Everything is Now Changing

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    Everything is now changing peopleare connecting and working

    togetherThe internet is enabling

    the conversations and there isnothing corporations can do to stop

    it.

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    Types of recruitment industries

    The recruitment industry has four basic types of firms. 1).Employment agencies deal with clerical, trades, temporary andtemporary to hire employment opportunities. 2). Recruitmentwebsites and job search engines used to gather as many candidatesas possible by advertising a position over a wide geographic area.

    Although thought to be a cost effective alternative, a humanresource department or department manager will spend timeoutside their normal duties reading and screening resumes. Aprofessional recruiter has the ability to read and screen resumes,talk to potential candidates and deliver a selective group in a timelymanner. 3). "headhunters" for executive and professional positions.

    These firms are either contingency or retained. Althoughadvertising is used to keep a flow of candidates these firms rely onnetworking as their main source of candidates. 4). Niche agenciesspecialize in a particular industrial area of staffing.

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    NICHE RECRUITERS..

    Specialized recruiters exist to seek staff with a very narrowspecialty. Because of their focus, these firms can very often producesuperior results due to their ability to channel all of their resourcesinto networking for a very specific skill set. This specialization instaffing allows them to offer more jobs for their specificdemographic which in turn attracts more specialized candidatesfrom that specific demographic over time building large proprietarydatabases. These niche firms tend to be more focused on buildingongoing relationships with their candidates as is very common thesame candidates are placed many times throughout their careers.

    Niche firms also develop knowledge on specific employment trendswithin their industry of focus (e.g. The energy industry) and are ableto identify demographic shifts such as aging and its impact on theindustry.[1]

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    As per annual recruitments industry

    trend 2010-2011

    Turnover in temporary/contract staffing has returnedto 2006/2007 levels at 22 billion compared to its lowpoint last year of 17.8 billion, a rise of 24.1 per cent

    Permanent recruitment also rallied to reach 2.5 billionin the past year, a massive 37 per cent increase on 1.8billion recorded in 2009/10

    Volumes of perms placements rose by 38.3 per centfrom 436,822 last year to 604,193 in 2010/11 whiletemp placements were up 19.3 per cent and top themillion mark again at 1,049, 333 compared to 879, 000last year

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    As per Ma Foi..

    Despite an economic downturn in the country as a whole last year, the jobmarket in India continued to perform well in the third quarter of 2011.

    The Labour Bureau of the Ministry of Labour and Employment's lateststatistics show that there was an increase of 3.15 lakh between July andSeptember of last year, as the job market flourished.

    Sectors which performed the best throughout this period were IT jobs, aswell as those in manufacturing.

    The Labour Bureau of the Ministry of Labour and Employment said in apress release: "The upward trend in employment has been continuously

    maintained since July 2009. During the quarter July to September 2011,employment has increased in respect of all sectors except Leather andTransport where there was a marginal fall."

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    Industrial statistics

    The Indian Employment Industry has always beenbereft of reliable data and has never afforded accuratedata for a variety of reasons. This is because, theindustry is & has remained very scattered in terms of

    Spanned over a large geographical area. Lack of adequate & proper registrations with theappropriate Govt. bodies. An organized sector complemented by a very strongunorganized sector.

    Consequently even from the government's point ofview, capturing & mining this data, across the sectorshas always been a great ordeal

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    The size of the Recruitment Industry is estimatedat Rs. 20,200 Crores.

    Growth of the Industry Search

    Selection

    Staffing

    50 %

    50 %

    70 %

    ERA is presently getting into a structural researchto define the industry in a moreScientific way Geographically, Sectorally,Verticals wise, Industry wise etc.

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    Current statistics relating recruitment

    industry..

    A drop in industry turnover to 22.491 billioncompared to 27.006 billion in 2007/08. Thisrepresents a 16.8 per cent decrease in overallturnover.

    Temporary placements fell from 1,220,310 to1,068,197, a contraction of 12.4 per cent.

    Overall turnover for temporary/contract staffwent down to 19.882 billion from 22.730billion, a drop of 12.6 per cent.

    Permanent placements decreased from 726, 863in 2007/08 to 582,803, a fall of 19. 8 per cent.

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    The future of recruitment

    industry.

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    Recruitment today.

    A) Employer has a job opening.

    B) Employers post job ads on job boards.

    C) Job seekers visit job boards.

    D) Job seekers apply for job by submitting a CV.

    E) Employer reviews CV

    F) Employer conduct interviews.

    G) Employer offers a job.

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    Recruitment Tomorrow..

    Jobs found almost exclusively online ( not

    print)

    Networking much more referral basedrecruitment via groups and communities.

