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Latest Trends in Recruitment & Selection Andre O’Callaghan July 2008.

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Presentation on theme: "Latest Trends in Recruitment & Selection Andre O’Callaghan July 2008."— Presentation transcript:

1 Latest Trends in Recruitment & Selection Andre O’Callaghan July 2008

2 Don’t just pay lip-service to ‘people-power’ – make your organization truly talent attractive. Tom Peters Recruitment – the elusive art of securing the perfect ‘fit’ between company and individuals. Is it possible? Recruitment

3 Why should we appoint you? What are your key strengths & weaknesses? What do you have what we need? Does this sound familiar?

4 Attraction Brand and image management Talent retention Value-add Cost Inherent Factors to Recruitment

5 E-recruitment Social Networking Temporary staff Recruitment Process Outsourcing (RPO) SA Labour Market Risk Management Latest Trends in Recruitment

6 77% (internationally) uses a HRIS 51% use technology in recruitment 75% use e-recruitment 84% use more emails than 3 years ago 70% use corporate websites and online applications Trends in E-recruitment

7 68% see the internet as an effective recruitment tool 46% use E-recruitment 22% increase in E-recruitment since 2003 E-recruitment in SA

8 25% printed media 37% agencies 18% word-of-mouth 19% other means E-recruitment in SA

9 Reducing costs Widen the selection pool Increase hiring speed (turnaround time) Greater flexibility and ease for applicants Brand-building E-recruitment Drivers

10 Speed up the recruitment cycle Streamline administration Enables IT to manage vacancies more effectively Better co-ordination Reduce recruitment costs E-recruitment Advantages

11 Wider pool of applicants or a niche pool of applicants Large internal reach Enhance organisational image (reinforcing branding and culture E-recruitment Advantages

12 Access to vacancies 24/7 Reaches a global audience Cost effective way to build a talent bank Can handle high volumes in a consistent way E-recruitment Advantages

13 Provide more tailored information to the post and organisation Ease of use for candidates Applications are instataneous E-recruitment Advantages

14 Limit the applicant audience Cause applications overload or inappropriate applications Limit the attraction of certain groups E-recruitment Disadvantages

15 Can be seen as discriminatory Is impersonal Can ‘Turn-off’ candidates Limited information and not user-friendly E-recruitment Disadvantages

16 Facebook  66 million users  55,000 regional, work-related, tertiary and other networks Social Networking – The X & Y Generation

17 Linkedln  19 million professionals  150 industries Social Networking – The X & Y Generation

18 Appeals to X’ers and Y’ers Diverse skills & exposure Temporary staff are often adaptable Temporary Staff Benefits

19 Allow evaluation of a candidate & role before it is made permanent Useful where there are seasonal fluctuations & workload changes Can save on permanent employee costs Temporary Staff Benefits

20 RPO – or Recruitment Process Outsourcing: The outsourcing of part, or all of its recruitment activities to a service provider Resource Process Outsourcing

21 South African Labour Market Risk Management 4% = criminal records 22% = some financial record 12% = false qualifications 26% = unverified driver's licences

22 Pre-employment Screening 10% of job applicants have criminal conviction records Up to 30% of CVs contain false information

23 Pre-employment Screening Other tools:  Financial background checks  ID verification  Driver's licence verification

24 Factors Impacting Recruitment External Labour market conditions Government policy and legislation Trade unions Scarcity of skills and the brain drain

25 Factors Impacting Recruitment Internal Business/Corporate Strategy Organisational recruitment policy Recruitment criteria Costs Sources

26 3 Possible Scenarios 1.Labour demand exceeds supply 2.Labour supply exceeds demand 3.Labour demand equals supply

27 Recruitment versus Selection Recruitment The process of searching for the candidates and stimulate them to apply The purpose is to create a talent pool of candidates Recruitment is a positive process

28 Recruitment versus Selection Selection This is about screening and to find the most suitable persons for vacant posts The purpose is to choose the right candidate Selection is a negative process

29 Process to Identify Job Scope & Competencies Job analysis and role profiling determine the following: –Job content –Standards/outputs –Minimum requirements –Competencies required

30 Changes Internal & external) Job ProfilingJob Description Job & man Specs Job Grading Initiate Recruitment Job Analysis

31 Job Analysis Process Example Skills Analytical English verbal and written communication Problem-solving Negotiation Behaviours / Attributes Decisiveness Handling stress Persistence Flexibility Knowledge GAAP Labour Law Budgeting process Accounting principles and tax regime

32 Advertising the Job – AIDA Principle A= Attention I = Interest D= Desire A= Action

33 The Recruitment Process MANPOWER PROVISIONING–A“Good Practice”Model Manpower Provisioning Needs Identification Retention Job Analysis Approvals & Budgeting RECRUITMENT Job Analysis Job Spec’s ManSpecifications Per position Approvals JobGradings Requisition Source of supply (Internalrenal/External) Advertise Pre-selection & Short-listing Selection & Decision Job Offer Appointment Annually Reviewed Monthly

34 The Recruitment Process

35 1.Identify vacancy 2.Prepare job description and person specification 3.Advertising the vacancy 4.Managing the response 5.Short-listing 6.Arrange interviews 7.Conducting interview and decision-making

36 Pre-selection Telephone screening Paper screening Short listing

37 Questioning Technique Behaviour-based interviewing KPA Outputs/Objectives Standards/Measures Activities Competencies Behaviour-based questions

38 Use the following approach: Position your question in a specific situation or task Ask the applicant what actions he or she took (what was done and how?) What results were achieved (effect of action)

39 Useful Questions Rapport-building questions Open-ended questions Non-question questions Use ‘soft’ words

40 Recruitment & SMMEs (Challenges) Absence of a professional HR resource SMME’s are used as a stepping stone The manager/owner fulfils a more diverse role that their corporate counterparts

41 Recruitment & SMMEs (Challenges) Recruitment is often informal, unstructured and reactive SMME’s need to compete for skills in a competitive environment

42 Internal vs External Recruitment Advantages internal recruitmentDisadvantages: Motivating for performance Promotion opportunities Assessment of potential Inspires morale and loyalty Inbreeding/no innovation Politics, infighting Need a strong MDP Advantages external recruitmentDisadvantages New insights and ideas Existing hierarchy remains intact Diversity Loss of time – to adjust Current staff do not apply “Fit” is sometimes an issue

43 Assessments in Recruitment Typical assessment tools Cognitive Assessments Aptitude Assessments Personality Tests Interest Questionnaires

44 Questions & Answers

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