RECRUITMENT STRATEGIES FOR KNOWLEDGE INTENSIVE

ORGANISATIONS

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ORGANISATIONS

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Kgaugelo Masekela

HR Manager

Overview

• What is a Knowledge Intensive Organisation? • Challenges for organisations• Recruitment Methods:

Traditional recruitment methods versus structuredprogrammes used to recruit suitable skills for a

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programmes used to recruit suitable skills for aKnowledge Intensive Organisation

• The selection process: is the candidate suitable ?• Conclusion

What is a Knowledge Intensive Organisation?

Refers to those organisations that employ knowledgeworkers who are engaged in work that applies expertiseto novel problems. Knowledge of those workers isinextricably linked with the product or service they offer -which is, for example, software design, consultancy orcreative solutions.

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creative solutions.

From the explanation above, NMISA is no exception.

Organisations require highly qualified and skilledworkforce in order to provide those intelligent solutionsand how these individuals are selected remain theorganisation is most important function.

Challenges for organisations

• Shortage of skills • Highly experienced professionals are taking

early retirement or emigrating• Ageing workforce

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• Young professionals tend to change jobs too quickly

• Less intake of Science and Technology students at universities

Recruitment Methods

Traditional recruitment methods

Traditional methods some challenges and benefits

Amongst others:

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• Job Advertisements-Newspapers,websites

• Staffing Services/Recruitment

Agencies

Often not cost effective with high volume ofCVs and only a handful of potentialcandidates- a lot of admin & time consuming.

Non technical agents trying to match thecandidates to the job specification-lengthyprocess but can give good results with somepositions.

Recruitment Methods continue….

Traditional recruitment methods

Traditional methods Some challenges and benefits

•Head Hunting The recruiter only focuses on the person theyreally want based on their skills andcompetencies. It is done according to

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•Personal Recommendations /Referrals

competencies. It is done according toorganisation policy and within legislation. Costeffective.

Employees are the organisation’sambassadors, they can assist in marketing theorganisation and attract potential candidates.This method might sometimes not help theorganisation with balancing its demographics.They might recommend/attract people from thesame group/s the organisation already have.

Recruitment Methods continue….

Structured programmes used to recruit suitable skills for a Knowledge Intensive Organisation

Programmes Description and benefits

Human Capital Development

Aimed at building a pool of highly skilled candidatesto recruit for future vacancies. The organisationcarefully select students/graduates who portrayqualities, potential and the right attitude to be trained

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• Bursaries

qualities, potential and the right attitude to be trainedfor future appointments based on the organisation ‘sskills needs.

Offering bursaries at different study levels-stringentassessment process to select students with potentialand the right attitude. The students are offeredvacation work which exposes them to real workenvironment and help with integrating them into theorganisation over a period of time.

Recruitment Methods continue….

Structured programmes used to recruit suitable skills for a Knowledge Intensive Organisation

Programmes Description and benefits

•Internships/In-service Training

Graduates are offered an opportunity to betrained and work closely with highlyexperienced professionals.

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•Studentships Students study while working at theorganisation on projects that will mutuallybenefit the students’ studies, the organisationand fit in the university curriculum. Theorganisation works very closely with theuniversities in mentoring the students andpreparing them for work after studies.

The selection process: is the candidate suitable?

Mistakes in the recruitment process could be a result these factors:

• Lack of planning resulting in ‘emergency’ recruitment fulfillment -lack of clear recruitment plans results in poor recruitment results. The recruiting manager must always know what the

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results. The recruiting manager must always know what the needs are and the future plans. Proper plans contribute to a proper selection process.

• Poorly articulated job specificationsThe recruiter must ensure that the specifications sent out will attract high quality people to go through the selection process.

The selection process: is the candidate suitable? continue…

• Job profilingTo enhance the selection process vacant positions must be properly profiled. The recruiter must know the traits required for the job which include abilities and behavioral skills .

Different tools are used to asses potential candidates for the right

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Different tools are used to asses potential candidates for the right attitude and attributes required to be able to fulfill the role as specifiedin the job specification. Tools like personality tests (Predictive Index, Thomas International etc.)are used to asses potential candidates and the results are used as part of the selection process.

The selection process: is the candidate suitable? continue…

• Job profilingTo enhance the selection process vacant positions must be properly profiled. The recruiter must know the traits required for the job which include abilities and behavioral skills .

Different tools are used to asses potential candidates for the right

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Different tools are used to asses potential candidates for the right attitude and attributes required to be able to fulfill the role as specifiedin the job specification. Tools like personality tests (Predictive Index, Thomas International etc.)are used to asses potential candidates and the results are used as part of the selection process.

The selection process: is the candidate suitable? continue…

For a metrologist appointment for example, the candidate ‘s personality test results should display the following traits:

-attention to detail-ability to work accurately-patience to handle routine

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-patience to handle routine -methodical approach

Practical tests are also done in the laboratory to asses the candidate ‘s competence.

ConclusionThe chronic shortage of skills makes it difficult for organisations tobalance the demographics and deliver on their employment equitytargets.With so few potential candidates to select from it is imperative fororganisations to invest more in building their pool of skilled candidatesIn order to deliver on their goals.

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In order to deliver on their goals.The skills development programmes are not meant to replace thetraditional recruitment methods but to help the organisation to build itsown resources and contribute to the bigger skills developmentprogrammes in the country ( Asgisa,JIPSA )Good selection process coupled with strong retention strategies andgood succession plan will help the organisation to cope in today ‘sincreasingly competitive environment.

Thank you

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