“Talent Hunt”

Lets gear up to learn - Video

Who is a Recruiter?

a) Talent features on the top items of the CEOs agendaThe war for talent continues

6. Capital Structure

5. Corporate Reputation

4. Organizational Structure

3. Investment Decisions

2. Approach to managing risk

1. Approach to Talent

50

36

25

23

23

20

34

41

47

48

54

22

15

22

27

28

23

58

WHERE DO CEOS EXPECT CHANGES IN RESPONSE TO THE GLOBAL BUSINESS ENVIRONMENT ?

No Change Some Change Major Change

Source: PWC : 14th Annual Global Survey Report

b) Talent Management continues to be a burning challenge in organizationsThe war for talent continues

Competing for t

alent globally

and in emerg

ing marke

ts

Selecti

ng & deve

loping leaders

and succ

ession planning

Selecti

ng retaining employe

es at a

ll leve

ls

Recruiting hard

-to-find sk

ill se

ts

Reducing employe

e headcount/c

osts

41%38% 37%

28%

21%

WHAT ARE YOUR ORGANIZATION’S MOST PRESSING TALENT CONCERNS TODAY?

Source: Deloitte

Module - Recruitment Process

The 4-Meter Model for Recruitment

HR

OPERATIONS

STRATEGIC

ALIGNMENT

PROSPECTSRECRUITS

Hiring rateExecutive satisfactionR.O.I. by employee category

Response rate (attraction power)Query response timeReferral rateAcceptance rate

Internal client satisfactionGap-to-Hire cycle Time% Appropriate closureCost per recruit

On-boarding timeConversion rate on Internal referrals Candidate satisfaction (with

recruitment process)Early days turnover ratioJob progression rate

How to Calculate Common Metrics

Metric DescriptionAccession Rate New Hires + Replacement Hires

Total Headcount

Cost Per Hire __ Hiring Costs__ _ New + Replacement Hires

Cycle Time (time to fill) Days to Fill (from requisition)New + Replacement Hires

Offer Acceptance Rate Offers AcceptedOffers Extended

Module -Profiling

What is Profiling ? Recording a person's behavior and analyzing

psychological characteristics in order to predict or assess their ability in a certain sphere or to identify a particular group of people.

HR profiling

• Recruitment and Selection - To point out the required behavior to accomplish the job and match those with candidate's profile. Example - Psychometric Test.

• Performance Management - To check/control the real performance in accordance with organization's objective.

• Competency Mapping /Skill Gap Analysis - To judge the current level of employee.

• Training and Development - HR profiling provides inputs in designing the T&D.

• Succession Planning - Prepare future leadership.

Profiling Tools

DISC Profiling

Thomas Profiling

MBTI Profiling

Firo B Profiling

Disc Profiling Tool

Thomas Profiling Tool

•Represents Personal Profile Analysis(PFA) & Human Job Analysis(HJA)

•Tests for selection & training (TST/GIA)

•Team Analysis System

•Thomas 360 degrees

•Emotional Intelligence

• FIRO B Profiling Tool

Inclusion

InclusionWanted

InclusionExpresses

Control

Control Wanted

ControlExpresses

Affection

AffectionWanted

Affection Expressed

Wanted

Expressed

• MBTI Profiling Tool

Module - Resourcing

Resourcing/Staffing –US, Sourcing - UK

Resourcing is defined as the process of identifyng, developing, and utilizing the best source of resouces availble regardless of location. A cross-border search is conducted to find the sutiable resource that meet specific quality, time and cost.

Sources Of Recruitment

• Direct Applications (Walk Ins)• Internet(job Portals, Groups)• Consultancies, Staffing Agencies, Third Party• Professional Trade Fairs• Newspapers and Magazines• Campus Recruitment• Employee referrals• Promotions

Tools for Resourcing

Contracts

Job Boards

Social Media

Referrals MIS & Information Gathering

Dice.comMonster.comNetemps.comHotjobs.comCareerbuilder.comClickjobs.com

Commonly Used Job Boards

Boolean Search

• There are boolean operators which can be used while searching for the right resume.

• The boolean operators will narrow down the search and will give the specific resume titles or skills.

• Boolean operators will arrive at a specific skill or qualification we are looking for or anything near to that.

• Boolean operators should be used correctly. Care should be taken while entering the boolean operators as any improper spacing or comma will not give accurate results.

• It is very important to understand the requirement & type of candidate required first before applying the boolean operators.

Boolean Meaning Use

AND Narrow search and retrieve records containing all of the words it separates.

Java AND SAP – In this it will search resumes with java and SAP.

OR Broaden search and retrieve records containing any of the words it separates.

Oracle OR SQL OR Java – In this it will search either oracle or java related resumes

AND NOT Narrow search and retrieve records that do not contain the term following it.

1.Jave AND NOT Coffee - this will result in jave programmer and not java coffee.2. Airline service AND NOT hotel service.

