Recruitment Realities   Changes And Challenges
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Recruitment Realities Changes And Challenges

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Recruitment Realities   Changes And Challenges Recruitment Realities Changes And Challenges Presentation Transcript

  • Recruitment Realities Changes & Challenges
  • Why is recruitment important? We want a BIGGER candidate pool
  • Candidate Pool • Increase the candidate pool = better chance of finding the right candidate • We don’t want the quality of programs at risk
  • When we use the word recruitment, what do we mean?
  • Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in organizations
  • The process of hiring entails… Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in organizations; we want a large Candidate Pool Evaluating the Candidate Pool This step begins where Recruitment ends. You want to ensure you are collecting valid and sufficient information The Selection Decision
  • When we speak of Evaluating the Candidate Pool, what are we doing?
  • Evaluating the Candidate Pool Once we increase the candidate pool, we need to focus on collecting valid and sufficient information to make the right selection decision
  • Collecting Valid and Sufficient Information Reviewing application information Remember to compare all the Collect information gathered Conducting information to the established interview from other criteria. sources Checking references
  • Final Step: Making an effective selection decision!
  • If people are your most important asset, then hiring is the most important skill.
  • Recruitment in Changing Times
  • Recruitment in Changing Times Shifting realities Labour market Economic conditions Labour force
  • Economic Conditions Labour Labour Market Force Informs our Recruitment practices
  • Why are we talking about this? Isn’t there a recession? Won’t the unemployed and recently laid-off just come to us for a job?
  • The reality is… There continues to be skill shortages in our sector Skill shortages are both short and long term challenge
  • Difficult to fill positions? Speech Language Pathologists Psychologists French Immersion teachers HVAC Bus drivers
  • We need to remain competitive with other public and private employers We need to brand and market Public Education to attract great candidates We don’t want to be left behind!
  • What types of Recruitment Strategies do we use? We want to use cost-effective strategies that targets the labour force segments we are attempting to attract
  • Labour Force We need to know our target audience: Demographics Behaviours Values Interests Goals
  • Labour Force Boomers Generation X Generation Y
  • The population entering labour market over next decade does business in a different way
  • Technology is important Less loyal to employers Transient in employment
  • So what? We need to plan and reach out in appropriate places
  • Where did you find your first job? What types of things did you do to apply?
  • The Evolution of Human Resources Practises HR HR HR And beyond? 1.0 2.0 3.0
  • Before the Internet People looked for work through Newspapers Friends and family / networking Job placement centres
  • HR 1.0 - 1990’s The internet! Employers started to notice it and realize that they might use it in recruitment Mainly static Posting jobs and information Still needed to send in applications, etc.
  • “Post the job and they will come”
  • HR 2.0 – the new millennium! Enter the job search engines! – Monster.com – Working.com – Workopolis.com Applying online & emailing applications Information began to be exchanged both ways
  • HR 3.0 Third generation of HR using the internet Employers are going where people socially connect
  • HR 3.0 Employers are going to the candidates Employers aren’t waiting for candidates to come to them
  • HR 3.0 Strategies used are conversational Spread and reach is instantaneous Turning visitors into candidates by nature of the way you connect with them
  • Job postings Social media Collection of Conversation words that is authentic Candidates want to get a feel for what it would really be like to work there
  • Social Media Frenzy! It can be cost-effective and reach many candidates You can target exactly who you want through research and knowing the social media landscape
  • What are the tools?
  • Technology Has Turned People Into People Media Snackers. http://www.youtu be.com/watch?v= mldqfN7XCOk
  • • New York City Case…. – Reaching candidates through Facebook – Reaching candidates through Twitter – Reaching candidates through You Tube
  • Converse & Connect with Candidates http://www.linkedin.com/companies/make-a-future--- careers-in-bc-education
  • What will be next? More use of video to share what it’s like to work in specific towns, cities and workplaces Find more ways to provide authentic information about the look and feel of working in a particular place
  • What should we do now? Research where you should be in the virtual world Gear your recruitment to your generation Be aware of the varieties of opportunities available to reach applicants
  • Shed the idea…. “Post the job and they will come”
  • Be creative! Know the landscape! Access our services!
  • How Can SDs & Make a Future – Careers in BC Education Do Together? Data Tracking trends to inform practise How many applicants are looking for what? Are they finding your jobs? Are we getting the right skill sets?
  • Janet Stewart, Director Make a Future – Careers in BC Education www.makeafuture.ca www.twitter.com/makeafuture www.linkedin.com/in/janetstewart contactus@makeafuture.ca