutions help prevent unauthorized overtime, a key contributor to increased labor costs and decreased workforce productivity. This enhancement allows HR leaders to enforce accurate clock-ins at designated workplaces, thereby reducing labor costs and enhancing employee accountability. Insights V2 Data Analytics. Insights V2 provides organizations with comprehensive data for informed decision-making. Users can now filter company data using multiple parameters, simplifying the process of checking and exporting valuable metrics in real-time. This timely and accurate insight is crucial for strategic decision-making. Time-Saving Documentation: Time-Saving Documentation enables users to pre-fill forms with document templates and fillable PDFs. This streamlined process, combined with personalized data, enhances efficiency for employees verifying information, meeting the growing demand for tools that simplify administrative processes. Seamless Payroll Integration: HR software solutions are seamlessly integrating payroll and benefits administration with HR management processes. This aims to enhance organizational efficiency by reducing manual errors, improving accuracy, and fostering collaboration between HR and finance departments. Recognizing this, Factorial, a leading provider of HR software solutions, is introducing innovative features from AI-powered applicant tracking to payroll integration. Jordi Romero, Co-founder and CEO of Factorial, emphasizes, "These new features reflect our dedication to empowering HR teams globally. By harnessing the power of technology, we aim to transform the way organizations approach human resources, fostering efficiency, collaboration, and success." As businesses strive for greater efficiency and effectiveness in the new year, Factorial is committed to providing support and solutions. About Factorial Founded in 2016, Factorial offers people-centric solutions for HR teams, automating processes so they have more time to dedicate to the people within their organization. With over 75,000 users across 65+ countries, Factorial serves clients such as KFC, Booking.com, and Whisbi. Factorial became Europe's newest Unicorn in 2022 following a Series C investment round.

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