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Selection and recruitment

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  • ere.net: http://www.ere.net/wp-content/uploads/2009/11/healthcare_recruiting.pdf HooversFierceHealthcare: http://www.fiercehealthcare.com/story/healthcare-boom-42m-more-jobs-2020/2012-04-09Main takeaway: LinkedIn has the ability to help this growing industry (that has a lot of money to spend) fix their biggest issues with recruiting
  • HC professionals are on the site – and a lot of these people are on the go, 1 in 4 utilize LinkedIn on their mobile devices.What is exciting is that healthcare companies have not taken advantage of the hc network available to them on LinkedIn – with nothing to engage with specific to their industry or companies in their industry besides news, this audience is interactive with the site. What this says is that while there is huge room for growth in healthcare, a lot of people are already participating and there isn’t a lot of noise – take advantage of this opportunity.
  • Mostly accounts with LCP and WWU
  • Pulled 2.26.13
  • Pulled 2.26.13LinkedIn Network 1,105,899USA Only 704,056Active in the last 90 days 248,826 Greater New York Area 46,987Greater Chicago Area 23,978Greater Boston Area 23,667Greater Los Angeles Area 22,965San Francisco Bay Area 20,391+(std_position_job_title:(registered-nurse OR nurse OR staff-registered-nurse OR senior-nurse OR registered-nurse-emergency-department OR critical-care-registered-nurse OR registered-nurse-labor-delivery OR registered-nurse-oncology OR registered-nurse-operating-room OR pediatric-registered-nurse OR psychiatric-registered-nurse)
  • Transcript

    • 1. Selection and Recruitment Comparison of Hiring Strategies Presented By: Shubham Singhal 803031200053 NMIMS, Hyderabad
    • 2. Shubham Singhal | A051 2 27 March 2014
    • 3. Hiring Strategies - Past Past Present Future Shubham Singhal | A051 3 27 March 2014
    • 4. Hiring Strategies Shubham Singhal | A051 4 27 March 2014
    • 5. The Traditional Hiring Process Step 1: Search Sourcing Assessment Interview Offer / HireStep 5: Step 4: Step 3: Step 2: 1. Sourcing  Average-55 minute investment  Resources: Human Resources, Hiring Manager(s) and/or outsourced service  Tools: Career Job Boards, Corporate Websites, Employee Referrals 2. Search  Average-180 minute investment  Resources: Human Resources, Hiring Manager(s) and/or outsourced service  Tools: Key word search tools, highlighter, skill 3. Assessment  Average-95 minute investment  Resources: Human Resources, Hiring Manager(s) and/or outsourced service  Tools: Skill, Personal Interpretation 4. Interview  Average-165 minute investment  Resources: Human Resources, Hiring Manager(s)  Tools: Skill, Personal Interpretation 5. Offer/Hire  Average-40 minute investment  Resources: Human Resources, Hiring Manager(s)Shubham Singhal | A051 5 27 March 2014
    • 6. Hiring Strategies - Present Present FuturePast Shubham Singhal | A051 6 27 March 2014
    • 7. Outsourcing the process  Recruitment process would generally be outsourced when individual or a company outsources processes in helping the needed staffing functions company recruit or hire  The RPO company would then handle action to hire the personnel  This allows a company to focus on its business and not staffing  RPOs claim that the solution it involves recruitment offers improvements in cost, selection, training cost. quality, cost, service and speed Shubham Singhal | A051 7 27 March 2014
    • 8. Hiring through internet, mobile, social media Shubham Singhal | A051 8 27 March 2014
    • 9. Online Hiring  Online recruitment, e-recruitment, or web based recruitment is the use of online technology or the internet to attract candidates and aid the recruitment process.  For most recruiters this usually means  using one’s own company website  a third-party job site or job board  a CV database  social media  search engine marketing as part of the recruitment process  A survey in 2005 showed that 77% of organizations used some form of human resources information system and 51% of organizations reported that their use of technology systems were for recruitment and selection purposes.  84% of respondents have made greater use e mail applications in the last 3 years. Over 7 in 10 organizations also say they are advertising jobs on their corporate websites and using online applications.Shubham Singhal | A051 9 27 March 2014
    • 10. Advantages and Disadvantages Advantages  Online recruitment is cost effective  Online recruitment is quick  Better success ratio  Bigger Audience  Easy and understandable  Gives a 24*7 access to an online collection of resumes.  Online recruitment helps the organisations to weed out the unqualified candidates in an automated way.  Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc. Disadvantages  Dealing with inappropriate, irrelevant and bad candidates is the bugbear of many a HR manager  Not every job vacancy you post can or will be filled online.  Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organisations.  There is low Internet penetration and no access and lack of awareness of internet in many locations across Shubham Singhal | A051 10 27 March 2014
