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Latest Trends in Recruitment and Selection Andre O’Callaghan July 2011. Trends in SA. Between 2004-2009: Less than 10% of school leavers wrote HG maths - of these only 50-60% passed 7% of all schools provide 90% of all engineering graduates

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Latest Trends in Recruitment and Selection

Andre O’Callaghan

July 2011


Trends in sa
Trends in SA

Between 2004-2009:

  • Less than 10% of school leavers wrote HG maths - of these only 50-60% passed

  • 7% of all schools provide 90% of all engineering graduates

  • 1/3 of all school leavers pursuing technical / natural sciences are PDI’s (well into 21st century majority of accountants, engineers and scientists will not be African)


Trends in sa1
Trends in SA

Unemployment – 1997 to 2009


Trends in sa2
Trends in SA

Employment by sector – 1998 & 2008


Introduction
Introduction

Recruiting gets a whole lot easier when you have a reputation for being a great place to work.

Joanna Meiseles

  • Recruitment – the elusive art of securing the perfect ‘fit’ between company and individuals. Is it possible?



Does this sound familiar
Does this sound familiar?

  • Why should we appoint you?

  • What are your key strengths and weaknesses?

  • What do you have what we need?


Inherent factors to recruitment
Inherent factors to recruitment

  • Attraction Ability

  • Brand and image management

  • Talent retention

  • Value-add

  • Cost


Trends to watch in 2011
Trends to watch in 2011

  • Older workforce

  • Alternatives to Facebook


Trends in recruitment
Trends in recruitment

  • E-recruitment

  • Social Networking

  • Temporary staff

  • Recruitment Outsourcing (RPO)

  • SA Labour Market

  • Risk Management


Trends in e recruitment
Trends in E-recruitment

  • Findings of a SA survey with 144 students (average age of 18 years), and 60% female and 40% male:

  • Digital platforms are the choice for communication (Facebook and BBM)

  • Email continues to lose its effectiveness as a communication vehicle with this generation.

  • Google is losing search market share to Facebook (50% of Gen Y chooses to use Facebook as a search engine over Google)


Trends in e recruitment1
Trends in E-recruitment

  • MXit is used less than one hour a day

  • Facebook gets used up to five hours per day

  • The Gen Y prefer

    • The internet over magazines

    • Their cell phone over the internet and

    • Tertiary education over their cell phone.


Trends in e recruitment2
Trends in E-recruitment

  • 87% uses a HRIS

  • 51% use technology in recruitment

  • 75% use e-recruitment

  • 94% of the global 500 use corporate websites and online applications


E recruitment in sa
E-recruitment in SA

  • Social Networks – Urban African Youth (1992 & 2000)


E recruitment in sa1
E-recruitment in SA

  • Social Networks – Urban African Youth (1992 & 2000)

  • Implications

    • SA African Youth – increasingly disassociated from social organisations

    • According to Stats SA (2005) only 10% of the age group 15-30 use networks to find a job


E recruitment in sa2
E-recruitment in SA

  • The Internet is growing - 7 in 10 job seekers use it to search for jobs (Career Junction leads this space, followed by Careers24)

  • Social media platforms were measured for the first time this year and results indicated that 17% of respondents have used it to look for a job

  • 80% of job applicants say they don’t mind applying for jobs online, while two thirds prefer responding to job ads by means of email – a significant increase from 50% in 2009


E recruitment in sa3

Nearly three quarters of respondents (3100) have loaded their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

1.6 million job seekers on Career Junction (Feb 2011)

Recruitment pages in newspapers are still the most popular resource (82%) - The Sunday Times Careers supplement continuing to dominate (The Skills Portal, June 2011)

E-recruitment in SA


Online job seekers and on line advertisers sa
Online job seekers and on-line advertisers - SA their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Career Junction – 27 Feb 2011


E recruitment drivers
E-recruitment drivers their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Reducing costs

  • Automated processes – thus increase hiring speed (turnaround time)

  • Widen the selection pool – Greater geographical reach

  • Brand-building (enhanced corporate image)


E recruitment drivers1

Standardisation – comparison of CV’s their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Streamline administration

Speaks to younger generations

Better co-ordination

E-recruitment drivers


E recruitment advantages
E-recruitment advantages their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Access to vacancies 24/7

  • Reaches a global audience

  • Cost effective way to build a talent bank

  • Can handle high volumes

  • Provide more tailored information to the post and organisation

  • Ease of use for candidates

  • Applications are instantaneous. 


E recruitment disadvantages
E-recruitment disadvantages their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Limit the applicant audience

  • Cause applications overload or inappropriate applications

  • Limit the attraction of certain groups

  • Can be seen as discriminatory

  • Is impersonal

  • Can ‘Turn-off’ candidates

  • Limited information and not user-friendly


Recruitment for the different generations
Recruitment for the different generations their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.


Recruitment for the different generations1
Recruitment for the different generations their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.


Social networking x y generation
Social networking – X & Y generation their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Facebook

  • 500 million users (1 in every 13 people on the planet)

  • 250 million people interact with Facebook from outside the official website on a monthly basis, across 2 million websites

  • 200 million users connect via their cell phones to Facebook

  • The 35+ demographic is growing rapidly, now with over 30% of the entire Facebook user base.

