The document discusses 5 problems that recruitment companies face: 1) finding the right candidates, 2) candidate competition, 3) speed in hiring decisions, 4) outdated search tools, and 5) ineffective recruiters. It also examines the future of recruiting through social media versus job boards, finding that LinkedIn is the preferred social media platform, producing half of recruited candidates, while job boards like Indeed and CareerBuilder also remain important sources. Recruitment companies must use a mix of strategies depending on the position and industry to find the best candidates.

1. Recruitment :- Relook from other
Aspects of Current Business
Scenario
Presented By:-
Satya Prakash Mohapatra
satyaprakash123mohapatra@gmail.com
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2. 5 PROBLEMS EVERY RECRUITMENT
COMPANY FACES TODAY
PART -A
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3. 5 Problems Every Recruiting Company Faces
Today
• Finding the right candidates is a big challenge for
recruiting companies today. Your clients need
skilled, focused workers, and these people aren't
always easy to find. This is especially true with
the increased demand for contract workers. The
year 2014 has seen higher numbers in contract
staffing than we have seen in many years.
Recruiting companies can overcome this problem
by stepping up their networking and advertising,
especially through social media.
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4. • 2. Candidate Competition
When that perfect candidate is found, you want
exclusive rights to present them to your client but what
if they are registered with your competition as well and
have applied directly to available positions too? In
today’s candidates market it’s important to offer more
than other staffing firms and even more than the client
can get on their own. Background checks, testing,
references as well as a thorough interview process can
put you far and above your competition as well as offer
your client a fully vetted candidate right from the get
go.
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5. • 3. Speed
The business world moves much faster today than it has in
the past, and a recruiting company that can't keep up will
surely be left behind. Indecisive managers are one of the
biggest reasons that transactions are slowed down. Any
delays in hiring could derail your chances of placing a
sought after candidate in a position. Training your recruiters
to act decisively and quickly is one thing, but coaching your
client to move quickly with the interview and hiring process
is another. In today’s market, great candidates can have
multiple interviews and offers on the table. If your client
moves too slowly, they could miss a great new hire and you
could miss your commission.
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6. • 4. Antiquated Search Tools
Numbers talk, and if your search tools are antiquated
and of little value to your clients, you will find your
recruiting company falling behind. Ensuring that job
orders can post quickly and potential candidates are
easily found across the web is crucial to you keeping up
with your competition. If you are not familiar with the
various social media sites where candidates gather, get
familiar with them or hire someone in the know. Good
people are hard to find, but are almost impossible to
find if your technology doesn’t allow you to utilize the
web.
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7. • 5. An Influx of Ineffective Recruiters
Contract staffing is big business and has seen incredible
growth in 2014 with expectations of further growth in the
upcoming year. As the staffing industry grows, the
temptation to become a recruiter to profit from this growth
is great. Those that have no recruitment experience may
have some success as companies further their reach for
partners that can help them find their next great hire, but
that success may just be a stroke of luck. As a business
owner or an independent recruiter, it’s important that you
sell your experience and dedication in the industry to your
client. Independent staffing firms have much more invested
in the success of their agency than multinationals who
often have a revolving door of recruiters.
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8. SOCIAL MEDIA VS. JOB BOARD :-
FUTURE OF RECRUITING ( ARTICLE
ILLUSTRATION)
PART-B
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9. Brainstorming Time...
• Social Media :- The key to recruiting in 21st
Century
• Question arises :- Whether or not recruiters
should be focusing their efforts on social
media rather than traditional Job Boards ???
LET’S HAVE A
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10. Source:- Onrec Statistica
50%
25%
19%
6%
Stastical Overview of Recruitment
Linkedin
Facebook
Twitter
Job Board
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11. Findings:-
• More professional features and job board
functionality make LinkedIn the more
preferred choice for social recruiting.
• Very Similar to Traditional Job Boards
• But gives more insight about the prolific
candidate’s interests and views based on
groups they join , articles they read or even
articles they may write.
