selection and recruitment

Selection and RecruitmentComparison of Hiring Strategies

Presented By:

Shubham Singhal

803031200053

NMIMS, Hyderabad

April 7, 2023Shubham Singhal | A051

2


3 Hiring Strategies - Past

Past Present Future


4 Hiring Strategies


5

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)


6 Hiring Strategies - Present

Present FuturePast


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


8

Hiring through internet, mobile, social media


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.


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.


11

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

http://www.all-biz.com/

http://www.hr.com/

http://www.jobweb.com/

http://www.monster.com/

http://www.recruitersonline.com/


12 Hiring via mobile (Example: Hewiit)


13 Hiring via mobile (Example: at&t)


14


15 Social Hiring (Example: Dell)

RecruitersloveLinkedin

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/

Jobsposted onLinkedin

Beyond Jobs –Connections,EmploymentBranding &KnowledgeSharing

Careers atDellFacebookTimeline- 2012

Dell JobsSearchWidget onFacebook

11

Careers atDell – Findyour CareerFit onFacebook

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


24 Hiring Strategies - Future

Past Present Future


25

The Future of Recruiting is in the Cloud


26 Reasons of choosing the Cloud

Access on Demand

Paper to Paperless

Wired to Wireless

Set time to anytime

One device to any device


27 Need of the Cloud Recruiting

Cloud life is redefining SMART Recruiting

Redefining SMART:

Synchronized

Mobile

Appropriately equipped

RSS Enabled

Tuned in


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

Hiring processes in different Industries

1. Healthcare Industry


31

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


32

Healthcare Linkedin Usage Insights


33

Current LinkedIn Clients


34

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


35

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


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!

2. Pharmaceutical Industry


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


39 Recruitment Process

Planning Implementation Closure


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.


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)

Linkedin

Vendors

Head hunting

Advertising on print media


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.


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.

3. IT Industry


45 Recruitment Process

Planning Implementation Closure


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.


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

Linkedin

Vendors

Head hunting

Advertising on print media


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.


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.


50

selection and recruitment

Business

key responsibility

key results

evaluate preliminary

outsourced

personal interviews

job description

final interviews

recruitment