3.recruitment and selection .ppt
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presentation abaout recruitment and selectionTRANSCRIPT
Group HR
Happy New Year!
Group HR
Recruitment & Selection
Group HRDo you agree?
Great companies “first got the right people on the bus, the wrong people off the bus, and the right people in the right seats – and then they figured out where to drive it.”
Good to Great: Why Some Companies Make the Leap and Others Don’t – Jim Collins
Group HRManpower Planning
• Manpower Planning is a Process by which an organization ensures that– Right number of people– Right kind of people– At the Right time– At the Right place– Doing the Right things for which they are suited for
achieving the goals of the organization.
Group HRFactors affecting Manpower Planning
• Sales and production forecasts • The effects of technological change on task needs • Variations in the efficiency, productivity, flexibility of
labor as a result of training, work study, organizational change, new motivations, etc.
• Changes in employment practices (e.g. use of subcontractors or agency staffs, hiving-off tasks, buying in, substitution, etc.)
Group HRFactors affecting Manpower Planning
• Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirements
• Changes in Government policies (investment incentives, regional or trade grants, etc.)
Group HRManpower Planning
• Two Steps– Demand Forecasting– Supply Forecasting
Group HRDemand Forecasting
• Bottom Up Technique• Delphi Technique• Nominal Group Technique• Ratio Analysis• Regression Analysis
Group HRSupply Forecasting
• Internal Supply• External Supply
Group HR
Recruitment is not about filling jobs that are currently
vacant – it is about making a continuous, long-term
investment to build a high quality workforce capable of
accomplishing the organization’s mission now and in
the future
www.ipma-hr.orgAny example you know of? Any example you know of?
Group HR
Recruitment is a critical management function
that all levels of the organization need to be
involved in planning and implementation
www.ipma-hr.org
Group HR
Global Sourcing is changing the shape of the business world!!!
Features of the ‘New’ World
• global sourcing barriers fading away
• Disappearance of the Time Zones
• Transformation of the work processes into pieces
that can be constructed and deconstructed
Group HR
Changing Role of HR: Modified Recruitment Structure
Currently organisations use one or more of the following staffing structures:
Decentralized Staffing Model —Allows individual business units to develop and fill their own staffing plans.
Hybrid Staffing Model —Combines decentralized approach with certain centralized (or shared services) components.
Outsourced Staffing Model —Promotes efficiency, consistency and potential cost saving
HR Business Partner Structure —HR business partners work with designated business units.
Group HR
How do organizations structure their recruiting departments?
Corporate Leadership Council
Group HR
Pros and Cons of Recruiting Department Structures
Centralized Hybrid Decentralized
Pros Cons Pros Cons Pros Cons
•Facilitates practice and lead sharing
•Enhances Consistency
•Enables Standardization
•Creates a disconnection between recruiters and business units
•Enables a mix of process efficiencies and connection with the line
•Creates staffing resource flexibilities
•Creates resource and process inefficiencies
•Distance function from the support of corporate headquarters
•Improves communication with the line
•Enables recruiters to learn business
•Creates resource inefficiencies
•Discourages candidate and practice sharing across the department
•Lacks process efficiencies of centralized structures
•Reduces consistency and standardization
Corporate Leadership Council
Group HR
• Three Main Functions of Recruitment Process are:
– Attract a pool of suitable candidates– Deter unsuitable candidates from applying– Create a positive image of the organization
Group HR
Internal Recruitment
External Recruitment
Vs.
Group HRRecruitment from Inside
Advantages Career plan for existing workers &
morale
Motivator for good performance
Relatively easier assessment of applicants as information is available
Reduced recruitment costs (travel expenses)
Causes succession of promotions
Have to hire only at entry level.
Disadvantages
Existing employees may not bring-in new ideas to their new job (inbreeding).
Lower level employees may not have capacities required at higher jobs.
High-powered employees might not be able to wait long enough for their turn (“political” infighting for promotions).
Internal strife for the post might impact negatively on possibilities for team work among existing employees.
Need for management development program
Group HRRecruitment from Outside
Disadvantages
Relatively higher costs.
Risky of getting the wrong person.
May cause morale problems for internal candidates not selected.
Advantages Larger pool of talent.
Objectivity and extensive effort put into the process likely to lead to a better candidate selection.
New industry insights, ideas, way of thinking & approaches might challenge existing norms and act as catalyst in continuous improvement/ innovation.
Cheaper and faster than training professionals.
No group of political supporters in organization already.
Group HR
Sourcing Channels
Recruitment methods
Internal
• Job Posting • Skills Data Base• Employee Referrals by Other
Departments
External
• Advertisement• Placement Agencies• Internships• Job Sites• E-Recruiting• Campus• Data Base• Alumni• Associations/Interest Groups/
Networks• Temporary Leasing • Employee Referrals• Passive Recruiting (Unsolicited application)
• Career Fairs
Group HR
Despite the importance of strategic workforce planning, most HR departments have not yet developed a formal plan to participate in their companies’ business cycles.
Ninety percent of HR departments have no independent planning and forecasting function, and many HR departments have no formal staffing strategy of any kind.
Rather, they tend to operate independently of the business cycle, developing reactive staffing solutions instead of proactive strategies that anticipate movements in the business cycle.