    • 11. Few Online Recruiting sites  www.all-biz.com  www.naukri.com  www.timesjob.com  www.careershop.com  www.hr.com  www.jobWeb.com  www.monster.com  www.recruitersonline.com Shubham Singhal | A051 11 27 March 2014
    • 12. Hiring via mobile (Example: Hewiit) Shubham Singhal | A051 12 27 March 2014
    • 13. Hiring via mobile (Example: at&t) Shubham Singhal | A051 13 27 March 2014
    • 14. Shubham Singhal | A051 14 27 March 2014
    • 15. Social Hiring (Example: Dell)  Shubham Singhal | A051 15 27 March 2014
    • 16. Source: http://linkedin-india.com/
    • 17. Hiring Strategies - Future Past Present Future Shubham Singhal | A051 24 27 March 2014
    • 18. The Future of Recruiting is in the Cloud Shubham Singhal | A051 25 27 March 2014
    • 19. Reasons of choosing the Cloud  Access on Demand  Paper to Paperless  Wired to Wireless  Set time to anytime  One device to any device Shubham Singhal | A051 26 27 March 2014
    • 20. Need of the Cloud Recruiting  Cloud life is redefining SMART Recruiting  Redefining SMART:  Synchronized  Mobile  Appropriately equipped  RSS Enabled  Tuned in Shubham Singhal | A051 27 27 March 2014
    • 21. How to use the Cloud?  Use tools for Synchronizing  Dropbox  Google Drive  Sky Drive  Copy.com  Evernote  SugarSync  Use Mobile Apps to stay:  Connected  Updated  All to be on the same page  Reasons to use RSS (Really Simple Syndication):  Stay updated with current matters  Create and automate searches  Push the favorite RSS to your mobile phone Shubham Singhal | A051 28 27 March 2014
    • 22. Hiring processes in different Industries
    • 23. 1. Healthcare Industry
    • 24. of healthcare employers have open positions for which they can’t find qualified talent23% Healthcare Industry Facts 1 in 9 U.S. jobs will be in the Healthcare sector by 2020 The U.S. hospital industry has a combined annual revenue of about $860 BillionShubham Singhal | A051 31 27 March 2014
    • 25. Healthcare Linkedin Usage Insights Shubham Singhal | A051 32 27 March 2014
    • 26. Current LinkedIn Clients Shubham Singhal | A051 33 27 March 2014
    • 27. Healthcare Talent Pools In the USA Registered Nurse 704,056 248,826 Active Physician/Surgeon 218,055 104,731 Physical Therapist 84,435 40,039 Active 31,990 13,893 Active Occupational Therapist LPN/LVN 69,798 20,413 Active Home Health Aide 29,066 12,152 Active Active Shubham Singhal | A051 34 27 March 2014
    • 28. Registered Nurse Talent Pool In the USA 704,056 248,826 Active US Only 1,105,899 Globally Registered Nurse Members Top Locations: Greater New York Area Greater Chicago Area Greater Boston Area Greater Los Angeles Area San Francisco Bay Area 704,056 Shubham Singhal | A051 35 27 March 2014
    • 29. Successful Talent Direct Examples  Medical Directors • 2,500 InMails sent • 1,663 InMails opened • 283 Interested Candidates • Response rate of 11.3%  Regulatory Affairs in the Pharmaceutical Industry • 2,000 InMails sent • 1,639 InMails opened • 511Interested Candidates • Response rate of 25.6% General Atomics is Hiring! SPEAK TO A LINKEDIN RECRUITER Hiring! Hello Candidate’s Name, LinkedIn is growing and hiring top talent in the IT industry. Our business is thriving and we are excited to bring on some of the best in the business to join our team. We realize that in order to sustain our growth we need to invest in hiring the best people to our organization. Would you be interested in discussing how you could join a fast-growing company, play an essential part in helping drive this radical shift, and giving your career a tremendous boost in the process? We are looking for a Java Developer who loves winning, innovating, and having a lasting impact on the world. Now is a great time to join our company to have a hand in shaping how we do business! Want to learn more or know someone else who may be interested? Click on the button below and we’ll be in touch! Shubham Singhal | A051 36 27 March 2014
    • 30. 2. Pharmaceutical Industry
    • 31. Active Pharmaceutical Ingredients(API)  The raw materials used are chemicals.  This particular business unit manufactures bulk drugs.  It is the manufactures tablets, capsules, oral drugs.  The functional department of the business unit are:  Production  Quality Control  Quality Assurance  Research and development  Process Engineering  Engineering services  Projects  Business development  Supply chain management  Ware house  Technology Transfer teams  Finance  Human Resources  Information Technology  Administration  MarketingShubham Singhal | A051 38 27 March 2014
    • 32. Recruitment Process Planning Implementation Closure Shubham Singhal | A051 39 27 March 2014
