latest trends in recruitment and selection andre o’callaghan july 2011

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Latest Trends in Recruitment and Selection Andre O’Callaghan July 2011. Trends in SA. Between 2004-2009: Less than 10% of school leavers wrote HG maths - of these only 50-60% passed 7% of all schools provide 90% of all engineering graduates - PowerPoint PPT Presentation


  • Latest Trends in Recruitment and Selection

    Andre OCallaghanJuly 2011

  • Trends in SABetween 2004-2009:Less than 10% of school leavers wrote HG maths - of these only 50-60% passed7% of all schools provide 90% of all engineering graduates1/3 of all school leavers pursuing technical / natural sciences are PDIs (well into 21st century majority of accountants, engineers and scientists will not be African)

  • Trends in SAUnemployment 1997 to 2009

  • Trends in SAEmployment by sector 1998 & 2008

  • Recruiting gets a whole lot easier when you have a reputation for being a great place to work.Joanna Meiseles

    Recruitment the elusive art of securing the perfect fit between company and individuals. Is it possible?Introduction

  • Introduction

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

  • Attraction AbilityBrand and image managementTalent retentionValue-addCost Inherent factors to recruitment

  • Trends to watch in 2011Older workforceAlternatives to Facebook

  • E-recruitmentSocial NetworkingTemporary staffRecruitment Outsourcing (RPO)SA Labour MarketRisk ManagementTrends in recruitment

  • Trends in E-recruitmentFindings of a SA survey with 144 students (average age of 18 years), and 60% female and 40% male:Digital platforms are the choice for communication (Facebook and BBM) Email continues to lose its effectiveness as a communication vehicle with this generation.Google is losing search market share to Facebook (50% of Gen Y chooses to use Facebook as a search engine over Google)

  • Trends in E-recruitmentMXit is used less than one hour a day Facebook gets used up to five hours per dayThe Gen Y prefer The internet over magazinesTheir cell phone over the internet and Tertiary education over their cell phone.

  • 87% uses a HRIS51% use technology in recruitment75% use e-recruitment94% of the global 500 use corporate websites and online applicationsTrends in E-recruitment

  • E-recruitment in SASocial Networks Urban African Youth (1992 & 2000)

  • E-recruitment in SASocial Networks Urban African Youth (1992 & 2000)ImplicationsSA African Youth increasingly disassociated from social organisationsAccording to Stats SA (2005) only 10% of the age group 15-30 use networks to find a job

  • The Internet is growing - 7 in 10 job seekers use it to search for jobs (Career Junction leads this space, followed by Careers24)Social media platforms were measured for the first time this year and results indicated that 17% of respondents have used it to look for a job80% of job applicants say they dont mind applying for jobs online, while two thirds prefer responding to job ads by means of email a significant increase from 50% in 2009

    E-recruitment in SA

  • Nearly three quarters of respondents (3100) have loaded their CVs onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.1.6 million job seekers on Career Junction (Feb 2011)Recruitment pages in newspapers are still the most popular resource (82%) - The Sunday Times Careers supplement continuing to dominate (The Skills Portal, June 2011)E-recruitment in SA

  • Online job seekers and on-line advertisers - SACareer Junction 27 Feb 2011

  • Reducing costsAutomated processes thus increase hiring speed (turnaround time)Widen the selection pool Greater geographical reachBrand-building (enhanced corporate image)

    E-recruitment drivers

  • Standardisation comparison of CVsStreamline administrationSpeaks to younger generations Better co-ordination

    E-recruitment drivers

  • Access to vacancies 24/7 Reaches a global audienceCost effective way to build a talent bankCan handle high volumesProvide more tailored information to the post and organisation Ease of use for candidatesApplications are instantaneous.

