selection and recruitment
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Selection and RecruitmentComparison of Hiring Strategies
Presented By:
Shubham Singhal
803031200053
NMIMS, Hyderabad
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April 7, 2023Shubham Singhal | A051
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3 Hiring Strategies - Past
Past Present Future
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4 Hiring Strategies
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The Traditional Hiring Process
Step 1:
Search
Sourcing
Assessment
Interview
Offer / HireStep 5:
Step 4:
Step 3:
Step 2:
1. Sourcing Average-55 minute investment Resources: Human Resources, Hiring Manager(s) and/or
outsourced service Tools: Career Job Boards, Corporate Websites, Employee Referrals
2. Search Average-180 minute investment Resources: Human Resources, Hiring Manager(s) and/or
outsourced service Tools: Key word search tools, highlighter, skill
3. Assessment Average-95 minute investment Resources: Human Resources, Hiring Manager(s) and/or
outsourced service Tools: Skill, Personal Interpretation
4. Interview Average-165 minute investment Resources: Human Resources, Hiring Manager(s) Tools: Skill, Personal Interpretation
5. Offer/Hire Average-40 minute investment Resources: Human Resources, Hiring Manager(s)
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6 Hiring Strategies - Present
Present FuturePast
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7 Outsourcing the process
Recruitment process would generally be outsourced when individual or a company outsources processes in helping the needed staffing functions company recruit or hire
The RPO company would then handle action to hire the personnel
This allows a company to focus on its business and not staffing
RPOs claim that the solution it involves recruitment offers improvements in cost, selection, training cost. quality, cost, service and speed
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Hiring through internet, mobile, social media
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9 Online Hiring Online recruitment, e-recruitment, or web based recruitment is the use of online technology or the
internet to attract candidates and aid the recruitment process.
For most recruiters this usually means
using one’s own company website
a third-party job site or job board
a CV database
social media
search engine marketing
as part of the recruitment process
A survey in 2005 showed that 77% of organizations used some form of human resources information system and 51% of organizations reported that their use of technology systems were for recruitment and selection purposes.
84% of respondents have made greater use e mail applications in the last 3 years. Over 7 in 10 organizations also say they are advertising jobs on their corporate websites and using online applications.
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10 Advantages and Disadvantages
Advantages Online recruitment is cost effective
Online recruitment is quick
Better success ratio
Bigger Audience
Easy and understandable
Gives a 24*7 access to an online collection of resumes.
Online recruitment helps the organisations to weed out the unqualified candidates in an automated way.
Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.
Disadvantages
Dealing with inappropriate, irrelevant and bad candidates is the bugbear of many a HR manager
Not every job vacancy you post can or will be filled online.
Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organisations.
There is low Internet penetration and no access and lack of awareness of internet in many locations across India.
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Few Online Recruiting sites www.all-biz.com
www.naukri.com
www.timesjob.com
www.careershop.com
www.hr.com
www.jobWeb.com
www.monster.com
www.recruitersonline.com
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12 Hiring via mobile (Example: Hewiit)
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13 Hiring via mobile (Example: at&t)
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15 Social Hiring (Example: Dell)
RecruitersloveLinkedin
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June 2012
May 2012
June 2011
January 2011
November 2010
November 2009
The Linkedin India Story
Zooms to 15 Million Members in India
Acquires Slideshare
Reaches 10 Million Members in India
Linkedin Data reveals the ‘Best Months’ of the Year forPromotions in India are January, March and June
Launches Company Pages
Reaches 3.4 Million Members in India
Source: http://linkedin-india.com/
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Jobsposted onLinkedin
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Beyond Jobs –Connections,EmploymentBranding &KnowledgeSharing
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Careers atDellFacebookTimeline- 2012
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Dell JobsSearchWidget onFacebook
11
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Careers atDell – Findyour CareerFit onFacebook
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Maki
ng
it w
ork
!
People PowerRecruiters need to beadequately trained andempowered to useSocial Media
Great ContentJust posting jobs willnot get you results. Youneed to engage andevangelize users.
