recruitment realities changes and challenges

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Recruitment Realities Changes & Challenges

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  • 1. Recruitment Realities Changes & Challenges

2. Why is recruitment important? We want a BIGGER candidate pool 3. Candidate Pool Increase the candidate pool = better chance of finding the right candidate We dont want the quality of programs at risk 4. When we use the word recruitment, what dowe mean? 5. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in organizations 6. The process of hiring entailsRecruitment Recruitment is the process of searching for prospective employees and stimulating them to apply forjobs in organizations; we want a large Candidate Pool Evaluating the Candidate PoolThis step begins where Recruitment ends. You want to ensure you are collecting valid andsufficient information The Selection Decision 7. When we speak of Evaluating theCandidate Pool, what are we doing? 8. Evaluating the Candidate Pool Once we increase the candidate pool, we need to focus on collecting valid and sufficient information to make the right selection decision 9. Collecting Valid and Sufficient InformationReviewing applicationinformationRemember tocompare all theCollect information gathered Conducting informationto the establishedinterviewfrom othercriteria.sources Checking references 10. Final Step: Making an effective selection decision! 11. If people are your most important asset, then hiring is the most important skill. 12. Recruitment in Changing Times 13. Recruitment in Changing TimesShifting realities Labour market Economic conditions Labour force 14. EconomicConditions Labour Labour MarketForce Informs ourRecruitmentpractices 15. Why are we talking about this? Isnt there a recession? Wont the unemployed and recently laid-offjust come to us for a job? 16. The reality is There continues to be skill shortages in our sectorSkill shortages are both short and long term challenge 17. Difficult to fill positions? Speech Language Pathologists Psychologists French Immersion teachers HVAC Bus drivers 18. We need to remain competitive with other public and private employersWe need to brand and market Public Education to attract great candidatesWe dont want to be left behind! 19. What types of Recruitment Strategies do we use? We want to use cost-effective strategies that targets the labour force segments we are attempting to attract 20. Labour Force We need to know our target audience:DemographicsBehavioursValuesInterestsGoals 21. Labour ForceBoomers Generation X Generation Y 22. The population entering labour market over next decade does business in a different way 23. Technology is important Less loyal to employers Transient in employment 24. So what?We need to plan and reach out in appropriate places 25. Where did you find your first job?What types of things did you do to apply? 26. The Evolution of Human ResourcesPractisesHRHRHRAnd beyond? 1.0 2.0 3.0 27. Before the Internet People looked for work throughNewspapers Friends and family / networking Job placement centres 28. HR 1.0 - 1990s The internet! Employers started to notice it and realize that they might use it in recruitment Mainly static Posting jobs and information Still needed to send in applications, etc. 29. Post the job and they will come 30. HR 2.0 the new millennium! Enter the job search engines! Monster.com Working.com Workopolis.com Applying online & emailing applications Information began to be exchanged both ways 31. HR 3.0 Third generation of HR using the internet Employers are going where people socially connect 32. HR 3.0Employers are going to the candidates Employers arent waiting for candidates to come to them 33. HR 3.0 Strategies used are conversationalSpread and reach is instantaneousTurning visitors into candidates by nature of the way you connect with them 34. Job postingsSocial mediaCollection ofConversation words that is authenticCandidates want to get a feel for what itwould really be like to work there 35. Social Media Frenzy!It can be cost-effective and reach many candidatesYou can target exactly who you want through research and knowing the social media landscape 36. What are the tools? 37. Technology Has Turned People Into People Media Snackers. http://www.youtu be.com/watch?v= mldqfN7XCOk 38. New York City Case. Reaching candidates through Facebook Reaching candidates through Twitter Reaching candidates through You Tube 39. Converse & Connect with Candidates http://www.linkedin.com/companies/make-a-future--- careers-in-bc-education 40. What will be next? More use of video to share what its like to work in specific towns, cities and workplacesFind more ways to provide authentic information about the look and feel of working in a particular place 41. What should we do now? Research where you should be in the virtual worldGear your recruitment to your generationBe aware of the varieties of opportunities available to reach applicants 42. Shed the idea. Post the job and they will come 43. Be creative! Know the landscape! Access our services! 44. How Can SDs & Make a Future Careers in BC Education Do Together? DataTracking trends to inform practiseHow many applicants are looking for what?Are they finding your jobs?Are we getting the right skill sets? 45. Janet Stewart, Director Make a Future Careers in BC Educationwww.makeafuture.cawww.twitter.com/makeafuture www.linkedin.com/in/[email protected]