    Rich media- video , audio via hi-speed

    broadband, wifi and mobile devices.

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    The rise of social media

    A solid recruitment marketing strategy is

    diverse and not focused on a single method or

    channel. And while social media should not

    stand alone, it is a valuable tool for attracting

    and engaging top talent. In fact, one in every

    six minutes online is spent onsocial

    networking sites, and 64% of companies havesuccessfully hired through social media and

    in near future could be 100 %

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    ThE SpIriT Of SoCiAl cOmPuTiNg.Is tHe SpIrIt

    Of LeAvInG vAlUe iN YoUr WaKe

    In near future the social networking sites

    would play a major role in recruiting along

    with the use of internet and online

    recruiting

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    WEBSITES..

    Things you can do

    -Show all your vacant jobs on your own

    website.

    Register candidates through your website andlink it with your internal database.

    Build an employment portal containing video,

    case studies , FAQ`s , testimonials about

    working at your company.

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    SEARCH ENGINES..

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    BLOGS..

    Blog = web log

    An online diary or journal

    Anybody can be a content generator and anexpert in their field- bad for traditional media

    Can be set up within minutes online:

    - wordpress.com- blogger.com

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    SOCIAL NETWORKING

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    USE OF TWITTER FOR RECRUITMENTS..

    Engage with clients, candidates- relationship &

    network building.

    Find leads Employer branding

    Research candidate

    Market intelligence

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    Social media In recruiting = THE NEW

    BLACK

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    Recruitment India is the facebook page for

    latest trends and industry specific updates in

    recruitment. All recruiters, consultants, jobseekers, employers and HR professionals like

    this page.

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    Recruitment 2020- An Executive

    Summary.. This report is the result of nine months of Demos research, focused

    on developing possible futures - or scenarios - for recruitment, andto identify their implications for the industry and for public policymore broadly. Recruitment 2020 presents the findings andrecommendations from our research. The research process involved

    over 40 interviews with experts - recruitment agencies, advertisers,employers, interest groups and civil servants; and specialists indiversity, privacy and technology - a futures thinking workshop withindustry professionals, and a wide-ranging literature review.Throughout the pamphlet, we adopt the broadest possibledefinition of the recruitment industry, encompassing everything

    from outsourcing of temporary and permanent recruitment toadvertising and job sites. This represents the most comprehensiveand holistic review of the future of recruitment undertaken by anyBritish think tank.

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    AIMS..

    This report has three aims:

    to offer a guide to those operating in the market forrecruitment, from employers and recruitment companies

    to job seekers themselves, to the important trends shapingsociety - and their likely implications

    to suggest ways of improving the efficiency and fairness ofthe market for recruitment companies by giving thatmarket a clear sense of the future

    to identify a key set of social challenges which we believewill not be met through the market - and to makerecommendations designed to help address thosechallenges.

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    Changing workforce

    Over the coming years, the workforce is set tobecome far more diverse, reflecting trendstowards an ageing population, greater ethnic

    diversity, increases in immigration and morewomen taking up positions in paid work. Here,the recruitment industry plays an essentialrole as intermediary - helping business

    understand and accept these changes, andencouraging candidates from this new' talentpool to enter or re-enter the workforce

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    Technology.

    Web 2.0 has become shorthand for a shift in the waythe internet is used and understood. It sees theinternet as a collaborative tool, where we each have anactive role in creating value for one another. Web 2.0

    has fundamentally changed recruitment, puttingrelationships at its very core. Technology too haschanged the recruitment experience, from the designand distribution of ads to day-on-the-job simulations.But technology has its limits - how much can we rely on

    it in recruitment? Combined, the drivers create aserious challenge to the traditional model ofrecruitment in the UK

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    Beyond the traditional models..

    We make a series of recommendations to support this process.

    Employers should:

    1 ensure that commissioning processes - whether through human resources (HR)or procurement - focus on value rather than cost

    2 align HR, public relations and marketing and be clear about core organisationalvalues.

    Recruitment professionals should:

    1 track retention to demonstrate impact

    2 demand accountable advertising online to demonstrate impact

    3 help organisations learn about themselves by overcoming the insider/outsiderproblem

    4 align the recruitment experience with client ethos

    5 find ways to connect with the passive job seeker 6 broker and utilise peer-to-peer relationships

    7 use Web 2.0 to build personalised relationships online

    8 tap into the long tail.

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    Conclusion

    research demonstrates that recruitment is

    caught up in some of the key public policy

    issues of our time - integration and diversity,

    privacy and the regulation of the internet, and

    competition and economic success. In this

    sense the abilityand responsibilityof those in

    recruitment to influence and bring aboutchange should not be taken lightly.

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