the quest for the right talents march 2015
TRANSCRIPT
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THE QUEST FOR THE RIGHT TALENTS
Aprilia Patriani I www.peoplesearchindonesia.com
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HR VS BUSINESS
HR Business
NO planning ahead >> BAD hiring decision
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THE COST OF BAD HIRING DECISION
80 % of employee turnover is due to bad hiring decision >> employee morale
Cost : average 1/3 of annual salary of the person hired to find him/her replacement
Cost of recruitment includes: Headline cost : using agency ? Using job post portal ? Using social media ?
Time to hire
Management time
Training and inducting new employees
Work logistic
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PLANNING, PLANNING, PLANNING
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ATTRACTING TOP PERFORMERS
Positive reputation
Development Opportunities
Compelling Employee Value Proposition (EVP)
• Why are potential employees attracted to the company?
• Why do existing employees think the company is unique?
• What do they value most about working there?
• Why do they stay?• Why do they leave?
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RECRUITMENT CYCLE
1. MPP and identifying
vacancy
2. Prepare JD and job
specification
3. Decide sourcing channels
4. Managing the recruitment
process
5. Decision Making/Job
Offer
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FACTORS IMPACTING RECRUITMENT
INTERNAL FACTORS
Business Planning on MPP (proactive or reactive approach towards recruitment)
Growth or expansion
Budget for recruitment
EXTERNAL FACTORS
Supply & Demand (external vs internal sourcing)
Image of the company in the market/market perception
Competitors
Labour market
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PREPARING JD AND JOB SPECIFICATION
Attract candidates
Role definition
Management reference
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YOUR JD SHOULD COMPRISE OF…
Title of the job
Where the role sits within the team, department and wider business
Who the role reports to, and other key interactions
Key areas of responsibility and the deliverables expected
Required education and training
Soft skills and personality traits necessary to excel
Location and travel requirements
Convey the organisation’s culture and identity
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4 MISTAKES TO AVOID WHEN CREATING JD
Using internal terminology
Not involving all stakeholders
Being unrealistic
No Regularly reviewing
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SOURCING CHANNELS
INTERNAL SOURCING
Transfer
Promotion
Alumni – retired / retrenched employees
EXTERNAL SOURCING
Job post advertisement
Employee Referral
Outsourcing agency
University relations
Executive Search Consultant (head hunter)
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RECRUITMENT PROCESS
1. Sourcing
2. Selection Tests
3. Interviews
4. Reference Check Background
5. Medical Check Up
6. Job Offer
- Who needs to go to interview?- Trained interviewers?- Method of interview?
- Psychometric test? - Verbal and numerical tests?
- Role play?- Presentation?
- Case study?
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THE BENEFITS OF LEAVING GOOD IMPRESSIONS TO ALL CANDIDATES DURING INTERVIEW
…Words spreads fast…
TIPS
Contact them and let them know they’re still in the running if they’re good candidates. If they haven’t heard from you they might accept an offer elsewhere.
Keep all candidates updated on the interview process - when each round will take place/how many rounds there will be.
Don’t keep them hanging on because you dread making the rejection phone call/email
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DECISION MAKING & JOB OFFER PROCESS
Gather the right information
Know what and how to sell to your candidate during job offer
Job offer by verbal follow by a formal letter
Always prepare for contingency plans
Follow up action after job offer
Maintain excitement and personal connectedness
On-boarding program
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ON-BOARDING
Engage new employee >> lower turnover, higher retention
Jump-starts employee loyalty and satisfaction
Integrates faster >> reduces time to productivity
Feel valued
Adds value to your brand
Improves the customer experience because employees are more effective.
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THANK YOU