4. The war for talent continues
a) Talent features on the top items of the CEOs agenda
WHERE DO CEOS EXPECT CHANGES IN RESPONSE TO THE GLOBAL BUSINESS ENVIRONMENT ?
No Change Some Change Major Change
1. Approach to Talent 20 22 58
2. Approach to managing risk 23 54 23
3. Investment Decisions 23 48 28
4. Organizational Structure 25 47 27
5. Corporate Reputation 36 41 22
6. Capital Structure 50 34 15
Source: PWC : 14th Annual Global Survey Report
5. The war for talent continues
b) Talent Management continues to be a burning challenge in organizations
WHAT ARE YOUR ORGANIZATION’S MOST PRESSING TALENT CONCERNS TODAY?
41%
38% 37%
28%
21%
Competing for talent Selecting & developing Selecting retaining Recruiting hard-to-find skill Reducing employee
globally and in emerging leaders and succession employees at all levels sets headcount/costs
markets planning
Source: Deloitte
7. The 4-Meter Model for Recruitment
Hiring rate
Executive satisfaction
R.O.I. by employee category
STRATEGIC Response rate (attraction power)
On-boarding time ALIGNMENT Query response time
Conversion rate on Internal referrals Referral rate
Candidate satisfaction (with Acceptance rate
recruitment process)
Early days turnover ratio RECRUITS
PROSPECTS
Job progression rate
HR Internal client satisfaction
Gap-to-Hire cycle Time
OPERATIONS
% Appropriate closure
Cost per recruit
8. How to Calculate Common Metrics
Metric Description
Accession Rate New Hires + Replacement Hires
Total Headcount
Cost Per Hire __ Hiring Costs__ _
New + Replacement Hires
Cycle Time (time to fill) Days to Fill (from requisition)
New + Replacement Hires
Offer Acceptance Rate Offers Accepted
Offers Extended
10. What is Profiling ? behavior and analyzing
Recording a person's
psychological characteristics in order to predict or assess
their ability in a certain sphere or to identify a particular
group of people.
HR profiling
• Recruitment and Selection - To point out the required
behavior to accomplish the job and match those with
candidate's profile. Example - Psychometric Test.
• Performance Management - To check/control the real
performance in accordance with organization's
objective.
• Competency Mapping /Skill Gap Analysis - To judge the
current level of employee.
• Training and Development - HR profiling provides inputs
in designing the T&D.
• Succession Planning - Prepare future leadership.
11. Profiling Tools
DISC Profiling
Thomas Profiling
MBTI Profiling
Firo B Profiling
13. Thomas Profiling Tool
• Represents Personal Profile Analysis(PFA) & Human Job
Analysis(HJA)
• Tests for selection & training (TST/GIA)
• Team Analysis System
• Thomas 360 degrees
• Emotional Intelligence
14. • FIRO B Profiling Tool
Inclusion Control Affection
Inclusion Control Affection
Wanted Wanted Wanted Wanted
Inclusion Control Affection
Expressed
Expresses Expresses Expressed
15. • MBTI Profiling Tool
Where do we get our energy?
Extraversion Introversion
How do we take information?
Sensing Intuition
How do we make decisions?
Thinking Feeling
How do we organize our world?
Judging Perceiving
17. Resourcing/Staffing –US, Sourcing - UK
Resourcing is defined as the process of identifyng, developing, and
utilizing the best source of resouces availble regardless of location.
A cross-border search is conducted to find the sutiable resource that
meet specific quality, time and cost.
18. Sources Of Recruitment
• Direct Applications (Walk Ins)
• Internet(job Portals, Groups)
• Consultancies, Staffing Agencies, Third Party
• Professional Trade Fairs
• Newspapers and Magazines
• Campus Recruitment
• Employee referrals
• Promotions
19. Tools for Resourcing
Job Boards Referrals MIS & Information Gathering
Social Media
Contracts
21. Boolean Search
• There are boolean operators which can be used while searching
for the right resume.
• The boolean operators will narrow down the search and will give
the specific resume titles or skills.
• Boolean operators will arrive at a specific skill or qualification we
are looking for or anything near to that.
• Boolean operators should be used correctly. Care should be
taken while entering the boolean operators as any improper
spacing or comma will not give accurate results.
• It is very important to understand the requirement & type of
candidate required first before applying the boolean operators.
22. Boolean Search
Boolean Meaning Use
AND Narrow search and retrieve records containing all Java AND SAP – In this it will search resumes with java
of the words it separates. and SAP.
