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“Talent Hunt”
Lets gear up to learn - Video
Who is a Recruiter?
a) Talent features on the top items of the CEOs agendaThe war for talent continues
6. Capital Structure
5. Corporate Reputation
4. Organizational Structure
3. Investment Decisions
2. Approach to managing risk
1. Approach to Talent
50
36
25
23
23
20
34
41
47
48
54
22
15
22
27
28
23
58
WHERE DO CEOS EXPECT CHANGES IN RESPONSE TO THE GLOBAL BUSINESS ENVIRONMENT ?
No Change Some Change Major Change
Source: PWC : 14th Annual Global Survey Report
b) Talent Management continues to be a burning challenge in organizationsThe war for talent continues
Competing for t
alent globally
and in emerg
ing marke
ts
Selecti
ng & deve
loping leaders
and succ
ession planning
Selecti
ng retaining employe
es at a
ll leve
ls
Recruiting hard
-to-find sk
ill se
ts
Reducing employe
e headcount/c
osts
41%38% 37%
28%
21%
WHAT ARE YOUR ORGANIZATION’S MOST PRESSING TALENT CONCERNS TODAY?
Source: Deloitte
Module - Recruitment Process
The 4-Meter Model for Recruitment
HR
OPERATIONS
STRATEGIC
ALIGNMENT
PROSPECTSRECRUITS
Hiring rateExecutive satisfactionR.O.I. by employee category
Response rate (attraction power)Query response timeReferral rateAcceptance rate
Internal client satisfactionGap-to-Hire cycle Time% Appropriate closureCost per recruit
On-boarding timeConversion rate on Internal referrals Candidate satisfaction (with
recruitment process)Early days turnover ratioJob progression rate
How to Calculate Common Metrics
Metric DescriptionAccession Rate New Hires + Replacement Hires
Total Headcount
Cost Per Hire __ Hiring Costs__ _ New + Replacement Hires
Cycle Time (time to fill) Days to Fill (from requisition)New + Replacement Hires
Offer Acceptance Rate Offers AcceptedOffers Extended
Module -Profiling
What is Profiling ? Recording a person's behavior and analyzing
psychological characteristics in order to predict or assess their ability in a certain sphere or to identify a particular group of people.
HR profiling
• Recruitment and Selection - To point out the required behavior to accomplish the job and match those with candidate's profile. Example - Psychometric Test.
• Performance Management - To check/control the real performance in accordance with organization's objective.
• Competency Mapping /Skill Gap Analysis - To judge the current level of employee.
• Training and Development - HR profiling provides inputs in designing the T&D.
• Succession Planning - Prepare future leadership.
Profiling Tools
DISC Profiling
Thomas Profiling
MBTI Profiling
Firo B Profiling
Disc Profiling Tool
Thomas Profiling Tool
•Represents Personal Profile Analysis(PFA) & Human Job Analysis(HJA)
•Tests for selection & training (TST/GIA)
•Team Analysis System
•Thomas 360 degrees
•Emotional Intelligence
• FIRO B Profiling Tool
Inclusion
InclusionWanted
InclusionExpresses
Control
Control Wanted
ControlExpresses
Affection
AffectionWanted
Affection Expressed
Wanted
Expressed
• MBTI Profiling Tool
Module - Resourcing
Resourcing/Staffing –US, Sourcing - UK
Resourcing is defined as the process of identifyng, developing, and utilizing the best source of resouces availble regardless of location. A cross-border search is conducted to find the sutiable resource that meet specific quality, time and cost.
Sources Of Recruitment
• Direct Applications (Walk Ins)• Internet(job Portals, Groups)• Consultancies, Staffing Agencies, Third Party• Professional Trade Fairs• Newspapers and Magazines• Campus Recruitment• Employee referrals• Promotions
Tools for Resourcing
Contracts
Job Boards
Social Media
Referrals MIS & Information Gathering
Dice.comMonster.comNetemps.comHotjobs.comCareerbuilder.comClickjobs.com
Commonly Used Job Boards
Boolean Search
• There are boolean operators which can be used while searching for the right resume.
• The boolean operators will narrow down the search and will give the specific resume titles or skills.
• Boolean operators will arrive at a specific skill or qualification we are looking for or anything near to that.
• Boolean operators should be used correctly. Care should be taken while entering the boolean operators as any improper spacing or comma will not give accurate results.
• It is very important to understand the requirement & type of candidate required first before applying the boolean operators.
Boolean Meaning Use
AND Narrow search and retrieve records containing all of the words it separates.
Java AND SAP – In this it will search resumes with java and SAP.
OR Broaden search and retrieve records containing any of the words it separates.
Oracle OR SQL OR Java – In this it will search either oracle or java related resumes
AND NOT Narrow search and retrieve records that do not contain the term following it.
1.Jave AND NOT Coffee - this will result in jave programmer and not java coffee.2. Airline service AND NOT hotel service.
