Recruitment Presentation

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Recruitment Presentation

  1. 1. <ul><li>Why should we appoint you? </li></ul><ul><li>What are your key strengths & weaknesses? </li></ul><ul><li>What do you have what we need? </li></ul>Does this sound familiar?
  2. 2. <ul><li>Attraction </li></ul><ul><li>Brand and image management </li></ul><ul><li>Talent retention </li></ul><ul><li>Value-add </li></ul><ul><li>Cost </li></ul>Inherent Factors to Recruitment
  3. 3. <ul><li>E-recruitment </li></ul><ul><li>Social Networking </li></ul><ul><li>Temporary staff </li></ul><ul><li>Recruitment Process Outsourcing (RPO) </li></ul><ul><li>SA Labour Market </li></ul><ul><li>Risk Management </li></ul>Latest Trends in Recruitment
  4. 4. <ul><li>77% (internationally) uses a HRIS </li></ul><ul><li>51% use technology in recruitment </li></ul><ul><li>75% use e-recruitment </li></ul><ul><li>84% use more emails than 3 years ago </li></ul><ul><li>70% use corporate websites and online applications </li></ul>Trends in E-recruitment
  5. 5. <ul><li>68% see the internet as an effective recruitment tool </li></ul><ul><li>46% use E-recruitment </li></ul><ul><li>22% increase in E-recruitment since 2003 </li></ul>E-recruitment
  6. 6. <ul><li>25% printed media </li></ul><ul><li>37% agencies </li></ul><ul><li>18% word-of-mouth </li></ul><ul><li>19% other means </li></ul>E-recruitment
  7. 7. <ul><li>Reducing costs </li></ul><ul><li>Widen the selection pool </li></ul><ul><li>Increase hiring speed (turnaround time) </li></ul><ul><li>Greater flexibility and ease for applicants </li></ul><ul><li>Brand-building </li></ul>E-recruitment Drivers
  8. 8. <ul><li>Speed up the recruitment cycle </li></ul><ul><li>Streamline administration </li></ul><ul><li>Enables IT to manage vacancies more effectively </li></ul><ul><li>Better co-ordination </li></ul><ul><li>Reduce recruitment costs </li></ul>E-recruitment Advantages
  9. 9. <ul><li>Wider pool of applicants or a niche pool of applicants </li></ul><ul><li>Large internal reach </li></ul><ul><li>Enhance organisational image (reinforcing branding and culture </li></ul>E-recruitment Advantages
  10. 10. <ul><li>Access to vacancies 24/7 </li></ul><ul><li>Reaches a global audience </li></ul><ul><li>Cost effective way to build a talent bank </li></ul><ul><li>Can handle high volumes in a consistent way </li></ul>E-recruitment Advantages
  11. 11. <ul><li>Provide more tailored information to the post and organisation </li></ul><ul><li>Ease of use for candidates </li></ul><ul><li>Applications are instataneous  </li></ul>E-recruitment Advantages
  12. 12. <ul><li>Limit the applicant audience </li></ul><ul><li>Cause applications overload or inappropriate applications </li></ul><ul><li>Limit the attraction of certain groups </li></ul>E-recruitment Disadvantages
  13. 13. <ul><li>Can be seen as discriminatory </li></ul><ul><li>Is impersonal </li></ul><ul><li>Can ‘Turn-off’ candidates </li></ul><ul><li>Limited information and not user-friendly </li></ul>E-recruitment Disadvantages
  14. 14. <ul><li>Facebook </li></ul><ul><ul><li>66 million users </li></ul></ul><ul><ul><li>55,000 regional, work-related, tertiary and other networks </li></ul></ul>Social Networking – The X & Y Generation
  15. 15. <ul><li>Linkedln </li></ul><ul><ul><li>19 million professionals </li></ul></ul><ul><ul><li>150 industries </li></ul></ul>Social Networking – The X & Y Generation
  16. 16. <ul><li>Appeals to X’ers and Y’ers </li></ul><ul><li>Diverse skills & exposure </li></ul><ul><li>Temporary staff are often adaptable </li></ul>Temporary Staff Benefits
  17. 17. <ul><li>Allow evaluation of a candidate & role before it is made permanent </li></ul><ul><li>Useful where there are seasonal fluctuations & workload changes </li></ul><ul><li>Can save on permanent employee costs </li></ul>Temporary Staff Benefits
  18. 18. <ul><li>RPO – or Recruitment Process Outsourcing: </li></ul><ul><li>The outsourcing of part, or all of its recruitment activities to a service provider </li></ul>Resource Process Outsourcing
  19. 19. South African Labour Market <ul><li>Risk Management </li></ul><ul><li>4% = criminal records </li></ul><ul><li>22% = some financial record </li></ul><ul><li>12% = false qualifications </li></ul><ul><li>26% = unverified driver's licences </li></ul>
  20. 20. Pre-employment Screening <ul><li>10% of job applicants have criminal conviction records </li></ul><ul><li>Up to 30% of CVs contain false information </li></ul>
  21. 21. Pre-employment Screening <ul><li>Other tools: </li></ul><ul><ul><li>Financial background checks </li></ul></ul><ul><ul><li>ID verification </li></ul></ul><ul><ul><li>Driver's licence verification </li></ul></ul>
  22. 22. Factors Impacting Recruitment <ul><li>External </li></ul><ul><li>Labour market conditions </li></ul><ul><li>Government policy and legislation </li></ul><ul><li>Trade unions </li></ul><ul><li>Scarcity of skills and the brain drain </li></ul>
