• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Mc kinsey Hr
 

Mc kinsey Hr

on

  • 686 views

How Mc kinsey recruit

How Mc kinsey recruit

Statistics

Views

Total Views
686
Views on SlideShare
684
Embed Views
2

Actions

Likes
0
Downloads
17
Comments
0

1 Embed 2

https://www.linkedin.com 2

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Mc kinsey Hr Mc kinsey Hr Presentation Transcript

    • iHRM 18.03.2012 Recruiting International Human Resource Management: RECRUITING Professor: Franca Cantoni Students: Anja Neumann Alexandra Stahl Paul Rauser Dara Lowe
    • 2. Current issues affecting Recruitment iHRM 18.03.2012 Recruiting http://blog.metahr.de/2011/02/10/recruiting-trends-2011-bekannte- entwicklungen-verschaerfen-sich/ • Demographic Change Demographic change in the pool of applicants • Skills shortage Lack of qualified workers • Bologna-Process Adjustment to Bachelor – master programs • Social Media New communication channels • Economic crises Effectiveness and Efficiency
    • 3. Pitfalls in Recruiting iHRM 18.03.2012 Recruiting Scoping When drawing up a job description and person specification, make sure they are relevant, reflect the work and do not discriminate. For example, do not ask for a driving licence unless the role requires driving, as this could discriminate against people with some disabilities. Advertising By placing a discriminatory job advertisement, you could face claims from unsuccessful applicants and also from would-be applicants who were put off applying. Wrong Spending Spending several thousand of Euros on a national newspaper advertisement without giving due thought to the messages being sent, the candidate specification, package, etc. I still have to shorten the text…
    • 3. Pitfalls in Recruiting iHRM 18.03.2012 Recruiting Sex and Gender The law requires equal pay and equal treatment between the sexes. Age Asking candidates how old they are, or their date of birth, is not wise. Wrong Spending I still have to shorten the text…
    • 6. Evaluation of the recruitment process iHRM 18.03.2012 Recruiting - The recruitment policies, sources and methods have to be evaluated from time to time -A successful recruitment process shows: • No. of successful placements • No. of offers made • No. of applicants • Costs involved • Time taken for filling up the positions
    • Adidas - Company Profile iHRM 18.03.2012 Recruiting • 1949 -The foundation: adidas is registered as a company, named after its founder: 'Adi' from Adolf and 'Das' from Dassler. • 1995 - adidas goes public Flotation on the Frankfurt and Paris Stock Exchange • 2012 150 subsidaries – directed from the headquarter 46,824 employees (2011) Adidas & Reebok: Footwear, apparel and accessories TaylorMade: Golf equipment (metalwoods, irons, putters, golf balls, footwear, apparel and accessories)
    • Adidas – Recruitment Process iHRM 18.03.2012 Recruiting Media Selection Operative Approach In- or external NEW OLD Internal Out- sourcing Continous Target oriented Internal External • Company Homepage • StepStone • Monster • Xing • Facebook • Linkedin Homepage
    • Adidas – Recruitment Process iHRM 18.03.2012 Recruiting Media Selection Operative Approach In- or external NEW OLD Internal Out- sourcing Continous Target oriented Internal External • Company Homepage • StepStone • Monster • Xing • Facebook • Linkedin
    • Adidas – Recruitment Process iHRM 18.03.2012 Recruiting Media Selection Operative Approach In- or external NEW OLD Internal Out- sourcing Continous Target oriented Internal External • Company Homepage • StepStone • Monster • Xing • Facebook • Linkedin Muss noch bearbeite werden
    • Adidas – Recruitment Process iHRM 18.03.2012 Recruiting Media Selection Operative Approach In- or external NEW OLD Internal Out- sourcing Continous Target oriented Internal External • Company Homepage • StepStone • Monster • Xing • Facebook • Linkedin
    • Adidas – Recruitment Process iHRM 18.03.2012 Recruiting Media Selection Operative Approach In- or external NEW OLD Internal Out- sourcing Continous Target oriented Internal External • Company Homepage • StepStone • Monster • Xing • Facebook • Linkedin
    • Adidas – Recruitment Process iHRM 18.03.2012 Recruiting Media Selection Operative Approach In- or external NEW OLD Internal Out- sourcing Continous Target oriented Internal External • Company Homepage • StepStone • Monster • Xing • Facebook • Linkedin
    • Adidas – Recruitment Process iHRM 18.03.2012 Recruiting Media Selction •New •Tradition Operative •Internal •Outsourcing Approach •Continous •Target oriented Internal or External •Internal •External Muss noch bearbeite werden
    • Adidas - Company Profile iHRM 18.03.2012 Recruiting • Internal Recruiting Process • Social Media Recruiting • Business Fairs • Business Dinners • Workshops Participating in career fairs, case studies, etc. “Our target is to identify, build and foster relationships to key universities around the world e.g. Hochschule St. Gallen, ESADE Barcelona, RSM Rotterdam, Hong Kong University, Babson College Boston” Muss noch bearbeite werden
    • McKinsey - Company Profile iHRM 18.03.2012 Recruiting • Founded by James McKinsey in 1926, the firm is owned by its partners • McKinsey & Company is one of the world's top management consulting firms. • With roughly 90 offices in more than 50 countries around the globe • The company advises corporate enterprises, as well as government agencies, institutions, and foundations on a number of business practices
    • McKinsey – Building Global Leaders iHRM 18.03.2012 Recruiting The four key strengths McKinsey identifies when recruiting are 1. Achieving 2. Leadership 3. Strong communication and presentation skills 4. Problem solving
    • McKinsey – Building Global Leaders iHRM 18.03.2012 Recruiting • Instill a talent mindset at all levels of the organization beginning with senior management • Create a winning Employee Value Proposition (EVP) that brings scarce talent through the doors, and keeps them there • Exciting work • Great company • Wealth and reward • Growth and development • Recruit great talent continuously • Grow great leaders • Differentiate and affirm
    • McKinsey – HR Strategy iHRM 18.03.2012 Recruiting • Continuous for consulting roles • Uses the up and out principle, therefore always finding the best talent • Impulsive Jobs are offered for specific roles • Uses traditional and new media recruitment • Recruits internally as clear career paths are identified for day one. Employee development is instilled within the culture • Recruits externally through college milk grounds(scholarships) graduate work shops, Graduate job sites
    • McKinsey – HR Strategy iHRM 18.03.2012 Recruiting • McKinsey was one of the first consulting firms to actively recruit candidates with advanced professional degrees (APDs) • The organisation does not set out to recruit a fixed quota of graduates in a year •Recruiting is more like marketing and selling; it’s a key responsibility of all managers •We hire at all levels – entry, mid, and top – and look for talent in every conceivable field •Recruiting is like purchasing; it’s about picking the best from a long line of candidates •We hire at entry levels only, primarily from the same 6 or 7 schools
    • McKinsey – HR Strategy iHRM 18.03.2012 Recruiting Connection Collaboration Content Conversation