"Human Resources. Recruitment. Creativity."  - Lotus 6th - Ginta Bakane - Inspired Communications
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"Human Resources. Recruitment. Creativity." - Lotus 6th - Ginta Bakane - Inspired Communications

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Presentation by Ginta Bakane (Inspired Communications) - "Human Resources. Recruitment. Creativity." in conference Lotus 6th: Alternative Ways for Traditional Business, organized by AIESEC Riga. ...

Presentation by Ginta Bakane (Inspired Communications) - "Human Resources. Recruitment. Creativity." in conference Lotus 6th: Alternative Ways for Traditional Business, organized by AIESEC Riga. 11.12.2010 in RISEBA.

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  • Helloeverybody. Mynameis Ginta and I amhere to sharesomeofmythoughtsaboutoneofthemostinterestingand VERY improtantpartofthehumanresourcemanagement – RECRUITMENT. Sincerecently I haveimplementedoneofthemostoriginalandthemostcreativerecruitmentcampaigninLatvia, I willfocusemoreoninnovativerecruitmentmethods.
  • Could you name please the most vital source of competitive advantage for companies in general?
  • Better recruitment and selection strategies result in improved organizational outcomes. Organizations with highly effective selection systems experience higher business outcomes (i.e., financial performance, quality of products and services, productivity, and customer satisfaction) and employee outcomes (i.e., employee satisfaction and retention of quality employees) than those with ineffective selection systems. On the other hand, bad recruitment decisions are the reason that 20 percent or more of the workforce are poor or marginal performers.Leigh Branham. Keeping the people who keep you in business, NY: AMACOM, 2001, p.63
  • The Chartered Institute of Personnel and Development (CIPD) reports that recruitment agencies (78%) followed by using the company’s own corporate website (75%) and local newspaper advertisements (74%) are the most common methods being used to attract candidates. Making use of specialist journals/trade press were used by 62% of respondents and just over half use apprenticeships, work placements or secondments to attract applicants. Studies of the recruiting process show that the best hires come from employee referrals. A study showed first-year turnover rates as follows: 67% for employees recruited from the competition, 55% for those recruited from newspaper ads, and 30% for candidates referred by other employees. The advantages of employee referrals are that current employees know the person they are referring and can make a reasonable guess as to how well the person will fit into the job and culture. Besides, current employees have a strong self-interest in seeing the right people hired.CIPD Recruitment, Retention and Turnover Report, 2008.Leigh Branham. Keeping the people who keep you in business, NY: AMACOM, 2001, p.112
  • Google being one of the most successful companies and often ranked as the most attractiveemployer in the world, each day receives hundreds of resumes. If they want to find the bestemployees it is a lot of work going through all the applications. So in order to solve theproblem, when they were looking to hire some good mathematicians, they came up with anon-traditional idea – they posted a large billboard on Highway 101 in Silicon Valley:Most of the people would see here just a confusing billboard, not meaning anything, but thebrightest mathematicians (ones that Google was looking for) would see here a challenge -riddle that needs to be solved. The solution to the riddle is 7427466391.com which leads toa website with the next question, leading to web page owned by Google Labs, stating: "Onething we learned while building Google is that it's easier to find what you're lookingforif it comes looking for you. What we're looking for are the best engineers in the world.And here you are. The result of the campaign is that Google has been able to find thegreatest mathematicians passionate about what they do without having to go through allthe applications sent to them. As Google spokesman said: "As you can imagine, we getmany, many resumes every day, so we developed this little process to increase the signal-to-noise ratio.Google does not have to look for the best candidates, they come to Googlethemselves.Google’s riddle:Solution leads to 7427466391.com Problem: a lot of applicants and resumes. How to find the right one?The ad targets specific group of candidatesResult: faster process, lower costs
  • Microsoft came up with a great idea how to attract IT security personnel (Ethical hackers).The problem that company faced was that the best hackers are difficult to find – theyare usually very young people that are not looking for a job, not very socially active. SoMicrosoft created a dummy database and set up a contest for Hackers with a price award forthe quickest hacker to hack into database to find required piece of information. Candidateshad to register for the contest thus Microsoft acquired a lot of details about hackers;moreover, they were able to determine the best ones. The company hired the winner. Theresult of the campaign was that by using non-traditional recruitment Microsoft was able toaccess candidates that otherwise are difficult or even impossible to find.
  • Tourism Queensland came up with an amazing idea how to combine recruitment withmarketing campaign. They announced a global search to find an Island caretaker to exploreIslands of the Great Barrier Reef in Queensland Australia and report back to the world abouttheir experiences. Tourism Queensland offered a salary of AUD $150,000 for a six monthposition to live in luxury accommodation on Hamilton Island. They announced it is the bestjob in the world.The campaign caught large public attention all over the world and they gotover 34’000 applications.
  • Non – traditioanl campaigns generates publicity for the campaign.There is also a higher pool of candidates.