    E-recruitment advantages

  • Limit the applicant audience Cause applications overload or inappropriate applications Limit the attraction of certain groupsCan be seen as discriminatoryIs impersonalCan Turn-off candidatesLimited information and not user-friendly

    E-recruitment disadvantages

  • Recruitment for the different generations

    GenerationTraditionalists (1922-1945)Baby Boomers (1946-1964)Gen X(1965-1980)Gen Y(1980+)Attitudes &ValuesLoyalty, Dedication, Sacrifice, Honour, Compliance & hard workPersonal Growth, Youthfulness, Equality, Ambition, CollaborationIndependence, Pragmatism, Results, Flexibility & Adaptability Confidence, Optimism, Social Awareness, Innovation, Diversity, TechnologyGoalsTo build a legacyTo put their stamp on thingsTo be independent in all areasTo find work & create a meaningful life

  • Recruitment for the different generations

    GenerationTraditionalists (1922-1945)Baby Boomers (1946-1964)Gen X(1965-1980)Gen Y(1980+)Recruitment ExpectationsRecruitment to be formal and traditional. Employer-driven negotiations

    Company to have a reputation/ stabilityIn-person, relationship building recruitment

    Balanced negotiations

    Company to have strong leaders and a growth strategyOn-site tours, meetings with potential colleagues

    Open, employee driven negotiations

    Company to have career opportunities, learning and development optionsReview of the companys reputation

    Valued employee-driven negotiations

    Company to be socially responsible, diverse and creative

  • Facebook500 million users (1 in every 13 people on the planet)250 million people interact with Facebook from outside the official website on a monthly basis, across 2 million websites 200 million users connect via their cell phones to FacebookThe 35+demographicis growing rapidly, now with over 30% of the entire Facebookuser base. The core 18-24 year old segment is now growing the fastest at 74% year on yearSocial networking X & Y generation

  • LinkedIn102 million registered members68% are over 35Over 150 industries representedSocial networking X & Y generation

  • RPO or Recruitment Process Outsourcing:The outsourcing of part, or all of its recruitment activities to a service providerResource process outsourcing

  • BenefitsRPO reduces recruitment costs - companies can save on agency fees, advertising fees, employee referral fees, travel expenses, etc.RPO can help the HR team to focus on their core activities. RPO is both time-saving and effective because the full scope of recruiting tasks is taken care of by an external dedicated agencyResource process outsourcing

  • South African labour marketRisk Management (facts Feb 2011)6-20% = criminal records18% = some financial record18% = False Grade 12 qualifications26% = False academic qualifications16% = unverified driver's licences

  • Pre-employment screening Other toolsFinancial background checksID verification Driver's licence verification

  • Factors impacting recruitmentExternalLabour market conditionsGovernment policy and legislationTrade unionsScarcity of skills and the brain drain

  • Factors impacting recruitmentInternalBusiness/Corporate StrategyOrganisational recruitment policyRecruitment criteriaCostsSources

  • 3 possible scenariosLabour demand exceeds supplyLabour supply exceeds demandLabour demand equals supply

  • SA supply & demand (CJI) 2011
































  • Recruitment versus selectionRecruitmentThe process of searching for the candidates and stimulate them to applyThe purpose is to create a talent pool of candidatesRecruitment is a positive process

  • Recruitment versus selectionSelectionThis is about screening and to find the most suitable persons for vacant postsThe purpose is to choose the right candidateSelection is a negative process

  • Process to identify job scope and competenciesJob analysis and role profiling determine the following:Job contentStandards/outputsMinimum requirementsCompetencies required

  • Job analysis process exampleSkillsAnalyticalEnglish verbal and written communicationProblem-solvingNegotiation

    Behaviours / AttributesDecisivenessHandling stressPersistenceFlexibilityKnowledgeGAAPLabour LawBudgeting processAccounting principles and tax regime

  • Advertising the job AIDA principleA= Attention I = InterestD= Desire A= Action

  • The recruitment processMANPOWER PROVISIONING - A Good Practice Model Manpower ProvisioningNeeds IdentificationRetentionJobAnalysisApprovals& BudgetingRECRUITMENT Job Analysis Job Spec Man SpecificationsPer positionJob Grading ApprovalRequisitionSource of supply(Internal/External)AdvertisePre-Selection and ShortlistingSelection and DecisionJob OfferAppointment Annually Reviewed Monthly

  • The recruitment processIdentify vacancyPrepare job description and person specificationAdvertising the vacancyManaging the responseShort-listingArrange interviewsConducting interview and decision-making

  • Pre-selectionTelephone screeningPaper screeningShort listing

  • Questioning techniqueBehaviour-based interviewingKPAOutputs/Objectives Standards/Measures ActivitiesComp