Kelly: Resourcing into the future
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Kelly: Resourcing into the future Presentation Transcript

  • 1. Resourcing into the future
  • 2. Points of discussion • Recruitment methodology • Segmenting your recruitment • High and low touch • Experience of Candidate • How to reach your candidate market • How do you choose the “right fit” people for your business • Why do occupational assessments work in the recruitment selection? • Resourcing Process Outsourcing - RPO
  • 3. Recruitment Methodology
  • 4. Lets talk about segmentation Executive Specialist Functional Volume
  • 5. Low Low Touch Recruitment Functional Volume
  • 6. High High Touch Recruitment Specialist Executive
  • 7. Low Touch - Candidate Experience Active database Non specialised High number of candidates Volume and Functional Filtering through assessments Shorter time to Hire
  • 8. High Touch - Candidate Experience Passive database Specialised Specialist and Executive Longer time to Hire Low number of candidates
  • 9. How to reach your candidate market • Specialist publications • Job boards • Social Media – Internet, Facebook, Linked In etc • Agencies • Direct applications via your own website
  • 10. Choosing the “right fit” people for your business
  • 11. Social Media • Employers can increase results via Social media recruitment; thus enabling candidates to maximise their online presence • Companies continue to leverage social media tools and networks to identify top talent , particularly the passive job seeker • High levels of success for employers using social media tools to recruit candidates • More employees in South Africa were contacted via social media about a possible job opportunity while fewer successfully secured a new job that way (49% and 12%)
  • 12. Social Media Continued • According to one source: • 90%of US employment now use social media for recruitment and 7/10 employers (73%) successfully hired a candidate through social media in 2012 • Some stats according to the 2013 Kelly Global Workforce Index • Gen Y & Gen X reported 15% and 11% were successful at securing a job through social media vs baby Boomers 1% • 64% of South Africans employees are very interested in receiving job referrals from friends via social networks • 50% indicated that they would be more inclined to search via social media vs traditional methods • 39% use social media network when making a career/employment decision
  • 13. Assessments One in three companies utilise assessments as part of their recruitment process The benefits: • They enable interviewers to assess existing performance as well as predict future job performance • They give the opportunity to assess and differentiate between candidates who seem very similar - in terms of quality - on paper
  • 14. Assessments Continued • They give the candidates a better insight into the role as they are tested on exercises, which are typical for the role they have applied for • Cost of an assessment center is usually cheaper compared with the potential cost of many recruitment phases and the cost of recruitment errors • They are a fair process – they complement an organisation’s diversity strategy and ensure that people are selected on the basis of merit
  • 15. Recruitment Process Outsourcing (RPO)
  • 16. Recruitment Process Outsourcing - RPO • Defined as a form of process business outsourcing where an employer transfers all or part of its recruitment to an external service provider • It differs from your normal providers in that it assumes ownership of the design and management of the recruitment process and the responsibility for results
  • 17. What are the benefits of RPO? • Enables business to focus on their core business • Measurable results – SLA and KPI driven and outcomes • Lowered cost and shared risk – Flexible and scalable to accommodate your fluctuating needs • Reduced time to fill – Multi-tiered sourcing strategy accelerates the process • Technology – Vendor neutral approach to assessing either existing or new systems • Savings – Economies of scale reduced cost
  • 18. What are the benefits of RPO cont…? • Consistency – Streamlines recruiting functions across multiple regions/business units • Uniformity – promotes and protects your branding worldwide • Compliance – Meet industry and governance regulations • Centralisation – Account management and vendor management • Quality – Use our proprietary assessment tools and interview techniques to find “Right fit” candidates for the job
  • 19. Key elements of RPO Delivers Recruiting services for a portion or all of the company’s jobs
  • 20. Five different RPO engagements
  • 21. Defining the 5 RPO engagements Enterprise Short term Point of service Consulting • Fully outsourcing of all or most of the recruiting function • Design from beginning to end. This Solution meets the needs of the client • Core recruitment project outsourcing. This solution involves a specific project with a specific term • Engaging with a provider for specific scope of sourcing or recruiting • Provider is taking responsibility for one or more components of the recruitment process • Similar to project RPO but is an ongoing process • Company seeking the expertise of the RPO provider with respect to recruiting and improving processes • Relatively new solution such as on demand/contingency or branded/white label RPO Emerging
  • 22. RPO – Delivery Options
  • 23. Thank You Who has the first Question?