    • 33. Planning  Structure – Need to understand the Key responsibility areas of the position which we are going to hire a candidate.  Need to concentrate on the job description, key results area, opportunities, career implication, salary and benefits.  Focus – Recruiter need to focus on the quality of candidates, sourcing mix in order to meet the requirements of a the requisition.  Prepare – Recruiter need to prepare the sourcing mix.  Identify – With the using of sourcing mix, recruiter need to identify the most possible fit candidates. Shubham Singhal | A051 40 27 March 2014
    • 34. Sourcing mix  It is the strategy to find the candidates who are fit to the requirement.  Source of profiles:  Internal employees  Employee referral  Job portals (Naukri and Monster)  Linkedin  Vendors  Head hunting  Advertising on print media Shubham Singhal | A051 41 27 March 2014
    • 35. Implementation  Contact - Recruiter need to source the profiles which are matching to the requirements.  Initial screening can be done by him/her.  Another screening of the profiles can be done by technical panel.  Evaluate  Preliminary Interviews – Can be done through Tele conference or video conference.  If the candidate is found suitable, final interviews can be done through Video conference(for junior profiles) or by personal interviews(must for mid level and senior level).  Reference Check or Background verification– Is to be done. It can be before joining of the candidate or after joining of the candidate. Shubham Singhal | A051 42 27 March 2014
    • 36. Closure  Select – after all the evaluations are done, the technical team and the HR has to decide on the candidate selection.  Offer – Recruiter need to prepare like to like of presently what he is. And what we can offer.  HR will decide on the CTC to be offered.  After receiving the inputs from HR, recruiter need to have a clear discussion with the candidate about the offer to be made and send a official mail of offer.  Candidate has to reply back on the mail by next 24 hours of his acceptance.  If he is not replying back by next 72 hours, recruiter has to have a conversation with the candidate, need to take his concerns about the offer and request to write him with his concerns.  If the concerns can be considered, recruiter need to have a discussion with the HR and clear it off.  If concerns are not with in the boundaries, recruiter has to revote the offer. Recruiter should be in continuous follow up with the candidate till his joining. Shubham Singhal | A051 43 27 March 2014
    • 37. 3. IT Industry
    • 38. Recruitment Process Planning Implementation Closure Shubham Singhal | A051 45 27 March 2014
    • 39. Planning  Structure – Need to understand the Key responsibility areas of the position which we are going to hire a candidate.  Need to concentrate on the job description, key results area, opportunities, career implication, salary and benefits.  Focus – Recruiter need to focus on the quality of candidates, sourcing mix in order to meet the requirements of a the requisition.  Prepare – Recruiter need to prepare the sourcing mix.  Identify – With the using of sourcing mix, recruiter need to identify the most possible fit candidates and the targeted companies. Shubham Singhal | A051 46 27 March 2014
    • 40. Sourcing mix  It is the strategy to find the candidates who are fit to the requirement.  Source of profiles:  Internal employees  Employee referral  Job portals  Linkedin  Vendors  Head hunting  Advertising on print media Shubham Singhal | A051 47 27 March 2014
    • 41. Implementation  Contact - Recruiter need to source the profiles which are matching to the requirements.  Initial screening can be done by him/her.  Another screening of the profiles can be done by technical panel.  Evaluate  Preliminary Interviews – Can be done through Tele conference or video conference.  If the candidate is found suitable, final interviews can be done through video conference(for junior profiles) or by personal interviews (must for mid level and senior level).  Reference Check or Background verification– Is to be done. It can be before joining of the candidate or after joining of the candidate. Shubham Singhal | A051 48 27 March 2014
    • 42. Closure  Select – after all the evaluations are done, the technical team and the HR has to decide on the candidate selection.  Offer – Recruiter need to prepare like to like of presently what he is. And what we can offer.  HR will decide on the CTC to be offered.  After receiving the inputs from HR, recruiter need to have a clear discussion with the candidate about the offer to be made and send a official mail of offer.  Candidate has to reply back on the mail by next 24 hours of his acceptance.  If he is not replying back by next 72 hours, recruiter has to have a conversation with the candidate, need to take his concerns about the offer and request to write him with his concerns.  If the concerns can be considered, recruiter need to have a discussion with the HR and clear it off.  If concerns are not with in the boundaries, recruiter has to revote the offer.  Recruiter should be in continuous follow up with the candidate till his joining. Shubham Singhal | A051 49 27 March 2014
    • 43. Shubham Singhal | A051 50 27 March 2014