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12. Survey by Jobvite:-
• 73% of recruiters have hired candidates from
social media
• 79% of those candidates came from LinkedIn
• 93% of recruiters said they review a
candidate's social profile before making a
decision to hire.
• Social media plays an important role in the
way recruiters are adapting their methods.
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13. • Facts :-
i. Social recruiting delivers concrete and
quality results.
ii. Current Business is focusing more on result
oriented approach ( Time span is short)
iii. More focus on ROI from SHRM point of View
iv. HR is now looking more as strategic support
function not as a thankless traditional job
function.
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14. Study conducted by Software Advice(
HR Technology Review Company)
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15. Findings:-
Since implementing social recruiting, the
following metrics have improved:
• Quality of candidates - 44%
• Quantity of candidates - 44%
• Time-to-Hire - 34%
• Employee referrals - 30%
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16. Then What about Job Board ??
• Job boards such as CareerBuilder, Indeed and
Monster are still a huge part of a successful
recruiting strategy.
• According to Software Advice’s Study :-
The highest quality candidates in entry level
positions come first from Indeed followed by
CareerBuilder & Craigslist
For more senior level positions, LinkedIn and
Indeed are the most prominent sources for high
quality candidates, with CareerBuilder and
Monster following closely behind.
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17. Never Choose One way of Recruiting
Strategy over Others ...
• It should be a healthy mix of both depending on
the types of roles you are hiring for, or even the
industry that you are in. While these studies
provide benchmarks on what works for the
majority of the market, it may differ for your
organization because of factors unique to your
needs. The best solution is to keep track where
you are spending your budget, which sources are
providing the most candidates, the best
candidates, etc. These metrics should lay the
foundation for your recruiting strategy going
forward. Once again, it's all about the metrics!
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18. ALL ABOUT JOB BOARD ( ARTICLE
REVIEW)
PART- C
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19. Which job Boards are most useful for
applicants ?
• According to Undercover Recruiter :-
Both Indeed and Monster produce more candidates that
do not have any college education than CareerBuilder.
CareerBuilder also features more candidates that have
college degrees, some from an accredited online
college.
Indeed and Monster both cater to teenagers, temporary
job seekers, those with only high school education and
those who are fresh out of college, while CareerBuilder
does not include these candidates.
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20. • Indeed is the most all inclusive job posting
board. It includes contract positions, work-at-
home jobs, summer jobs, and even volunteer
work. Employers offering any of these types of
position are more likely to use Indeed.
• Monster produces fewer candidates without
college education and more with degrees than
Indeed, although CareerBuilder still has the
others beat in this aspect.
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21. Which is Best ?
• Employers posting more serious positions that
require qualified candidates often choose to
use CareerBuilder.
• Although CareerBuilder is more expensive for
employers, it also weeds out some of the less
serious applicants. High-scale employers don’t
want to be bombarded with applications from
unqualified candidates.
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22. • Employers hiring for entry-level positions are
likely to use Monster because Monster
receives more traffic than Indeed and lets
employers filter and manage applications.
• Of all the sites, Indeed is the cheapest for
employers to use and allows for unlimited
posts, so companies who have a high
turnaround rate for employees are more likely
to use Indeed.
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23. Specialized Job Boards
• Employers that are hiring sometimes use
specialized job boards before they resort to
posting the job on major job boards.
• This is because on small-scale sites, they’re
more likely to pull in qualified candidates with
experience and true interest in the field of
work, while on major sites, thousands of
candidates are likely to apply to every job
available.
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24. Examples of Specialized Job Boards
• Health E Careers and Medical Workers posts jobs
in the medical field from physicians, nursing,
pharmaceutical, and more.
• Law Jobs posts attorney, paralegal, and other
legal jobs.
• PR Week Jobs posts everything public relations.
• Commarts and Craig’s List are popular for creative
job postings like graphic design, writing, etc.
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25. ANY QUESTIONS ...
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