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Evaluating the Recruitment Mix
Simon Ward presented on transforming the recruitment mix at Legal & General. Legal & General is a leading UK insurance company with 7,000 employees across 5 sites. Their internal recruitment team of 17 people had low skills and resources. Ward conducted a strategic review and implemented a new recruitment model that increased outsourcing, established clear metrics, and achieved significant improvements in hiring volumes, costs, and time-to-hire. Key lessons included having clear data and documentation, allowing extra time, and managing all stakeholder agendas.
A study on the effectiveness of recruitment channels
The document discusses the objectives, scope, and methodology of a study on the effectiveness of recruitment channels at GO GO International Pvt. Ltd. The study aims to identify qualified candidates in advance through effective recruitment processes. It will analyze current recruitment channels and processes through primary data collection like questionnaires and secondary data collection from records and reports. The descriptive methodology uses percentage analysis to evaluate responses from a sample of 50 employees selected through convenience sampling. The document provides background on the textile industry and company to contextualize the study.
Recruitment, Hiring And Retention
Recruitment involves targeted advertising, leadership trainings, and promoting at high-risk venues. The hiring process should be efficient, effective, and fair. An effective recruitment process results in a better quality, satisfied, and motivated workforce.
Retention strategies like empowering staff, team building, feedback, and meetings provide employees clarity and a framework for success. The quality of supervision impacts retention. Addressing reasons for dissatisfaction like boredom, lack of opportunities, and appreciation can enhance retention.
Sources of Recruitment
Sources of RecruitmentWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will understand the stages of recruitment process. We will also analyze effective sources of recruitment for various openings and innovative recruitment solutions. We will also discuss the various sources of recruitment like referrals, job portals, recruitment firms, campus recruitment, employment exchange etc.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Types of Recruitment
The document discusses internal and external recruitment sources. Internal recruitment involves promoting from within an organization and has advantages like being less time-consuming and building employee loyalty. However, it risks vacant positions and dissatisfaction if some employees are passed over. External recruitment sources like job boards and agencies allow hiring new skills and minimizing costs but are more expensive and time-consuming. While internal candidates provide institutional knowledge, external hires are sometimes necessary to gain new perspectives and remain competitive in a changing business environment. Recruitment agencies can help source top external talent through their networks and research.
Recruitment and selection powerpoint presentation
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
ppt on Recruitment & Selection Process
Sprylogic Technologies is a private software company established in 2006 that follows a defined recruitment and selection process. The process begins with recruitment to acquire qualified applicants, followed by screening and selection tests to identify the best candidates. Selection involves preliminary interviews, tests to assess abilities, employment interviews, background and reference checks, and making a final selection decision. The company has an opportunity to adopt additional assessment tools like psychometric testing to better understand candidates. Overall, Sprylogic Technologies has sound recruitment and selection policies to acquire skilled employees and expand its business operations.
Recruiting metrics
This document discusses the importance of selecting high impact recruiting metrics for organizations. It provides examples of predictive, real-time, and historical metrics that companies can use to measure recruiting performance, including time-to-fill, acceptance rates, cost-per-hire, and turnover of new hires. The right metrics can help drive recruiting behaviors and quantify the financial impact on business goals. While data is easy to collect, organizations must carefully choose meaningful metrics to monitor and make data-driven decisions.
Recommended
Evaluating the Recruitment Mix
Simon Ward presented on transforming the recruitment mix at Legal & General. Legal & General is a leading UK insurance company with 7,000 employees across 5 sites. Their internal recruitment team of 17 people had low skills and resources. Ward conducted a strategic review and implemented a new recruitment model that increased outsourcing, established clear metrics, and achieved significant improvements in hiring volumes, costs, and time-to-hire. Key lessons included having clear data and documentation, allowing extra time, and managing all stakeholder agendas.
A study on the effectiveness of recruitment channels
The document discusses the objectives, scope, and methodology of a study on the effectiveness of recruitment channels at GO GO International Pvt. Ltd. The study aims to identify qualified candidates in advance through effective recruitment processes. It will analyze current recruitment channels and processes through primary data collection like questionnaires and secondary data collection from records and reports. The descriptive methodology uses percentage analysis to evaluate responses from a sample of 50 employees selected through convenience sampling. The document provides background on the textile industry and company to contextualize the study.
Recruitment, Hiring And Retention
Recruitment involves targeted advertising, leadership trainings, and promoting at high-risk venues. The hiring process should be efficient, effective, and fair. An effective recruitment process results in a better quality, satisfied, and motivated workforce.