OR Broaden search and retrieve records containing Oracle OR SQL OR Java – In this it will search either
any of the words it separates. oracle or java related resumes
1.Jave AND NOT Coffee - this will result in jave
AND NOT Narrow search and retrieve records that do not programmer and not java coffee.
contain the term following it. 2. Airline service AND NOT hotel service.
NEAR Java NEAR programmer. This will retrive the words java
Find words within 10 words of each other. and programmer in any order.
Quotes searches for the specific term. Quotes
QUOTES " " should be given only when there are two words or "Customer service", "Administrative assistant",
phrase to be search. "Application developer"
"customer service" AND ( "report" OR "plan" OR
PARENTHESES ( ) Group words or phrases when combining Boolean "implement" OR "asses")
phrases and to show the order in which There should always be related keywords in the
relationships should be considered. parentheses. It should not be from unrelated topic.
Custome*, Manag*, implement* this will give results as
WILD CARD * This expands a search term to include all forms of customer, manager, managing, m,management,
a root word. implementation, implementing
This operator will find words that contain the
STEMWORD * * same base word. It will find words in different Fly**, driv** - this type of search will give results as
tenses. flyin, flew, driving , drive, flown
23. Social Media Stats
SOCIAL NETWORKING SITE ACTIVITIES OF US SOCIAL NETWORK USERS
52%
46%
23%
18%
12%
Became a fan / follwer Said something good Said something bad Promoted some other Promoted own
of some company about a company about a company company brand business
Source: marketer.com
24. Organizations without social media policies
60
50
40
30
20
10
0
• In India, only 12% companies have social media policies, lowest amongst all nations
• Nearly 50% of all American & European companies have social media policies.
25. Social Media Tools
Of hiring managers who recruit through social media…
94%
Use linkedin
10%
Use Twitter
54%
Use Facebook
3%
Use Blogs
26. Why Companies use contractors
Staffing Flexibility
Get around budget constraints
Need to keep the permanent Headcount
down
No hassles at the end of assignment
Hire for a specific purpose or project
Immediate Availability
Try before you buy
Lower costs
Avoid office politics
27. Why Candidates work on Contract
More Money- Earns 30% more
Receive the same statutory benefits
Evaluate the company before accepting
permanent position
Enhance resume
Opportunity to travel
Flexibility in Life Style
Variety in work scope and environment.
28. Road Blocks in effective Recruitment
Brand Awareness
Take offers but don’t join
Fake experience & Qualifications
Dropping without any intimation
Very High Expectations.
Low pool of Resources
29. 10 Creative Recruiting Tips
Use self- Handpick dream
selection to Arrange for
candidates and
find out group
show them you
who's really interaction
want them
interested
Look for Attend events
talent in that are NOT
unlikely job fairs
places
30. 10 Creative Recruiting Tips
Actively search Advertise in
Make yourself
profiles and places
stand out with
social frequented by
non-traditional
networking your ideal
media
sites candidate
Publicize
Consider
referral
past
incentives
candidates
32. Contacting and Screening
Do your homework on candidates before picking up the telephone
Develop a job outline that will help you present a clear vision to potential candidates
Make a good first impression
Be polite courteous & professional with potential candidates
Ask questions that are relevant to the job role
Clarify candidate’s doubts and queries
You could request the candidate for references
33. 3 steps in screening
1 Reviewing
2 Telephonic
3 Sorting for the
Interview
Resumes top candidates
Gather Information
34. Contacting Problems
A candidate can be rejected if the recruiter is not able to evaluate him/her effectively
Source of candidate data may not be reliable & authentic
In the absence of face to face communication good candidates can be rejected
Barriers and biases during the telephonic discussion
Language & cultural barriers
35. 7 Steps to Better Phone Screening
Define Your Goal
Define Your Culture
Know Your Price
Know Your Deadline
Create Your Question List
Conduct the phone Interviews
Follow up
35
36. Cold Calling
Calling candidates is one of the most
efficient and effective ways to recruit
This is the traditional quick, easy, and
logical way that typically produces immediate
results
However, the way that you call a candidate
from initial contact to the end of the
conversation could change immensely
depending on how you conduct the
conversation
37. Cold Calling Tips
Determine Establish Understand the
the Market Initial Rapport Value of Their
of Different First then Skills
Segments Take Back
Information
Stay
Know What Connected, Eve
Makes the n with Networking
Job Seemingly
Exceptional Unworthy
Candidates
38. Closing Process
Start out with the good news
Set the agenda of the conversation
Sell the opportunity and alignment with the candidate’s goals, which by now you have already discussed in
detail
Discuss the details of the offer
Ask for feedback
Once the candidate has verbally accepted, discuss next steps and timeline
Final steps - Follow up with the candidate to make sure they received the paperwork and everything is in
order
Once the offer is in-hand, follow up with the candidate at least once a week until the start date
Check in and follow up to see how things are going. If there is any disconnect between the candidate’s
expectations and reality, you want to identify them quickly.