  23. 23. Factors Impacting Recruitment <ul><li>Internal </li></ul><ul><li>Business/Corporate Strategy </li></ul><ul><li>Organisational recruitment policy </li></ul><ul><li>Recruitment criteria </li></ul><ul><li>Costs </li></ul><ul><li>Sources </li></ul>
  24. 24. 3 Possible Scenarios <ul><li>Labour demand exceeds supply </li></ul><ul><li>Labour supply exceeds demand </li></ul><ul><li>Labour demand equals supply </li></ul>
  25. 25. Recruitment versus Selection <ul><li>Recruitment </li></ul><ul><li>T he process of searching for the candidates and stimulate them to apply </li></ul><ul><li>The purpose is to create a talent pool of candidates </li></ul><ul><li>Recruitment is a positive process </li></ul>
  26. 26. Recruitment versus Selection <ul><li>Selection </li></ul><ul><li>T his is about screening and to find the most suitable persons for vacant posts </li></ul><ul><li>The purpose is to choose the right candidate </li></ul><ul><li>Selection is a negative process </li></ul>
  27. 27. Process to Identify Job Scope & Competencies <ul><li>Job analysis and role profiling determine </li></ul><ul><li>the following: </li></ul><ul><ul><li>Job content </li></ul></ul><ul><ul><li>Standards/outputs </li></ul></ul><ul><ul><li>Minimum requirements </li></ul></ul><ul><ul><li>Competencies required </li></ul></ul>
  28. 28. Changes Internal & external) Job Profiling Job Description Job & man Specs Job Grading Initiate Recruitment Job Analysis
  29. 29. Job Analysis Process Example Skills Analytical English verbal and written communication Problem-solving Negotiation Behaviours / Attributes Decisiveness Handling stress Persistence Flexibility Knowledge GAAP Labour Law Budgeting process Accounting principles and tax regime
  30. 30. Advertising the Job – AIDA Principle <ul><li>A = Attention </li></ul><ul><li>I = Interest </li></ul><ul><li>D = Desire </li></ul><ul><li>A = Action </li></ul>
  31. 31. The Recruitment Process MANPOWER PROVISIONING – A “ Good Practice ” Model Manpower Provisioning Needs Identification Retention Job Analysis Approvals & Budgeting RECRUITMENT • Job Analysis • Job Spec ’ s • Man Specifications • Per position • Approvals • Job Gradings • Requisition • Source of supply ( Internal renal/External) • Advertise • Pre - selection & Short - listing • Selection & Decision • Job Offer • Appointment • Annually • Reviewed Monthly
  32. 32. The Recruitment Process
  33. 33. The Recruitment Process <ul><li>Identify vacancy </li></ul><ul><li>Prepare job description and person specification </li></ul><ul><li>Advertising the vacancy </li></ul><ul><li>Managing the response </li></ul><ul><li>Short-listing </li></ul><ul><li>Arrange interviews </li></ul><ul><li>Conducting interview and decision-making </li></ul>
  34. 34. Pre-selection <ul><li>Telephone screening </li></ul><ul><li>Paper screening </li></ul><ul><li>Short listing </li></ul>
  35. 35. Questioning Technique Behaviour-based interviewing KPA Outputs/Objectives Standards/Measures Activities Competencies Behaviour-based questions
  36. 36. Behaviour-based questions <ul><li>Use the following approach: </li></ul><ul><li>Position your question in a specific situation or task </li></ul><ul><li>Ask the applicant what actions he or she took (what was done and how?) </li></ul><ul><li>What results were achieved (effect of action) </li></ul>
  37. 37. Useful Questions <ul><li>Rapport-building questions </li></ul><ul><li>Open-ended questions </li></ul><ul><li>Non-question questions </li></ul><ul><li>Use ‘soft’ words </li></ul>
  38. 38. Recruitment & SMMEs (Challenges) <ul><li>Absence of a professional HR resource </li></ul><ul><li>SMME’s are used as a stepping stone </li></ul><ul><li>The manager/owner fulfils a more diverse role that their corporate counterparts </li></ul>
  39. 39. Recruitment & SMMEs (Challenges) <ul><li>Recruitment is often informal, unstructured and reactive </li></ul><ul><li>SMME’s need to compete for skills in a competitive environment </li></ul>
  40. 40. Internal vs External Recruitment <ul><li>Inbreeding/no innovation </li></ul><ul><li>Politics, infighting </li></ul><ul><li>Need a strong MDP </li></ul><ul><li>Motivating for performance </li></ul><ul><li>Promotion opportunities </li></ul><ul><li>Assessment of potential </li></ul><ul><li>Inspires morale and loyalty </li></ul>Disadvantages: Advantages internal recruitment <ul><li>Loss of time – to adjust </li></ul><ul><li>Current staff do not apply </li></ul><ul><li>“ Fit” is sometimes an issue </li></ul><ul><li>New insights and ideas </li></ul><ul><li>Existing hierarchy remains intact </li></ul><ul><li>Diversity </li></ul>Disadvantages Advantages external recruitment
  41. 41. Assessments in Recruitment <ul><li>Typical assessment tools </li></ul><ul><li>Cognitive Assessments </li></ul><ul><li>Aptitude Assessments </li></ul><ul><li>Personality Tests </li></ul><ul><li>Interest Questionnaires </li></ul>
  42. 42. THANKS

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