Retention strategies like empowering staff, team building, feedback, and meetings provide employees clarity and a framework for success. The quality of supervision impacts retention. Addressing reasons for dissatisfaction like boredom, lack of opportunities, and appreciation can enhance retention.
Sources of Recruitment
Sources of RecruitmentWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will understand the stages of recruitment process. We will also analyze effective sources of recruitment for various openings and innovative recruitment solutions. We will also discuss the various sources of recruitment like referrals, job portals, recruitment firms, campus recruitment, employment exchange etc.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Types of Recruitment
The document discusses internal and external recruitment sources. Internal recruitment involves promoting from within an organization and has advantages like being less time-consuming and building employee loyalty. However, it risks vacant positions and dissatisfaction if some employees are passed over. External recruitment sources like job boards and agencies allow hiring new skills and minimizing costs but are more expensive and time-consuming. While internal candidates provide institutional knowledge, external hires are sometimes necessary to gain new perspectives and remain competitive in a changing business environment. Recruitment agencies can help source top external talent through their networks and research.
Recruitment and selection powerpoint presentation
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
ppt on Recruitment & Selection Process
Sprylogic Technologies is a private software company established in 2006 that follows a defined recruitment and selection process. The process begins with recruitment to acquire qualified applicants, followed by screening and selection tests to identify the best candidates. Selection involves preliminary interviews, tests to assess abilities, employment interviews, background and reference checks, and making a final selection decision. The company has an opportunity to adopt additional assessment tools like psychometric testing to better understand candidates. Overall, Sprylogic Technologies has sound recruitment and selection policies to acquire skilled employees and expand its business operations.
Recruiting metrics
This document discusses the importance of selecting high impact recruiting metrics for organizations. It provides examples of predictive, real-time, and historical metrics that companies can use to measure recruiting performance, including time-to-fill, acceptance rates, cost-per-hire, and turnover of new hires. The right metrics can help drive recruiting behaviors and quantify the financial impact on business goals. While data is easy to collect, organizations must carefully choose meaningful metrics to monitor and make data-driven decisions.
My E-Books
This document is about eBooks that are available on Amazon Kindle. It discusses digital books that have been purchased and can be read on a Kindle device. The owner likely wants to access and read some of the eBooks they previously bought for their Kindle.
Eli Goldratt & the Recruitment GOAL
The document discusses how Eli Goldratt's Theory of Constraints (TOC) can be applied to talent acquisition to improve hiring efficiency. Some key points of TOC include identifying the constraint that limits an organization's goal of maximizing quality hires per month, and focusing on improving that constraint. Applying TOC, recruiting should shift from a transactional to relationship-driven process focused on candidate experience. Metrics like time to fill, cost per hire, and sourcing efficiency can help identify high and low performing parts of the process and find areas for improvement. When executed well, recruiting has the highest impact on business outcomes like revenue growth and profit margin compared to other talent management functions.
Recruitment trends
The document discusses trends in recruiting and talent assessment. It notes that recruiting has become more complex due to the explosion of new assessment tools driven by cloud technology. These tools assess a candidate's potential rather than just their skills and help companies better identify top talent. The document also discusses how big data and social media are changing recruiting by allowing companies to learn more about candidates and engage with them online. It suggests recruiting in the future will rely more on blending people-focused recruiting with business strategies, processes, technology, and data insights to provide a competitive advantage.
Brand Power
This document lists various brands and the number of Facebook likes they have received, ranging from Starbucks with 16.8 million likes to Zara with 6.5 million likes. It discusses how on Facebook, brands have the opportunity to interact with consumers by encouraging them to like their page, and that the number of likes a brand receives is a measure of its power and ability to connect with people on the platform.
Why HR needs to shed its Toby Flenderson image?
HR needs to shed its image as represented by Toby Flenderson in The Office, which is soft-spoken and tells people what not to do. HR is at a crossroads and crippled with an inability to adapt to changing business needs. For HR to provide real business value, it needs to become more business-aligned, financially-oriented, and accountable by focusing on talent management and outcomes rather than administrative activities. The future of HR requires professionals with business, finance, technology, and risk-taking skills who can help organizations adapt to changing economic conditions.
Recruiting the Lean Way - Value Stream Mapping
This document discusses improving the recruiting process at Company ABC through value stream mapping. It provides an overview of the current recruiting process, including assumptions about timelines and metrics. It identifies potential inefficiencies such as delays in requisition approval, a lack of sourcing strategy, and issues with candidate screening and assessment. The document proposes improvements like automating requisition approval, integrating applicant tracking systems with tools for sourcing and screening, and standardizing phone screens. Charts map the current and future state processes, highlighting goals like reducing lead time by 50% through techniques like kanban workflow and parallelizing screening with response management.
