group1 recruiting roleplay

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  1. 1. Prepared by, Group 1 MANAGING HUMAN CAPITAL SUPPLY IN INTERNET ERA
  2. 2. Recruitment is where marketing of the organization and employee selection merge. It is ideally a marriage of the two processes
  3. 3. 6 MONTHS LATER!
  4. 4. 1 YEAR LATER!!
  5. 5. TRADITIONAL RECRUITING- DRAWBACKS Time lag between request for job and response is high Restricted talent pool for recruiting the candidates Identifying the right PO fit may not happen within the budget The relationship between recruiter and company may not be close Delays and miscommunication leads to high cost of hiring A Headhunter gets 8% of the annual pay of the employee he helps the organization recruit Ex: peoplekonnect.com
  6. 6. simplymarry.com
  7. 7. ADVANTAGES OF E- RECRUITING Job information identified easily and quickly Response time from candidates greatly reduced Quality of candidates is better as they are more tech savvy Intelligent agents helps employers find resumes that match their JDs(www.resumix.com) Increased visibility of the international candidates Average recruitment cost decreased by more than 90% Passive job seekers are reached out by their potential employers Jeff Taylor, CEO of monstor.com The Internet has brought consumer control to the
  8. 8. Success rate is less than 3% E recruitment is implemented through keyword search which may result in a potential candidate for a job opening missing out because he/she hasnt mentioned the particular keyword being searched Employees testing waters to see what is the market scenario Background check need to be done as there are more and more fake ids created regularly Employees use e-recruitment to get an offer and negotiate their salary with the current employers DISADVANTAGES OF E- RECRUITING
  9. 9. VIDEO
  10. 10. JOB TRENDS Work from home on the rise Self employment Decreased Job Tenure Employer controlled economy to skills based economy Only a few organizations grow their talent from within Ex: Procter & Gamble High premium on passive job seekers
  11. 11. WORKFORCE ANALYTICS Managing current and future requirements by focusing on Hiring, Attrition and retention trends Training and Job rotation to maximize output Streamlining capital structures and making firms more productive by building extended enterprise systems Attaining Competitive Advantage High Low Relative Delivered Cost High Low Relative Differentiatio n
  12. 12. TWO-STAGE HUMAN CAPITAL ACQUISITION AND MANAGEMENT MODEL Pre-Employment Stage Candidates bid for their services and employers recruit candidates based on their service potential Recruiters identify suitable candidates and employers recruit candidates based on their service potential Post-Employment Stage Roles reverse. Employers are suppliers. Employees are customers. Develop effective employee development program to enhance enterprise productivity
  13. 13. PRIMARY RESEARCH Pepsi Saumya Mittal - General Manager, Talent Acquisition Pep Net an internal community of PepsiCo, where in all the recruiters across the globe such as Russia, China etc. post the information about the latest trends of hiring strategies. It would be mandatory for the person to login to the Pep Net community at least once in a day The journals of Corporate Executive Board (CEB), Journals of Organizational Behaviour, psychology, EBSCO etc. would be referred to obtain the latest trends on Talent Acquisition
  14. 14. LATEST TRENDS Microsoft(Twitter Handle: @MicrosoftJobs) Microsofts old online recruiting presence had become outdated, and was a navigational nightmare for jobseekers, who suffered from content overload and lack of an organized, central careers hub. Microsoft now takes a global approach to recruitment, rather than having different careers sites for different countries and even different business units within the same country.
  15. 15. LATEST TRENDS
  16. 16. LATEST TRENDS The LinkedIn survey covered over 4125 talent acquisition leaders globally including 300 in India across 14 industries
  17. 17. KEY LEARNINGS Traditional Methods lack cost effectiveness and do not cover a diverse talent pool Online recruitment has enhanced communication and response time, decreased cost The job tenure of employees across various age groups have started reducing significantly Free lancers and self employed have become a significant part of the workforce
  18. 18. REFERENCES http://articles.economictimes.indiatimes.com/2014 -10-18/news/55172873_1_social-media-ankita- gaba-hcl-technologies http://linkhumans.com/blog/online-recruitment- employer-branding-microsoft-case-study
  19. 19. THANK YOU