ExecutionWhile it all looks greaton a deck, you need togo out there and walkthe talk.
Social MediaRecruitment
Strategy
PlatformsFacebook, Linkedin,Twitter, Youtube,Slideshare
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April 7, 2023Shubham Singhal | A051
24 Hiring Strategies - Future
Past Present Future
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The Future of Recruiting is in the Cloud
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26 Reasons of choosing the Cloud
Access on Demand
Paper to Paperless
Wired to Wireless
Set time to anytime
One device to any device
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27 Need of the Cloud Recruiting
Cloud life is redefining SMART Recruiting
Redefining SMART:
Synchronized
Mobile
Appropriately equipped
RSS Enabled
Tuned in
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28 How to use the Cloud?
Use tools for Synchronizing
Dropbox
Google Drive
Sky Drive
Copy.com
Evernote
SugarSync
Use Mobile Apps to stay:
Connected
Updated
All to be on the same page
Reasons to use RSS (Really Simple Syndication):
Stay updated with current matters
Create and automate searches
Push the favorite RSS to your mobile phone
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Hiring processes in different Industries
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1. Healthcare Industry
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of healthcare employers have open positions for which they can’t find qualified talent
23%
Healthcare Industry Facts
1 in 9U.S. jobs will be in the Healthcare sector by
2020
The U.S. hospital industry has a combined annual revenue of
about
$860 Billion
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Healthcare Linkedin Usage Insights
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Current LinkedIn Clients
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Healthcare Talent Pools In the USARegistered Nurse
704,056
248,826Active
Physician/Surgeon
218,055
104,731
Physical Therapist
84,435
40,039Active
31,990
13,893Active
Occupational Therapist
LPN/LVN
69,798
20,413Active
Home Health Aide
29,066
12,152Active
Active
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Registered Nurse Talent Pool In the USA
704,056
248,826Active
US Only
1,105,899Globally
Registered Nurse MembersTop Locations:
Greater New York AreaGreater Chicago AreaGreater Boston Area
Greater Los Angeles AreaSan Francisco Bay Area
704,056
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April 7, 2023Shubham Singhal | A051
36 Successful Talent Direct Examples
Medical Directors
• 2,500 InMails sent
• 1,663 InMails opened
• 283 Interested Candidates
• Response rate of 11.3%
Regulatory Affairs in the Pharmaceutical Industry
• 2,000 InMails sent
• 1,639 InMails opened
• 511Interested Candidates
• Response rate of 25.6%
General Atomics is Hiring!
SPEAK TO A LINKEDIN RECRUITER Hiring!
Hello Candidate’s Name,
LinkedIn is growing and hiring top talent in the IT industry. Our business is thriving and we are excited to bring on some of the best in the business to join our team. We realize that in order to sustain our growth we need to invest in hiring the best people to our organization.
Would you be interested in discussing how you could join a fast-growing company, play an essential part in helping drive this radical shift, and giving your career a tremendous boost in the process?
We are looking for a Java Developer who loves winning, innovating, and having a lasting impact on the world. Now is a great time to join our company to have a hand in shaping how we do business!
Want to learn more or know someone else who may be interested? Click on the button below and we’ll be in touch!
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2. Pharmaceutical Industry
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April 7, 2023Shubham Singhal | A051
38 Active Pharmaceutical Ingredients(API)
The raw materials used are chemicals.
This particular business unit manufactures bulk drugs.
It is the manufactures tablets, capsules, oral drugs.
The functional department of the business unit are:
Production
Quality Control
Quality Assurance
Research and development
Process Engineering
Engineering services
Projects
Business development
Supply chain management
Ware house
Technology Transfer teams
Finance
Human Resources
Information Technology
Administration
Marketing
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39 Recruitment Process
Planning Implementation Closure
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40 Planning
Structure – Need to understand the Key responsibility areas of the position which we are going to hire a candidate.
Need to concentrate on the job description, key results area, opportunities, career implication, salary and benefits.
Focus – Recruiter need to focus on the quality of candidates, sourcing mix in order to meet the requirements of a the requisition.
