erecruitment - paulina wojciak - randstad wojciak
TRANSCRIPT
Paulina Wojciak Recruitment Market Intelligence Analyst
Market Intelligence in
Recruitment Strategy
Who am I?
7+ years of experience in HR 2 years experience in recruitment market intelligence UX background (mainly research projects) [email protected] @PaulinaWojciak linkedin.com/in/paulinawojciak
Strategy?
Recruitment strategy how to tackle issues that are directly and indirectly related to recruitment!
The recruitment strategy is a document describing the target position on the job market and the main recruitment sources to be used. HRM Guide
Candidate engagement?
Elements of recruitment
strategy?
Company It all starts with business need…
Market External factors…
Process How we will be
doing this?
Resources What do we have to accomplish the
goal?
What comes first?
Company It all starts with business need…
Market External factors…
Process How we will be doing
this?
Resources What do we have to accomplish the goal?
1? 2?
3? 4?
When is the job
description
developed?
We want to open IT support call centre in Germany and hire
200 call centre agents. We may consider other locations. Call
centre will support customers from 14 countries.
Requirements for the Call Centre Agent:
University degree in Computer Science, Engineering,
Telecommunications, Network Administration or similar
Experience in technical customer support (preferably B2B
and B2C)
Native language skills
Full proficiency in English
Company It all starts with business need…
Market External factors…
Process How we will be doing
this?
Resources What do we have to accomplish the goal?
1? 2?
3? 4? When do you
decide about the
location?
Example A
We are planning to
open an IT Call Centre
in Amsterdam to
support our customers
in CEE.
What should the
recruitment strategy
look like?
Example B
We are launching
potash mine in Ethiopia.
What should the
recruitment strategy
look like?
So what can be a recruitment MI ?
Competitive
Intelligence
Country
Specific
Intelligence
Role Specific
Intelligence
Cultural
Differences
Talent
Landscape
Intelligence
Branding
Aspects
How does it work then?
Recruiting 5,000 automotive engineers in the UK.
Challenge: volume.
Step 1:
Talent availability.
Step 2:
Talent demand.
Question: shall we start with checking how big is the automotive sector in all
European countries or shall we first determine from which countries people
would move to the UK?
Learning: There is not enough people with required skillset to meet
recruitment targets in given time.
Decision: We may need to relocate people from abroad.
Recruiting 5,000 automotive engineers in the UK.
Step 4:
Political and economical stability, and unemployment rate in the European
countries.
Assumption: people from countries that are politically and economically
unstable and have high unemployment rate would move more eagerly to
another country.
Step 3:
Migration data.
But wait! Were/Are people from all the European countries able to freely
move to the UK and work legally?
Recruiting 5,000 automotive engineers in the UK.
Step 6:
Education.
Step 7:
English language skills.
Step 5:
Size of automotive sector in the selected countries.
Step 8:
Select the countries.
Recruiting 5,000 automotive engineers in the UK.
Step 11:
Sourcing channels.
Step 12:
Candidate engagement.
Step 10:
Local target companies.
Step 13:
Put the strategy together.
Recruiting 200 software developers in Russia.
Challenge: project was started 6 months earlier but
results are not satisfying.
Step 1:
Talent availability.
Step 2:
Talent demand.
Question: what is the problem then?
Learning: There is enough talent with required skillset to fulfill our
demand.
Recruiting 200 software developers in Russia – ongoing project.
Step 4:
Response to brand.
Step 3:
Best local sources for ICT candidates vs. sources used so far.
Learning: We were not using the most effective sources. LinkedIn instead
of HH.ru?
What now? Do we have our answer?
Learning: Our brand is strong and candidates are interested in working at
our company.
Recruiting 200 software developers in Russia – ongoing project.
Step 6:
Reasons for rejection.
Step 5:
Number of candidates in the process so far, number of withdrawals, number
of rejections.
Learning 1: We had a lot of candidates in the process so far.
Learning 2: Most of the candidates were rejected by the Hiring Manager
after the interview.
Learning: Main reason for rejection was candidates personality.
Recruiting 200 software developers in Russia – ongoing project.
Step 7:
Detailed feedbacks from the interviews.
Russian mentality and candidate behaviours.
Learning: Russian’s don’t necessarily know how to sell themselves during
the interview, the don’t have bubbling personality expected by the Hiring
Manager.
Step 9:
Put together the strategy and recommendations.
How can this be beneficial?
Have you been there?
There is no solution without context.
There is no “one size fits all”.
To plan ahead
To speed up the process
To reduce the costs
To manage expectations
To simply achieve the goal
Recipe?
There is no recipe : )
What would I want to know before I start
recruiting?
What information would help me in my project?
Talent availability and demand?
What are the competitors offering?
How is the market changing?
What challenges can I come across?
…?
Lessons learned?
#1: There is no clear border
between search and analysis.
#2: Know your data.
#3: Be critical.
#4: Assume nothing.
#5: Follow the news.
#6: Record data.
Questions?
Thank You
Happy to discuss your experiences over
a beer :)
[email protected] @PaulinaWojciak linkedin.com/in/paulinawojciak