  • The core 18-24 year old segment is now growing the fastest at 74% year on year


Social networking x y generation1
Social networking – X & Y generation their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • LinkedIn

  • 102 million registered members

  • 68% are over 35

  • Over 150 industries represented


Resource process outsourcing
Resource process outsourcing their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • RPO – or Recruitment Process Outsourcing:

  • The outsourcing of part, or all of its recruitment activities to a service provider


Resource process outsourcing1

Benefits their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

RPO reduces recruitment costs - companies can save on agency fees, advertising fees, employee referral fees, travel expenses, etc.

RPO can help the HR team to focus on their core activities.

RPO is both time-saving and effective because the full scope of recruiting tasks is taken care of by an external dedicated agency

Resource process outsourcing


South african labour market
South African labour market their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Risk Management (facts – Feb 2011)

  • 6-20% = criminal records

  • 18% = some financial record

  • 18% = False Grade 12 qualifications

  • 26% = False academic qualifications

  • 16% = unverified driver's licences


Pre employment screening
Pre-employment screening their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Other tools

    • Financial background checks

    • ID verification

    • Driver's licence verification


Factors impacting recruitment
Factors impacting recruitment their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • External

  • Labour market conditions

  • Government policy and legislation

  • Trade unions

  • Scarcity of skills and the brain drain


Factors impacting recruitment1
Factors impacting recruitment their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Internal

  • Business/Corporate Strategy

  • Organisational recruitment policy

  • Recruitment criteria

  • Costs

  • Sources


3 possible scenarios
3 possible scenarios their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Labour demand exceeds supply

Labour supply exceeds demand

Labour demand equals supply


Sa supply demand cji 2011
SA supply & demand (CJI) 2011 their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.


Recruitment versus selection
Recruitment versus selection their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Recruitment

  • The process of searching for the candidates and stimulate them to apply

  • The purpose is to create a talent pool of candidates

  • Recruitment is a positive process


Recruitment versus selection1
Recruitment versus selection their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Selection

  • This is about screening and to find the most suitable persons for vacant posts

  • The purpose is to choose the right candidate

  • Selection is a negative process


Process to identify job scope and competencies
Process to identify job scope and competencies their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Job analysis and role profiling determine the following:

  • Job content

  • Standards/outputs

  • Minimum requirements

  • Competencies required


Changes their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Internal and external

Job Analysis

Job Profiling

Job Description

Job

Job Grading

Initiate

Recruitment


Job analysis process example
Job analysis process example their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Skills

Analytical

English verbal and written communication

Problem-solving

Negotiation

Behaviours / Attributes

Decisiveness

Handling stress

Persistence

Flexibility

Knowledge

GAAP

Labour Law

Budgeting process

Accounting principles and tax regime


Advertising the job aida principle
Advertising the job – AIDA principle their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • A= Attention

  • I = Interest

  • D= Desire

  • A= Action


The recruitment process
The recruitment process their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

MANPOWER PROVISIONING

- A “Good Practice” Model

Manpower Provisioning

Needs

Job

Approvals

RECRUITMENT

Retention

Identification

Analysis

& Budgeting

Annually

Job Analysis

Requisition

Per position

Reviewed Monthly

Job Spec

Source of supply

(Internal/External)

Approval

Advertise

Man

Specifications

Job Grading

Pre-Selection and Shortlisting

Selection and Decision

Job Offer

Appointment


The recruitment process1
The recruitment process their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Identify vacancy

  • Prepare job description and person specification

  • Advertising the vacancy

  • Managing the response

  • Short-listing

  • Arrange interviews

  • Conducting interview and decision-making


Pre selection
Pre-selection their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Telephone screening

  • Paper screening

  • Short listing


Questioning technique
Questioning technique their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

KPA

Outputs/Objectives Standards/Measures Activities

Behaviour-based interviewing

Behaviour-based questions

Competencies


Behaviour based questions
Behaviour-based questions their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Use the following approach:

  • Position your question in a specific situation or task

  • Ask the applicant what actions he or she took (what was done and how?)

  • What results were achieved (effect of action)

S

R

T

A


Useful questions
Useful questions their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Rapport-building questions

  • Open-ended questions

  • Non-Question questions

  • Use ‘soft’ words


Smme recruitment challenges
SMME Recruitment challenges their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

  • Absence of a professional HR resource

  • SMME’s are used as a stepping stone

  • The manager/owner fulfils a more diverse role that their corporate counterparts

  • Recruitment is often informal, unstructured and reactive

  • SMME’s need to compete for skills in a competitive environment


Internal vs external recruitment
Internal vs. external recruitment their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.


Assessments in recruitment
Assessments in recruitment their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

SA Legislation (Section 8 of the EE Act)

  • Any psychometric assessments must be valid, reliable and fair towards all employees and people

  • Assessments must be validated for all cultures, situations and groups in SA

  • Most tests are controlled by the Health Professions Council of SA (HPCSA)

  • All test administrators must be registered as a psycho-technician, psychometrist or psychologist.


Assessments in recruitment1
Assessments in recruitment their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

Typical assessment tools:

  • Cognitive Assessments

  • Aptitude Assessments

  • Personality Tests

  • Interest Questionnaires


Questions and answers

Questions and Answers their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.


Fasset their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

www.fasset.org.za

Call Centre - 086 101 001


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