Prepare – Recruiter need to prepare the sourcing mix.
Identify – With the using of sourcing mix, recruiter need to identify the most possible fit candidates.
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April 7, 2023Shubham Singhal | A051
41 Sourcing mix
It is the strategy to find the candidates who are fit to the requirement.
Source of profiles:
Internal employees
Employee referral
Job portals (Naukri and Monster)
Vendors
Head hunting
Advertising on print media
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April 7, 2023Shubham Singhal | A051
42 Implementation
Contact - Recruiter need to source the profiles which are matching to the requirements.
Initial screening can be done by him/her.
Another screening of the profiles can be done by technical panel.
Evaluate
Preliminary Interviews – Can be done through Tele conference or video conference.
If the candidate is found suitable, final interviews can be done through Video conference(for junior profiles) or by personal interviews(must for mid level and senior level).
Reference Check or Background verification– Is to be done. It can be before joining of the candidate or after joining of the candidate.
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43 Closure
Select – after all the evaluations are done, the technical team and the HR has to decide on the candidate selection.
Offer – Recruiter need to prepare like to like of presently what he is. And what we can offer.
HR will decide on the CTC to be offered.
After receiving the inputs from HR, recruiter need to have a clear discussion with the candidate about the offer to be made and send a official mail of offer.
Candidate has to reply back on the mail by next 24 hours of his acceptance.
If he is not replying back by next 72 hours, recruiter has to have a conversation with the candidate, need to take his concerns about the offer and request to write him with his concerns.
If the concerns can be considered, recruiter need to have a discussion with the HR and clear it off.
If concerns are not with in the boundaries, recruiter has to revote the offer. Recruiter should be in continuous follow up with the candidate till his joining.
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3. IT Industry
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45 Recruitment Process
Planning Implementation Closure
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46 Planning
Structure – Need to understand the Key responsibility areas of the position which we are going to hire a
candidate.
Need to concentrate on the job description, key results area, opportunities, career implication, salary
and benefits.
Focus – Recruiter need to focus on the quality of candidates, sourcing mix in order to meet the
requirements of a the requisition.
Prepare – Recruiter need to prepare the sourcing mix.
Identify – With the using of sourcing mix, recruiter need to identify the most possible fit
candidates and the targeted companies.
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April 7, 2023Shubham Singhal | A051
47 Sourcing mix
It is the strategy to find the candidates who are fit to the requirement.
Source of profiles:
Internal employees
Employee referral
Job portals
Vendors
Head hunting
Advertising on print media
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April 7, 2023Shubham Singhal | A051
48 Implementation
Contact - Recruiter need to source the profiles which are matching to the requirements.
Initial screening can be done by him/her.
Another screening of the profiles can be done by technical panel.
Evaluate
Preliminary Interviews – Can be done through Tele conference or video conference.
If the candidate is found suitable, final interviews can be done through video conference(for junior
profiles) or by personal interviews (must for mid level and senior level).
Reference Check or Background verification– Is to be done. It can be before joining of the candidate
or after joining of the candidate.
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April 7, 2023Shubham Singhal | A051
49 Closure Select – after all the evaluations are done, the technical team and the HR has to
decide on the candidate selection.
Offer – Recruiter need to prepare like to like of presently what he is. And what we can offer.
HR will decide on the CTC to be offered.
After receiving the inputs from HR, recruiter need to have a clear discussion with the candidate about the offer to be made and send a official mail of offer.
Candidate has to reply back on the mail by next 24 hours of his acceptance.
If he is not replying back by next 72 hours, recruiter has to have a conversation with the candidate, need to take his concerns about the offer and request to write him with his concerns.
If the concerns can be considered, recruiter need to have a discussion with the HR and clear it off.
If concerns are not with in the boundaries, recruiter has to revote the offer.
Recruiter should be in continuous follow up with the candidate till his joining.
![Page 50: Selection and recruitment](https://reader035.vdocuments.site/reader035/viewer/2022081720/54501047af79590a418b564c/html5/thumbnails/50.jpg)
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