Kelly: Resourcing into the future


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Kelly: Resourcing into the future

  1. 1. Resourcing into the future
  2. 2. Points of discussion • Recruitment methodology • Segmenting your recruitment • High and low touch • Experience of Candidate • How to reach your candidate market • How do you choose the “right fit” people for your business • Why do occupational assessments work in the recruitment selection? • Resourcing Process Outsourcing - RPO
  3. 3. Recruitment Methodology
  4. 4. Lets talk about segmentation Executive Specialist Functional Volume
  5. 5. Low Low Touch Recruitment Functional Volume
  6. 6. High High Touch Recruitment Specialist Executive
  7. 7. Low Touch - Candidate Experience Active database Non specialised High number of candidates Volume and Functional Filtering through assessments Shorter time to Hire
  8. 8. High Touch - Candidate Experience Passive database Specialised Specialist and Executive Longer time to Hire Low number of candidates
  9. 9. How to reach your candidate market • Specialist publications • Job boards • Social Media – Internet, Facebook, Linked In etc • Agencies • Direct applications via your own website
  10. 10. Choosing the “right fit” people for your business
  11. 11. Social Media • Employers can increase results via Social media recruitment; thus enabling candidates to maximise their online presence • Companies continue to leverage social media tools and networks to identify top talent , particularly the passive job seeker • High levels of success for employers using social media tools to recruit candidates • More employees in South Africa were contacted via social media about a possible job opportunity while fewer successfully secured a new job that way (49% and 12%)
  12. 12. Social Media Continued • According to one source: • 90%of US employment now use social media for recruitment and 7/10 employers (73%) successfully hired a candidate through social media in 2012 • Some stats according to the 2013 Kelly Global Workforce Index • Gen Y & Gen X reported 15% and 11% were successful at securing a job through social media vs baby Boomers 1% • 64% of South Africans employees are very interested in receiving job referrals from friends via social networks • 50% indicated that they would be more inclined to search via social media vs traditional methods • 39% use social media network when making a career/employment decision
  13. 13. Assessments One in three companies utilise assessments as part of their recruitment process The benefits: • They enable interviewers to assess existing performance as well as predict future job performance • They give the opportunity to assess and differentiate between candidates who seem very similar - in terms of quality - on paper
  14. 14. Assessments Continued • They give the candidates a better insight into the role as they are tested on exercises, which are typical for the role they have applied for • Cost of an assessment center is usually cheaper compared with the potential cost of many recruitment phases and the cost of recruitment errors • They are a fair process – they complement an organisation’s diversity strategy and ensure that people are selected on the basis of merit
  15. 15. Recruitment Process Outsourcing (RPO)
  16. 16. Recruitment Process Outsourcing - RPO • Defined as a form of process business outsourcing where an employer transfers all or part of its recruitment to an external service provider • It differs from your normal providers in that it assumes ownership of the design and management of the recruitment process and the responsibility for results
  17. 17. What are the benefits of RPO? • Enables business to focus on their core business • Measurable results – SLA and KPI driven and outcomes • Lowered cost and shared risk – Flexible and scalable to accommodate your fluctuating needs • Reduced time to fill – Multi-tiered sourcing strategy accelerates the process • Technology – Vendor neutral approach to assessing either existing or new systems • Savings – Economies of scale reduced cost
  18. 18. What are the benefits of RPO cont…? • Consistency – Streamlines recruiting functions across multiple regions/business units • Uniformity – promotes and protects your branding worldwide • Compliance – Meet industry and governance regulations • Centralisation – Account management and vendor management • Quality – Use our proprietary assessment tools and interview techniques to find “Right fit” candidates for the job
  19. 19. Key elements of RPO Delivers Recruiting services for a portion or all of the company’s jobs
  20. 20. Five different RPO engagements
  21. 21. Defining the 5 RPO engagements Enterprise Short term Point of service Consulting • Fully outsourcing of all or most of the recruiting function • Design from beginning to end. This Solution meets the needs of the client • Core recruitment project outsourcing. This solution involves a specific project with a specific term • Engaging with a provider for specific scope of sourcing or recruiting • Provider is taking responsibility for one or more components of the recruitment process • Similar to project RPO but is an ongoing process • Company seeking the expertise of the RPO provider with respect to recruiting and improving processes • Relatively new solution such as on demand/contingency or branded/white label RPO Emerging
  22. 22. RPO – Delivery Options
  23. 23. Thank You Who has the first Question?