39. Candidate Management
A candidate management system allows the recruiting team to
quickly locate, track, and manage the best applicants for each open
requisition.
CircleThe talent crisis is no longer a problem of the future. It is here and now and is threatening business growth and economic prosperity.• We believe many organisations are failing to understand what talent management really means and are unclear about how they can create a sustainable talent pipeline for the long term. Organisations need to manage their talent supply chain with the same rigour they would with other parts of the organisation. They must focus on making their organisations the most attractive to the best local talent.• The reality is that many companies do not understand who their key talent is – never mind how engaged they are, whether they have the right incentive/reward models to keep them and the impact on the business of losing that talent. This means that key talent will be lost while ‘non talent’ may be over-incentivised.• Whilst a large majority of CEOs say they are changing their strategies around managing talent, only the most forward looking are taking the actions most likely to deliver real competitive advantage. Many businesses are simply using the same tactics they’ve always used – which will deliver the same results. In this post-crisis world it just won’t be good enough.• CEOs need to consider the future of the HR function – many HR teams are failing to deliver the strategic thinking needed to drive growth. We believe a rethink of this function is overdue in many businesses. How HR responds will determine whether the organisation thrives (and even survives) in the next phase of global economic development and shift.
Define Your Goal Preparation is the most important key to screening candidates properly. Create a detailed position specification that includes a description of responsibilities, and your expectations of the ideal candidate2. Define Your Culture Determine the most significant characteristics of your work culture. Is the atmosphere formal and structured? Casual and flexible? Is risk tolerance important? By understanding your company? s culture, you will be better prepared to assess a candidate? s potential fit3. Know Your PriceNext, evaluate the context of your available position within your company and the general market. Think about the likely availability of your ideal candidate, your company’s compensation structure, and your timeframe, and then determine the salary range you are prepared to pay for the positionKnow Your Deadline As the resumes start flowing in, begin your phone screenings as quickly as possible. Plan a cut-off date for resume reviewing. Once you are satisfied with your shortlist, you are ready to proceed to the telephone screening to further narrow your list of face-to-face interviewees5. Create Your Question List Create a list of questions to ask each candidate. These questions should elicit information about their qualifications, cultural fit, and salary expectations6. Conduct the Phone InterviewsSchedule and conduct telephone screens with each candidate. Each call should involve about 25 questions, and last 20 to 30 minutes. A typical telephone interview, while conversational, must also elicit a large amount of information in a short amount of time7. Follow Up Stand out by demonstrating to your candidates that you respect their interest and their time. Send a letter or e-mail to each and every candidate who has taken the time to express interest to your company -- whether or not you choose to extend them an interview
Determine the Market of Different SegmentsTo grab the attention of candidates, especially passive candidates, you need to figure out what motivates or interests them in looking at other opportunities, such as forward growth in their career pathEstablish Initial Rapport First then Take Back InformationAll tend to agree that you need to spend at least the first couple of minutes with background or introductory information for the candidate to feel like this is a professional opportunity and one that they haven't wasted their time withUnderstand the Value of Their SkillsUnless you understand the job and how it relates to their goals and career aspirations, there is no sense in wasting your time speaking with them. If you are able to present to them, in a credible fashion, the opportunity and growth this position presents, they are much more likely to be interested and want to move forward with further discussionsKnow What Makes the Job ExceptionalWould you be open to explore a situation if it was significantly better than what you're doing now?" This is the best approach to presenting a job that is a great opportunity for the candidateStay Connected, Even with Seemingly Unworthy CandidatesEven if you've realized mid way through a call that the candidate that you are talking with is not qualified, continue the conversation as they may know someone else who may be interested and qualified. So turn that wasted phone call into a potential networking opportunity to seek out possible referralsNetworkingRemember to realize that every call is an opportunity, and to not only to seek out qualified individuals but to also use your initial calls as a networking tool to gain more connections to contact for current or future opportunities
