THE QUEST FOR THE RIGHT TALENTS

Aprilia Patriani I www.peoplesearchindonesia.com

HR VS BUSINESS

HR Business

NO planning ahead >> BAD hiring decision

THE COST OF BAD HIRING DECISION

80 % of employee turnover is due to bad hiring decision >> employee morale

Cost : average 1/3 of annual salary of the person hired to find him/her replacement

Cost of recruitment includes: Headline cost : using agency ? Using job post portal ? Using social media ?

Time to hire

Management time

Training and inducting new employees

Work logistic

PLANNING, PLANNING, PLANNING

ATTRACTING TOP PERFORMERS

Positive reputation

Development Opportunities

Compelling Employee Value Proposition (EVP)

• Why are potential employees attracted to the company?

• Why do existing employees think the company is unique?

• What do they value most about working there?

• Why do they stay?• Why do they leave?

RECRUITMENT CYCLE

1. MPP and identifying

vacancy

2. Prepare JD and job

specification

3. Decide sourcing channels

4. Managing the recruitment

process

5. Decision Making/Job

Offer

FACTORS IMPACTING RECRUITMENT

INTERNAL FACTORS

Business Planning on MPP (proactive or reactive approach towards recruitment)

Growth or expansion

Budget for recruitment

EXTERNAL FACTORS

Supply & Demand (external vs internal sourcing)

Image of the company in the market/market perception

Competitors

Labour market

PREPARING JD AND JOB SPECIFICATION

Attract candidates

Role definition

Management reference

YOUR JD SHOULD COMPRISE OF…

Title of the job

Where the role sits within the team, department and wider business

Who the role reports to, and other key interactions

Key areas of responsibility and the deliverables expected

Required education and training

Soft skills and personality traits necessary to excel

Location and travel requirements

Convey the organisation’s culture and identity

4 MISTAKES TO AVOID WHEN CREATING JD

Using internal terminology

Not involving all stakeholders

Being unrealistic

No Regularly reviewing

SOURCING CHANNELS

INTERNAL SOURCING

Transfer

Promotion

Alumni – retired / retrenched employees

EXTERNAL SOURCING

Job post advertisement

Employee Referral

Outsourcing agency

University relations

Executive Search Consultant (head hunter)

RECRUITMENT PROCESS

1. Sourcing

2. Selection Tests

3. Interviews

4. Reference Check Background

5. Medical Check Up

6. Job Offer

- Who needs to go to interview?- Trained interviewers?- Method of interview?

- Psychometric test? - Verbal and numerical tests?

- Role play?- Presentation?

- Case study?

THE BENEFITS OF LEAVING GOOD IMPRESSIONS TO ALL CANDIDATES DURING INTERVIEW

…Words spreads fast…

TIPS

Contact them and let them know they’re still in the running if they’re good candidates. If they haven’t heard from you they might accept an offer elsewhere.

Keep all candidates updated on the interview process - when each round will take place/how many rounds there will be.

Don’t keep them hanging on because you dread making the rejection phone call/email

DECISION MAKING & JOB OFFER PROCESS

Gather the right information

Know what and how to sell to your candidate during job offer

Job offer by verbal follow by a formal letter

Always prepare for contingency plans

Follow up action after job offer

Maintain excitement and personal connectedness

On-boarding program

ON-BOARDING

Engage new employee >> lower turnover, higher retention

Jump-starts employee loyalty and satisfaction

Integrates faster >> reduces time to productivity

Feel valued

Adds value to your brand

Improves the customer experience because employees are more effective.

THANK YOU