NEARFind words within 10 words of each other.

Java NEAR programmer. This will retrive the words java and programmer in any order.

QUOTES " " Quotes searches for the specific term. Quotes should be given only when there are two words or phrase to be search.

"Customer service", "Administrative assistant", "Application developer"

PARENTHESES ( ) Group words or phrases when combining Boolean phrases and to show the order in which relationships should be considered.

"customer service" AND ( "report" OR "plan" OR "implement" OR "asses")There should always be related keywords in the parentheses. It should not be from unrelated topic.

WILD CARD * This expands a search term to include all forms of a root word.

Custome*, Manag*, implement* this will give results as customer, manager, managing, m,management, implementation, implementing

STEMWORD * * This operator will find words that contain the same base word. It will find words in different tenses.

Fly**, driv** - this type of search will give results as flyin, flew, driving , drive, flown

Boolean Search

Became a fan / follwer of some

company

Said something good about a company

Said something bad about a company

Promoted some other company

brand

Promoted own business

52%46%

23%18%

12%

SOCIAL NETWORKING SITE ACTIVITIES OF US SOCIAL NETWORK USERS

Source: marketer.com

Social Media Stats

Organizations without social media policies

• In India, only 12% companies have social media policies, lowest amongst all nations•Nearly 50% of all American & European companies have social media policies.

IndiaBraz

il UKSp

ain

Poland

Benelux

Australi

aJap

an USA

Singa

pore

Canad

aIta

ly

France UAE

Sweden

German

y0

10

20

30

40

50

60

Use linkedin

Social Media Tools

94%

54%

10%

Use Facebook

Use Twitter

Of hiring managers who recruit through social media…

3% Use Blogs

Why Companies use contractors

Staffing Flexibility Get around budget constraints Need to keep the permanent Headcount

down No hassles at the end of assignment Hire for a specific purpose or project Immediate Availability Try before you buy Lower costs Avoid office politics

Why Candidates work on Contract

More Money- Earns 30% more Receive the same statutory benefits Evaluate the company before accepting

permanent position Enhance resume Opportunity to travel Flexibility in Life Style Variety in work scope and environment.

Low pool of Resources

Brand Awareness

Very High Expectations.

Fake experience & Qualifications

Take offers but don’t join

Dropping without any intimation

Road Blocks in effective Recruitment

10 Creative Recruiting Tips

Use self-selection to find out who's really interested

Arrange for group interaction

Handpick dream candidates and show them you want them

Look for talent in unlikely places

Attend events that are NOT job fairs

10 Creative Recruiting Tips

Make yourself stand out with non-traditional media

Actively search profiles and social networking sites

Advertise in places frequented by your ideal candidate

Consider past candidates

Publicize referral incentives

Module – Contacting, Screening, Closing

Contacting and Screening

Do your homework on candidates before picking up the telephone

Develop a job outline that will help you present a clear vision to potential candidates

Make a good first impression

Be polite courteous & professional with potential candidates

Ask questions that are relevant to the job role

Clarify candidate’s doubts and queries

You could request the candidate for references

3 steps in screening

Reviewing Resumes

1

Telephonic Interview Gather Information

2

Sorting for the top candidates

3

Contacting Problems

A candidate can be rejected if the recruiter is not able to evaluate him/her effectively

Source of candidate data may not be reliable & authentic

In the absence of face to face communication good candidates can be rejected

Barriers and biases during the telephonic discussion

Language & cultural barriers

7 Steps to Better Phone Screening

35

Define Your Goal

Define Your Culture

Know Your Price

Know Your Deadline

Create Your Question List

Conduct the phone Interviews

Follow up

Cold Calling

Calling candidates is one of the most efficient and effective ways to recruit

This is the traditional quick, easy, and logical way that typically produces immediate results

However, the way that you call a candidate from initial contact to the end of the conversation could change immensely depending on how you conduct the conversation

Cold Calling Tips

Determine the Market of Different Segments

Establish Initial Rapport First then Take Back Information

Understand the Value of Their Skills

Know What Makes the Job Exceptional

Stay Connected, Even with Seemingly Unworthy Candidates

Networking

Closing Process

Start out with the good news

Set the agenda of the conversation

Sell the opportunity and alignment with the candidate’s goals, which by now you have already discussed in detail

Discuss the details of the offer

Ask for feedback

Once the candidate has verbally accepted, discuss next steps and timeline

Final steps - Follow up with the candidate to make sure they received the paperwork and everything is in order

Once the offer is in-hand, follow up with the candidate at least once a week until the start date

Check in and follow up to see how things are going. If there is any disconnect between the candidate’s expectations and reality, you want to identify them quickly.

A candidate management system allows the recruiting team to quickly locate, track, and manage the best applicants for each open requisition.

Candidate Management

Q & A Session