"Human Resources. Recruitment. Creativity."  - Lotus 6th - Ginta Bakane - Inspired Communications "Human Resources. Recruitment. Creativity." - Lotus 6th - Ginta Bakane - Inspired Communications Presentation Transcript

  • HUMAN RESOURCES
    RECRUITMENT
    CREATIVITY
    POWERED BY:Ginta Bakane
  • Introaboutmyself..
    22km inMarathon
    StudiesofFinances
    WorkasAccountant
    MarketingStudiesinDenmark(byDanishGovernmentscholarship)
    Managerofthemarketingdepartmentinleadingelectroniccompany & projectmanageratBestMarketing
    MarketingManageratInspired
    Establishmentofstart-upcompany «PCB one»
  • Today:
    #1 Recruitment
    #2 Bestpractisefromabroad
    #3 BestpractiseinLatvia
    View slide
  • #1 RECRUITMENT
    View slide
  • THE MOST VITALSOURCE OF COMPETITIVE ADVANTAGE FOR COMPANIES IN GENERAL?
  • EMPLOYEES....
  • IMPORTANCE OF EFFICIENT RECRUITMENT PRACTICE
    Betterrecruitment
    Improved organizational outcomes
    Bad recruitment decisions are the reason that
    > 20% of the workforce are poor or marginal performers.
  • RECRUITMENT METHODs
    • Press advertising
    • Internet based recruitment
    • Vacancy boards
    • Television
    • Radio
    • Leaflet drops
    • Posters
    • Recruitment caravans
    • Employement agencies & consultants
    • Direct access to schools and colleges
    • Incentives to employees for introduction
    • Direct search orhead-hunting
    • ....
  • RECRUITMENT METHODs
    Study of The Chartered Institute of Personnel and Development (CIPD):
    A study showed first-year turnover rates as follows:
    • 67% for employees recruited from the competition,
    • 55% for those recruited from newspaper ads
    • 30% for candidates referred by other employees.
  • THE LATEST TREND
    INNOVATIVERECRUITMENTMETHODS!
  • #2 BEST PRACTISE
  • Bestpractice
    Whatdoyouseehere?
  • Bestpractice - Microsoft
    Microsoft’scompetitionforhackers
    Problem: difficult to findgoodethicalhackers
    Solution: competitionforhackerswithmonetaryprize
    Result: access to besthackers, evaluationofcandidates
  • Bestpractice – TourismQeensland
    Bestjobintheworldcampaign - combinationofrecruitmentandadvertising
    Results :
    worldwideattention
    34’000 applicants
  • #3 BEST PRACTISE IN LATVIA
  • 3# «beat Klavins»
  • 3# «beat Klavins»
    TASK:
    To find a suitable candidate to fill analyst position.
    creativity
    To promote our agency’s creativenss
    To promote Janis Klavins
    challanging personality
  • 3# «beat Klavins»
    IDEA:
    To offer to our candidates a challenge to beat existing analyst Janis Klavins in order to fill his position in a media agency.
  • 3# «beat Klavins»
    WORD PLAY:
    [NOLAUZ KLAVINU!]
    «BREAK MAPLE»
  • 3# «break Klavins»
    Solution: www.nolauzklavinu.lv
    WhoisKlavins?
    Why to beat?
    How to beat?
    Klavin’s blog
  • 3# «break Klavins»
  • 3# «beat Klavins»
    • Free publicity in media
    Results:
  • 3# «beat Klavins»
    • Buzz on the internet
    Results:
  • 3# «beat Klavins»
    > 93,340 page views
    Results:
  • 3# «beat Klavins»
    1295 participants
    Results:
    Best candidate found
  • Conclusions
    CONCLUSIONS
  • Thankyou! 
    Questions?