NEARFind words within 10 words of each other.
Java NEAR programmer. This will retrive the words java and programmer in any order.
QUOTES " " Quotes searches for the specific term. Quotes should be given only when there are two words or phrase to be search.
"Customer service", "Administrative assistant", "Application developer"
PARENTHESES ( ) Group words or phrases when combining Boolean phrases and to show the order in which relationships should be considered.
"customer service" AND ( "report" OR "plan" OR "implement" OR "asses")There should always be related keywords in the parentheses. It should not be from unrelated topic.
WILD CARD * This expands a search term to include all forms of a root word.
Custome*, Manag*, implement* this will give results as customer, manager, managing, m,management, implementation, implementing
STEMWORD * * This operator will find words that contain the same base word. It will find words in different tenses.
Fly**, driv** - this type of search will give results as flyin, flew, driving , drive, flown
Boolean Search
Became a fan / follwer of some
company
Said something good about a company
Said something bad about a company
Promoted some other company
brand
Promoted own business
52%46%
23%18%
12%
SOCIAL NETWORKING SITE ACTIVITIES OF US SOCIAL NETWORK USERS
Source: marketer.com
Social Media Stats
Organizations without social media policies
• In India, only 12% companies have social media policies, lowest amongst all nations•Nearly 50% of all American & European companies have social media policies.
IndiaBraz
il UKSp
ain
Poland
Benelux
Australi
aJap
an USA
Singa
pore
Canad
aIta
ly
France UAE
Sweden
German
y0
10
20
30
40
50
60
Use linkedin
Social Media Tools
94%
54%
10%
Use Facebook
Use Twitter
Of hiring managers who recruit through social media…
3% Use Blogs
Why Companies use contractors
Staffing Flexibility Get around budget constraints Need to keep the permanent Headcount
down No hassles at the end of assignment Hire for a specific purpose or project Immediate Availability Try before you buy Lower costs Avoid office politics
Why Candidates work on Contract
More Money- Earns 30% more Receive the same statutory benefits Evaluate the company before accepting
permanent position Enhance resume Opportunity to travel Flexibility in Life Style Variety in work scope and environment.
Low pool of Resources
Brand Awareness
Very High Expectations.
Fake experience & Qualifications
Take offers but don’t join
Dropping without any intimation
Road Blocks in effective Recruitment
10 Creative Recruiting Tips
Use self-selection to find out who's really interested
Arrange for group interaction
Handpick dream candidates and show them you want them
Look for talent in unlikely places
Attend events that are NOT job fairs
10 Creative Recruiting Tips
Make yourself stand out with non-traditional media
Actively search profiles and social networking sites
Advertise in places frequented by your ideal candidate
Consider past candidates
Publicize referral incentives
Module – Contacting, Screening, Closing
Contacting and Screening
Do your homework on candidates before picking up the telephone
Develop a job outline that will help you present a clear vision to potential candidates
Make a good first impression
Be polite courteous & professional with potential candidates
Ask questions that are relevant to the job role
Clarify candidate’s doubts and queries
You could request the candidate for references
3 steps in screening
Reviewing Resumes
1
Telephonic Interview Gather Information
2
Sorting for the top candidates
3
Contacting Problems
A candidate can be rejected if the recruiter is not able to evaluate him/her effectively
Source of candidate data may not be reliable & authentic
In the absence of face to face communication good candidates can be rejected
Barriers and biases during the telephonic discussion
Language & cultural barriers
7 Steps to Better Phone Screening
35
Define Your Goal
Define Your Culture
Know Your Price
Know Your Deadline
Create Your Question List
Conduct the phone Interviews
Follow up
Cold Calling
Calling candidates is one of the most efficient and effective ways to recruit
This is the traditional quick, easy, and logical way that typically produces immediate results
However, the way that you call a candidate from initial contact to the end of the conversation could change immensely depending on how you conduct the conversation
Cold Calling Tips
Determine the Market of Different Segments
Establish Initial Rapport First then Take Back Information
Understand the Value of Their Skills
Know What Makes the Job Exceptional
Stay Connected, Even with Seemingly Unworthy Candidates
Networking
Closing Process
Start out with the good news
Set the agenda of the conversation
Sell the opportunity and alignment with the candidate’s goals, which by now you have already discussed in detail
Discuss the details of the offer
Ask for feedback
Once the candidate has verbally accepted, discuss next steps and timeline
Final steps - Follow up with the candidate to make sure they received the paperwork and everything is in order
Once the offer is in-hand, follow up with the candidate at least once a week until the start date
Check in and follow up to see how things are going. If there is any disconnect between the candidate’s expectations and reality, you want to identify them quickly.
A candidate management system allows the recruiting team to quickly locate, track, and manage the best applicants for each open requisition.
Candidate Management
Q & A Session