HUMAN RESOURCES MANAGEMENT

BENCHMARKING OF BEST RECRUITMENT

PRACTICES

WHAT IS BENCHMARKING?

• BENCHMARKING IS COMPARING YOURSELF TO THE BEST OF THE BEST

• USING THEIR PERFORMANCE AS A STANDARD FOR EXCELLENCE

• UNDERSTANDING THEIR PROCESSES AND PRACTICES AND IMPLEMENTING THEM IN YOUR OWN ORGANIZATION

WHY BENCHMARKING IN HR?

• PEOPLE ARE THE MOST VALUABLE ASSET IN TODAY’S BUSINESS CONCEPT

• SHIFT FROM THE INDUSTRIAL MODEL TO THE CUSTOMER FOCUSED MODEL

• A GREATER FOCUS ON THE CUSTOMER’S NEEDS

WHAT IS RECRUITMENT?

• Edwin Flippo:-

“Recruitment is the process of searching for prospective employees & stimulating them to apply for jobs.”

It is the process of finding and attracting capable applicants for employment.

WHY BENCHMARKING IN RECRUITMENT?

• If the Company has to attract the best Talent, it has to use the best process.

• Recruitment refers to process of identifying and attracting Job seekers so as to build a pool of qualified job applicants.

EMPLOYEE REFERRALS

• Employees refer candidates known to them to the HR Department.

• ST Microelectronics – An attractive employee referral scheme, where the award can go up to Rs. 160650.

• Company saves multiple reference checks. Only Reference Check is to previous employer

• Company saves Recruitment Agency Cost• Employee Commitment to the Company

increases

• HDFC Bank – Creating New Culture: – HDFC takes recruits fresh out of college and

moulds them in to its beliefs and values, the organization culture and working methods

– Such recruits obviously do not know what cannot be done and for them everything is possible

– They set standards significantly higher than a CEO would ever set.

– HDFC never buys people and is not above the market in terms of payment. In fact, in some areas, they are below the market.

BEST RECRUITMENT PRACTICE: Employing Fresh Recruits

• Post jobs on your company or organization website. Place the link prominently on your home page. Your job posting will attract candidates that are interested in your mission and vision as well as your open jobs.

• Post jobs in the classified section of your local newspaper; the paper likely has an online partner. When you purchase a classified ad, you automatically post the job online at an often reasonable, additional cost.

USE THE WEB FOR RECRUITING

COMPANIES THAT USE THE WEB FOR RECRUITING

• Analog Devices

• Bharat Electronics• Convergys• Dr. Reddy• EXL• Futuresoft• GE Healthcare• Hexaware• Infotech

• JSW Industries

• KEC International• Lupin• Marico• Novartis Enterprises• Oracle• Polaris• Qi Lifecare• Reuters

COMPANIES THAT USE THE WEB FOR RECRUITING

• Satyam

• Triveni Infrastructure• U• Verizon• Wipro• Xansa• Yahoo• Zenith Computers

PRE QUALIFIED TALENT POOL

• Looking for talent? The smartest employers, who hire the best people, recruit a pre-qualified candidate pool of potential employees before they need to fill a job. Or, as Harvey Mackay, well-known, irreverent, author and speaker, says about networking, Dig Your Well, Before You're Thirsty.

• You can develop relationships with potential candidates long before you need them. The HRIS Recruitment Module will help track such Talent.

• Aventis Pharma uses PeopleSoft to have a database of such Talent

JOB DESCRIPTION & ROLE CLARITY

• A Job Description that tells potential employees the exact requirements of the position is useful. Siemens have created a group management trainee GMT scheme at an entry level for attracting the best talent

• Develop a job description that delineates the key responsibilities and outputs of the position. Then, define the behavioral characteristics of the person you feel is your ideal candidate. Finally, list your five - ten key responsibilities and characteristics you will use to screen resumes, perform phone screens and eventually, establish the questions for the candidates you interview.

JOB DESCRIPTION & ROLE CLARITY

• Larsen & Toubro - Engineering major Larsen & Toubro has developed a competency matrix which lists 73 competencies-that vary across managerial levels-which are required for an Employee to succedd in his role

• As matrix is linked to business strategy on the one hand and Recruitment requirements on the other, strategic needs drive the company's Recruitment policies, making the process of Selection easier, and more focused.

Tap Your Employee Networks in Recruiting Candidates

• Spread word-of-mouth information about the position availability, or eventual availability, to each employee so they can constantly look for superior candidates in their networks of friends and associates.

• Encourage employees to gather business cards from and develop relationships with high potential possible employees

• National Panasonic - The Japanese white-goods major has developed an Employee Network for Recruiting Talent

RECRUIT HIGH POTENTIAL EMPLOYABLE CANDIDATES

• Recruit high potential candidates who can increase their employability after their stint with you.

• When someone leaves Radio Mirchi, the Company believes that their resumes should be worth three times what it was when they joined.

USE OF TECHNOLOGY FOR RECRUITMENT

• Texas Instruments uses a PC–based program developed to recruit college students. The interactive disk program helps match an applicant’s skills with positions available at the company and provides feedback on individual job-searching techniques.  

• “We’re also planning to replace our 50 HR legacy systems with one integrated system from PeopleSoft,” says Doug Heard, manager of human resources reengineering at TI. “Employee status and recruitment information is a good hook into training, and we’d like to have that data available in a client/server-based architecture because it will support our overall strategies.”

USE OF TECHNOLOGY FOR RECRUITMENT

• Employees at Federal Express can apply for jobs online through the company’s Human Resources Information System (HRIS), called PRISM. If for example,

• A courier from Miami wants to move to California, she can access PRISM from a desktop computer and look at all the job postings based in the Golden state.

• She can then apply for one of the jobs and will be ranked according to her qualifications and tenure at the company. If the candidate is not hired, PRISM informs her who landed the job and why she was passed over.

• The system also informs the candidate of what additional training is necessary in order to get the job, says Jim Candler, FedEX’s managing director of personnel information systems,

Use A Point Person For Salary Negotiation

• A salary negotiation window exists from the time you offer a job to a candidate until your candidate accepts the job. The results of this negotiation leave a candidate feeling wanted or devalued. The results of this negotiation leave the employer excited to welcome the candidate or feeling as if he lost. A positive employer and a positive employee are the result of a successful salary negotiation.

• A well trained single designated individual should negotiate salaries with the candidate on behalf of the employee.

REFERENCE CHECKS

• Checking the background of the candidate is very important. Reference checks with previous employers as well as Community representatives are crucial.

• A MNC when recruiting in Goa even checked the character of the employees with the local Parish Priest.

BENCHMARKING WITH THE BEST RECRUITMENT PRACTICES

• Implementing “Smart Recruitment” practices will create an energized, enthusiastic, educated workforce

• These Practices provide difference between retraining a highly qualified workforce and searching needlessly and expensive for new talent

• The cost of retaining an employee is far lesser than recruiting a new one

TO BE THE BEST,

DO WHAT THE BEST DO