Lean six sigma tools in the hiring process
This document discusses how lean sigma principles from manufacturing can be applied to improve the talent acquisition process. It identifies the common wastes in hiring like waiting, overproduction, and rework. It proposes applying lean thinking to map out the hiring process and identify non-value added activities. Just-in-time recruiting is also discussed as a pull-based strategy to source candidates only when needed to reduce waste from overproduction and excess inventory of candidates. The goal is to adapt lean and six sigma tools to create an efficient, responsive hiring process that better meets an organization's needs.
The Good The Bad The Ugly of the Recruiting World
The document discusses both the positives and negatives of the recruiting industry. It begins by tracing the origins of staffing companies back to 1890. It then discusses that relationships have always been and will continue to be the most important aspect of recruiting (the good). However, the industry also lacks innovation and leadership (the bad) and faces a significant talent deficit as recruiting is not seen as an attractive career by many (the ugly). Addressing these issues around talent, innovation, and leadership will be critical to the long-term success and health of the recruiting industry.
Hottest Corporate Recruiting Trends on Word Cloud
The document discusses the hottest corporate recruiting trends, including using talent networks and communities, social sourcing to find candidates, recruiters focusing on sourcing talent rather than direct recruiting, using science to assess human skills and abilities, emphasizing a company's talent brand, using talent acquisition systems, providing great candidate experiences, working with high value outsourcers and staffing firms, and leveraging big data and data firms. The source credits Josh Bersin from Bersin by Deloitte.
lean six sigma in talent acquisition
This document discusses how principles from Lean manufacturing such as eliminating waste can be applied to talent acquisition processes. It advocates adopting a "just-in-time" approach to recruiting where candidates are acquired and delivered in direct response to hiring needs. This helps reduce mismatches between open roles and candidates' skills. The document argues that taking a lean approach to talent acquisition with a focus on eliminating non-value-added activities can improve process efficiency and uncover hidden returns on investment, leading to tangible positive impacts on business metrics like return on assets and net profit margins.
RPO Case Studies
Churchill Insurance UK engaged Datamatics to provide recruitment process outsourcing (RPO) services including permanent, temporary, executive recruitment, and training support over nearly eight years. This scalable solution delivered significant results, reducing time-to-hire and cost-of-hire while accommodating fluctuating business demand. Etisalat Corporation engaged Datamatics to improve the efficiency and effectiveness of its recruitment process through online situational tests to better assess candidate fit and improve offer ratios. For Ramky Group, Datamatics created a centralized shared services recruitment center to standardize processes, reduce agency spending, and improve services through a single point of contact.
Microfinance in Philippines
The microfinance industry in the Philippines began as a social initiative to alleviate poverty and has grown substantially. It consists of both regulated institutions like banks and cooperatives as well as non-regulated organizations. In the first decade, the industry focused on providing non-collateralized loans and ensuring repayment. More recently, it has shifted to providing additional services like savings and insurance in a more commercial manner. The industry serves low-income individuals and provides financial access through group-based lending since borrowers often lack collateral. Both formal institutions and informal lenders play an important role in microfinance throughout the Philippines.
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My E-Books
This document is about eBooks that are available on Amazon Kindle. It discusses digital books that have been purchased and can be read on a Kindle device. The owner likely wants to access and read some of the eBooks they previously bought for their Kindle.
Eli Goldratt & the Recruitment GOAL
The document discusses how Eli Goldratt's Theory of Constraints (TOC) can be applied to talent acquisition to improve hiring efficiency. Some key points of TOC include identifying the constraint that limits an organization's goal of maximizing quality hires per month, and focusing on improving that constraint. Applying TOC, recruiting should shift from a transactional to relationship-driven process focused on candidate experience. Metrics like time to fill, cost per hire, and sourcing efficiency can help identify high and low performing parts of the process and find areas for improvement. When executed well, recruiting has the highest impact on business outcomes like revenue growth and profit margin compared to other talent management functions.
Recruitment trends
The document discusses trends in recruiting and talent assessment. It notes that recruiting has become more complex due to the explosion of new assessment tools driven by cloud technology. These tools assess a candidate's potential rather than just their skills and help companies better identify top talent. The document also discusses how big data and social media are changing recruiting by allowing companies to learn more about candidates and engage with them online. It suggests recruiting in the future will rely more on blending people-focused recruiting with business strategies, processes, technology, and data insights to provide a competitive advantage.
