Scribd
Upload
72 views15 pages

Effective Recruiting

This document discusses various topics related to effective recruitment, including: - The advantages and disadvantages of centralized vs decentralized recruitment and internal vs external recruitment. - Key factors that determine effective recruitment such as attracting qualified candidates, selecting candidates that fit the job and company culture, and completing the process on time and on budget. - Metrics for measuring recruiting effectiveness like the percentage of interviews that result in offers and positions filled within timeline. - The use of placement agencies, executive search firms, and temporary staffing agencies to assist with recruitment.

Uploaded by

Soniya Yadwadkar
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPSX, PDF, TXT or read online on Scribd
72 views15 pages

Effective Recruiting

This document discusses various topics related to effective recruitment, including: - The advantages and disadvantages of centralized vs decentralized recruitment and internal vs external recruitment. - Key factors that determine effective recruitment such as attracting qualified candidates, selecting candidates that fit the job and company culture, and completing the process on time and on budget. - Metrics for measuring recruiting effectiveness like the percentage of interviews that result in offers and positions filled within timeline. - The use of placement agencies, executive search firms, and temporary staffing agencies to assist with recruitment.

Uploaded by

Soniya Yadwadkar
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPSX, PDF, TXT or read online on Scribd
You are on page 1/ 15

Dr.

Soniya Yadwadkar

[email protected]

www.Cerveausys.com

Complexities in recruiting
Centralized V/s Decentralized Recruitment.

Independent Function (not a part of hard core HR)


Seamless and comprehensive Line and staff

cooperation
Selection criteria across categories- legal

considerations.
Recruiters training- standardization of

recruitment talent.
Dynamic business world and static processes

What is effective recruiting?


Effective Recruiting in a nutshell is all about being

able to
Attract the candidate pool having desired talent Identify and select those who fit well with job

requirements and cultural ethos of organization Complete the process in adherence to statutory, legal and humane considerations. Do the above within stipulated time, cost, quality parameters set for recruitment.

How do we know we are effective?


Answering the following questions? Have we been able to maximise our reach to potential candidates with 100% clarity on job requirements? Have we been able to gather a sufficient number of candidates meeting the job criteria (say at least 60%
resumes matching 80% to 100% job aspects)

Have we been able to interview the targeted pool

matching 100% job requirements in given time? Have at least 75% of those interviewed shown interest and have turned up for next rounds?

How do we know we are effective?


Are there minimum to nil instances of no show

after issuing offer letters. What is the ratio of candidates showing high scores on selection tools and low scores on performance in first evaluation instance. Is the percentage of employees leaving within one year minimum or nil (mostly owing to disillusionment on work profile) Have we met the budgeted recruitment targets in terms of numbers, lead time, joining time, cost and quality of candidates

Metrics for recruiting effectiveness


What to measure quantity V/S quality
Prescreening selection controls/tests- telephonic interviews Some other measures % of resumes that result in interviews % of interviews that result in offers % of positions closed within given lead time % of positions closed with +/-5% variations in job requirement criteria % of reduction in lead time achieved from last score Recruitment yield pyramid ratio analysis Read page 179 to
get more details.

Recruiting from within or out?


Internal Recruitment
Advantages Worker morale and motivation is enhanced Ready data on candidate for selection Candidate has organizational knowledge hence less orientation may be needed Disadvantages May generate unhealthy competitiveness for promotions Additional training may be required Restricted pool of candidates Dejection and frustration for those not selected spreading discontent

External Recruitment
Advantages New ideas and insight New knowledge and experience Larger pool of talent to recruit from Disadvantages Recruiting and selecting may be more timeconsuming Longer orientation and adjustment period may be needed Induction costs may be higher Less opportunity to assess knowledge & skills Blocking the internal talent and forcing it out

Finding Internal Candidates


Internal job postings
Policy on Rehiring Succession Planning HRIS a talent bank Fair and clear policies Feedback Management

Finding External Candidates


Latest trends.
Recruiting via internet
Applicant tracking outsourcing Advertising Placement agencies

Executive search
Contingent (middle/Jr) Retained (senior levels)

Temporary staffing

Interim Management.

Why use Placement agencies?


Mostly done for white collar-clerical/managerial

positions In India normally they charge fees somewhere between 8% to 15% of the CTC paid for the job Indian trend shows that placement agencies generally use their own database or mostly the web portal data Monster.com, Naukri etc. Limited access to candidates who are not actively looking out for a change Prescreening and matching basic criteria is ensured by agency.

Placement agencies
Advantages
Small/Medium size organization

Pitfalls
Miscommunication Large pool of available

support Better pool of candidates Urgency of closure Looking out for a specific critical and rare expertise Saving internal managerial time Maintaining reasonable confidentiality avoid nepotism, local pressure

candidates but not necessarily competent Spreading internal information in market Agency not delivering on commitment-doing postmans job Agency briefing preparing candidates for right answers

Executive Search firms


Advantages
Reliable support in senior level recruitments. Tap the pool of candidates from desired segments Attract not in market candidates Sales the organization, its features to candidate Maintain confidentiality a sensitive requirement in senior mandates Saving huge costs otherwise wasted by keeping senior management occupied May give unbiased views on search strategy, potential client availability

Pitfalls
Strategy and internal data dilution Unscrupulous search partner

might spoil game Access to internal talent Internal confusions, delays may cause poor search, delays and show down for organization Any lax on proper sharing with agency may end up in less than perfect search. Cost would be high if more than 2 or 3 senior mandates

Temporary staffing agencies


Better option for part time, just-in-time, contingent

workforce Number increasing 20% jobs in this category in US Surprising trend not only clerical or maintenance but also highly
specialized and senior jobs also in this category

Higher productivity as one of the reason- paid only for days


worked not when on off.

Statutory, pay related administrative aspects are

managed by contractor Replacement and new additions becomes fairly easy in case of clerical and junior level jobs

Internal process for working with temps


Invoicing copy requirements
Time sheets Temp to perm policy

Ensuring recruitment process and benefits


Equal opportunity statement and process Communication and expectations clarity Ensuring that internal documentation by organization

is as per statutory requirements Treating temps with respect and humane considerations

Thank you! Your questions?

You might also like