Corporate Leadership Council
Group HR
Recruitment Strategy: A Six Step Approach
Recruitment strategy should answer the following
questions related to their target populations:
1. Who is being targeted through the recruitment?
2. Where is the appropriate place to recruit clients?
3. When should recruitment be done?
4. What messages should be delivered during recruitment?
5. How should the messages be delivered?
6. Who is the most appropriate person to do recruitment?
Group HR
Talent Forecasting
1. Business strategy —Integrates projected company growth in terms of activity, output and revenue.
2. Human capital need —Translates business strategy into staffing requirements.
3. Projection of future vacancies — Based on difference between staffing requirements and current capacity.
Group HR
Strategic Recruiting Stages
Human Resource Planning
• How many employees are needed?
• When employees will be needed?
• What specific KSA’s are needed?
Organizational Responsibilities
•HR staff & operating managers
•Recruiting presence and image
•Training of recruiters
Wendell French, Chapter 9, Recruitment & Selection
Group HR
Strategic Recruiting Decisions
• Organizational-based Vs. outsourcing
• Regular Vs. flexible staffing
• Recruiting source choices
Recruiting Methods
• Internal methods
• Internet/ web-based
• External methodsWendell French, Chapter 9, Recruitment & Selection
Group HRSelection
• The process of assessing candidates and appointing a post holder
• Applicants short listed – most suitable candidates selected
• Selection process – varies according to organisation.
Group HR
Selection Tools
• Interview – most common method
• Psychometric testing – assessing the personality of the applicants –• Measures of personality
• Honesty test (substitute to polygraph)
• Aptitude testing – assessing the skills of applicants• Measures of proficiency, achievement, or knowledge
• Measures of mental ability or intelligence
• In-tray exercise – activity based around what the applicant will be
doing
• Presentation – looking for different skills as well as the ideas of the
candidate
• Assessment Centres – battery of tests
Group HRChoice of Selection Methods
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required
Group HRWhen using psychological tests..
• Clearly identify the objectives
• Uses a battery of test that can give range of information
• Have trained psychologists conduct and interpret tests
• Use personality testing as an adjunct to the recruitment or
career planning process and exploit its developmental
power
• Adapt tests to Indian situations
Group HRDetermining Selection Standards
Sources of Information about Applicants
• Application Forms• Reference Checks• Physical Examination
Selection Tests (Reliability & Validity)
The Selection Interview
Group HR
Recruitment: Return on Investment (ROI)
• Recruitment return on investment (ROI)
understands and compares the elements, costs
and risks of a recruitment related project to the
expected benefits
Group HR
What to Measure: Hiring
Recruiter Effectiveness
RE = RT+TF+HR+C/H +QH N
RE = Overall Recruiter effectivenessRT = Response TimeTF = Time to FillHR = Hire RateC/H = Cost Per HireQH= Quality of HireN = Number of Indices Used.
HR Accounting
Group HR
Cost Per Hire
SC = Sourcing costs (Advertising + Agency Fees + Employee Referrals)
ST = Staff Time [Travel + Interview ] x [Recruiter Pay and Benefits] or External
Agency Fee
MT = Management Time x Managements Pay and Benefits
PC = Processing Costs/ Operating Expenses
TR = Travel Cost of Applicants
RL = Relocations Costs
MS = Miscellaneous
H = Full Time or Part Time Employees Hired
CPH = SC+ST+MC+PC+TR=RL+MS
H
HR Accounting
Group HR
Quality of Hire (QH)
PR= Average job performance ratings of new hiresHP= Percent of new hires promoted within one yearHS = Percent of new hires retained after one yearN = Number of indicators used
QH = PR + HP + HSN
Satisfaction of new employees with hiring.
Satisfaction of managers with new employees.HR Accounting
Group HR
Number Hired (Hit Rate)
HO = OA/OE
TF =RR – OD
RR = Date requisition is received
OD = Date offer is accepted
OA = Offer acceptedOE = Offers extended HO = Percentage of offers that result in hire
Time to Fill
HR Accounting
Group HR
RewardsCompensationHealth BenefitsRetirement BenefitsVacation
OpportunityDevelopment OpportunitiesFuture Career OpportunitiesOrganization Growth RateMeritocracyOrganizational Stability
OrganizationCustomer PrestigeDiversityEmpowermentEnvironmental ResponsibilityEthicsGreat Employer RecognitionWell know BrandMarket PositionProduct/ Service QualityOrganization SizeSocial ResponsibilityTechnology Level
WorkBusiness TravelInnovationJob ImpactJob-Interests AlignmentLocationRecognitionWork Life Balance
PeopleCamaraderieCollegial Work EnvironmentCoworker QualityManager QualityPeople ManagementSenior Leadership Reputation
The Employment Value Proposition The set of attributes that the labor market and employee perceive as the value they gain
through employment in the organization.
RewardsCompensationHealth BenefitsRetirement BenefitsVacation
OpportunityDevelopment OpportunitiesFuture Career OpportunitiesOrganization Growth RateMeritocracyOrganizational Stability
OrganizationCustomer PrestigeDiversityEmpowermentEnvironmental ResponsibilityEthicsGreat Employer RecognitionWell know BrandMarket PositionProduct/ Service QualityOrganization SizeSocial ResponsibilityTechnology Level
WorkBusiness TravelInnovationJob ImpactJob-Interests AlignmentLocationRecognitionWork Life Balance
PeopleCamaraderieCollegial Work EnvironmentCoworker QualityManager QualityPeople ManagementSenior Leadership Reputation
Corporate Leadership Council