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Picture of Paul Keijzer

Paul Keijzer

Paul Keijzer is the CEO and Co-founder of The Talent Games. A seasoned HR and Leadership Management expert, Paul is a versatile business leader who delivers extraordinary results for organizations globally. He also serves as the CEO and Managing Partner of Engage Consulting in Malaysia, Pakistan and U.A.E. He focuses on transforming top teams and managing talent across Asia's emerging and frontier markets. Paul has a firm belief that outstanding results can only be achieved through people, by engaging teams and building commitment by creating a new paradigm between company and employee. Paul has delivered transformational interventions for more than 50 blue chip organizations in countries across Asia including Malaysia, Singapore, Korea, Fiji, Sri Lanka, Cambodia, China, Thailand, Vietnam, Hong Kong, Egypt, Korea, U.A.E. and India.
Picture of Paul Keijzer

Paul Keijzer

Paul Keijzer is the CEO and Co-founder of The Talent Games. A seasoned HR and Leadership Management expert, Paul is a versatile business leader who delivers extraordinary results for organizations globally. He also serves as the CEO and Managing Partner of Engage Consulting in Malaysia, Pakistan and U.A.E. He focuses on transforming top teams and managing talent across Asia's emerging and frontier markets. Paul has a firm belief that outstanding results can only be achieved through people, by engaging teams and building commitment by creating a new paradigm between company and employee. Paul has delivered transformational interventions for more than 50 blue chip organizations in countries across Asia including Malaysia, Singapore, Korea, Fiji, Sri Lanka, Cambodia, China, Thailand, Vietnam, Hong Kong, Egypt, Korea, U.A.E. and India.
Gamification in recruitment - how employers can make the most of this important trend.

Gamification in Recruitment | How it Can Help You Attract and Hire the Cream of the Crop

The traditional hiring process has relied on the basic model for many years. Collecting resumes, sifting through them, evaluating candidates with assessments, and then shortlisting candidates for interviews. However, the hiring landscape has shifted, and employers need to find new ways to attract and assess applicants. Enter gamification in recruitment. A concept that uses game theory, mechanics, and game designs to engage and motivate people to achieve their goals digitally. Let’s see how gamification in recruitment can convert dull and frustrating tasks into fun processes for recruiters and candidates. Top Reasons Why Gamification in Recruitment Works Employers benefit in multiple ways

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Social Leaders: The New Frontier for CEOs

Nelson Mandela, Aung San Suu Kyi, Martin Luther King, Jr. and Abraham Lincoln—all incredible social leaders who impacted the world in which they operated. Their success had nothing to do with being online, being on the right channels or knowing what time to post. It was about the ability to bring people together, facilitate agreements through communication, and collaborate to drive efforts towards one common direction. A social leader has the vision to bring about change and the ability to convince others that it can be done. There are the traditional characteristics that make up a good leader. But to be

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10 Tips For Firms In Frontier Markets

The time for being excited by emerging markets has been overtaken by the high energy and opportunities provided by frontier markets. Though there are a number of operational and financial risks of these extremely interesting environments for consulting firms, the opportunities are worth the challenges. A few of these delectable opportunities that I’ve come across include: Growth – Where everything has the potential of becoming the next big thing. Forward Looking – People simply don’t have the time to linger on the past because of the fast paced growth of businesses. Possibility of Everything – Because there’s less red tape than developed

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How To Execute Employer Branding Without A Headache

Not everyone’s up for focusing an employer branding. Even though I’m a hard core “importance of employer branding advocate”, I get that there are many other priorities for leaders, especially when it comes to SMEs. Not everyone has the resources it takes to create an incredible employer brand like L’Oréal. They run incredible campaigns such as “Are You In” which got employees involved in a career-oriented conversation across all social media platforms. Even if you can’t go into a full blown employer branding program, I do believe that you’ll waste a lot of time if you don’t vocalize and sell just why your

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How to Handle 15 Types of Jerks at the Office

We all have them – people in the office who you simply can’t stand to work with. They’re the people you literally run away from at the water cooler. You’d rather spend all day in a boring meeting than talk to them for 10 minutes. But the thing is, eventually you’ll have to deal with them and it’s easier to do this if you know what “type of jerk” they are and how best to address their issues. By understanding their characteristics you’ll be able to identify what type of jerk they are and the best way to deal with them.

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5 Tested Phases to Create an Awesome Team

I often ask leaders which of the two delivers better results: great talent or a great team? Most of the time, they respond that a great team has a bigger impact on the results of an organization than individual star performers. However, if you look at most company’s people processes they primarily focus on talent – on how to attract, develop, engage, and retain. They’re obsessed with getting the best performance out of individual employees. Few companies focus on assessing their leaders ability to create exceptional teams and even if they do, the tools available to assess team performance and develop awesome teams

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Talent-Alignment

Attracting and Growing Talent: Skillpreneurs

Skillpreneurs – Your Company’s Secret Weapons I’d like to make a proposition: let’s stop focusing on the Millennials and look at the bigger picture of people who have the potential and talent to make waves in business. I’m talking about highly skilled, self-driven people of all ages – Skillpreneurs – who are simply not motivated by traditional employer value propositions. They’re people that have specific, unique skills and talent and will go to the highest bidder. It’s just not about the employer that pays the best, however, its also where they can build their reputation, make an impact, enhance their resume or just get excited

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6 Social Media Recruiting Strategies You Should Be Doing

Some people are still skeptical about social media recruiting, though I can’t figure out why. The success stories on both companies and individuals finding their dream match through a social media recruitment campaign keep rolling in. Stacy Lambe got hired by BuzzFeed because of a meme he created of Hillary Clinton. Dawn Stiff was hired thanks to her Vine video by The Economist. The question is, what should you be doing for the recruitment magic to happen? Here are 6 social media recruiting strategies to get you going in the right direction with Twitter, LinkedIn and Facebook. Twitter 1. Become Best Friends with #Hashtags

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Social-Media-Resources

10 Social Media Resources To Advance Your Career

Knowing which social media resources to use and how to get the most from them can help during job hunting as well as for taking your career to the next level within your current organization. It’s not just about finding jobs using LinkedIn or Twitter, it’s more about getting the most out of learning opportunities, building your authority, enhancing your workplace productivity, external networking and last but not least job hunting. Here are 10 star social media resources that can help you tackle all the activities mentioned above. Whether you’re actively looking for a job or not, establishing yourself as a

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