Brand Power
This document lists various brands and the number of Facebook likes they have received, ranging from Starbucks with 16.8 million likes to Zara with 6.5 million likes. It discusses how on Facebook, brands have the opportunity to interact with consumers by encouraging them to like their page, and that the number of likes a brand receives is a measure of its power and ability to connect with people on the platform.
Why HR needs to shed its Toby Flenderson image?
HR needs to shed its image as represented by Toby Flenderson in The Office, which is soft-spoken and tells people what not to do. HR is at a crossroads and crippled with an inability to adapt to changing business needs. For HR to provide real business value, it needs to become more business-aligned, financially-oriented, and accountable by focusing on talent management and outcomes rather than administrative activities. The future of HR requires professionals with business, finance, technology, and risk-taking skills who can help organizations adapt to changing economic conditions.
Recruiting the Lean Way - Value Stream Mapping
This document discusses improving the recruiting process at Company ABC through value stream mapping. It provides an overview of the current recruiting process, including assumptions about timelines and metrics. It identifies potential inefficiencies such as delays in requisition approval, a lack of sourcing strategy, and issues with candidate screening and assessment. The document proposes improvements like automating requisition approval, integrating applicant tracking systems with tools for sourcing and screening, and standardizing phone screens. Charts map the current and future state processes, highlighting goals like reducing lead time by 50% through techniques like kanban workflow and parallelizing screening with response management.
Lean six sigma tools in the hiring process
This document discusses how lean sigma principles from manufacturing can be applied to improve the talent acquisition process. It identifies the common wastes in hiring like waiting, overproduction, and rework. It proposes applying lean thinking to map out the hiring process and identify non-value added activities. Just-in-time recruiting is also discussed as a pull-based strategy to source candidates only when needed to reduce waste from overproduction and excess inventory of candidates. The goal is to adapt lean and six sigma tools to create an efficient, responsive hiring process that better meets an organization's needs.
The Good The Bad The Ugly of the Recruiting World
The document discusses both the positives and negatives of the recruiting industry. It begins by tracing the origins of staffing companies back to 1890. It then discusses that relationships have always been and will continue to be the most important aspect of recruiting (the good). However, the industry also lacks innovation and leadership (the bad) and faces a significant talent deficit as recruiting is not seen as an attractive career by many (the ugly). Addressing these issues around talent, innovation, and leadership will be critical to the long-term success and health of the recruiting industry.
Hottest Corporate Recruiting Trends on Word Cloud
The document discusses the hottest corporate recruiting trends, including using talent networks and communities, social sourcing to find candidates, recruiters focusing on sourcing talent rather than direct recruiting, using science to assess human skills and abilities, emphasizing a company's talent brand, using talent acquisition systems, providing great candidate experiences, working with high value outsourcers and staffing firms, and leveraging big data and data firms. The source credits Josh Bersin from Bersin by Deloitte.
lean six sigma in talent acquisition
This document discusses how principles from Lean manufacturing such as eliminating waste can be applied to talent acquisition processes. It advocates adopting a "just-in-time" approach to recruiting where candidates are acquired and delivered in direct response to hiring needs. This helps reduce mismatches between open roles and candidates' skills. The document argues that taking a lean approach to talent acquisition with a focus on eliminating non-value-added activities can improve process efficiency and uncover hidden returns on investment, leading to tangible positive impacts on business metrics like return on assets and net profit margins.
RPO Case Studies
Churchill Insurance UK engaged Datamatics to provide recruitment process outsourcing (RPO) services including permanent, temporary, executive recruitment, and training support over nearly eight years. This scalable solution delivered significant results, reducing time-to-hire and cost-of-hire while accommodating fluctuating business demand. Etisalat Corporation engaged Datamatics to improve the efficiency and effectiveness of its recruitment process through online situational tests to better assess candidate fit and improve offer ratios. For Ramky Group, Datamatics created a centralized shared services recruitment center to standardize processes, reduce agency spending, and improve services through a single point of contact.
Microfinance in Philippines
The microfinance industry in the Philippines began as a social initiative to alleviate poverty and has grown substantially. It consists of both regulated institutions like banks and cooperatives as well as non-regulated organizations. In the first decade, the industry focused on providing non-collateralized loans and ensuring repayment. More recently, it has shifted to providing additional services like savings and insurance in a more commercial manner. The industry serves low-income individuals and provides financial access through group-based lending since borrowers often lack collateral. Both formal institutions and informal lenders play an important role in microfinance throughout the Philippines.