Latest Trends in Recruitment   and Selection
This presentation is the property of its rightful owner.
Sponsored Links
1 / 52

Latest Trends in Recruitment and Selection Andre O’Callaghan July 2011 PowerPoint PPT Presentation


  • 88 Views
  • Uploaded on
  • Presentation posted in: General

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

Download Presentation

Latest Trends in Recruitment and Selection Andre O’Callaghan July 2011

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Latest trends in recruitment and selection andre o callaghan july 2011

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?


Introduction1

Introduction


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

Career Junction – 27 Feb 2011


E recruitment drivers

E-recruitment drivers

  • 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

Streamline administration

Speaks to younger generations

Better co-ordination

E-recruitment drivers


E recruitment advantages

E-recruitment advantages

  • 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

  • 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


Recruitment for the different generations1

Recruitment for the different generations


Social networking x y generation

Social networking – X & Y generation

  • 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

  • LinkedIn

  • 102 million registered members

  • 68% are over 35

  • Over 150 industries represented


Resource process outsourcing

Resource process outsourcing

  • RPO – or Recruitment Process Outsourcing:

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


Resource process outsourcing1

Benefits

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

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

  • Other tools

    • Financial background checks

    • ID verification

    • Driver's licence verification


Factors impacting recruitment

Factors impacting recruitment

  • External

  • Labour market conditions

  • Government policy and legislation

  • Trade unions

  • Scarcity of skills and the brain drain


Factors impacting recruitment1

Factors impacting recruitment

  • Internal

  • Business/Corporate Strategy

  • Organisational recruitment policy

  • Recruitment criteria

  • Costs

  • Sources


3 possible scenarios

3 possible scenarios

Labour demand exceeds supply

Labour supply exceeds demand

Labour demand equals supply


Sa supply demand cji 2011

SA supply & demand (CJI) 2011


Recruitment versus selection

Recruitment versus selection

  • 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

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

Job analysis and role profiling determine the following:

  • Job content

  • Standards/outputs

  • Minimum requirements

  • Competencies required


Latest trends in recruitment and selection andre o callaghan july 2011

Changes

Internal and external

Job Analysis

Job Profiling

Job Description

Job

Job Grading

Initiate

Recruitment


Job analysis process example

Job analysis process example

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

  • A= Attention

  • I = Interest

  • D= Desire

  • A= Action


The recruitment process

The recruitment process

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

  • 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

  • Telephone screening

  • Paper screening

  • Short listing


Questioning technique

Questioning technique

KPA

Outputs/Objectives Standards/Measures Activities

Behaviour-based interviewing

Behaviour-based questions

Competencies


Behaviour based questions

Behaviour-based questions

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

  • Rapport-building questions

  • Open-ended questions

  • Non-Question questions

  • Use ‘soft’ words


Smme recruitment challenges

SMME Recruitment challenges

  • 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


Assessments in recruitment

Assessments in recruitment

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

Typical assessment tools:

  • Cognitive Assessments

  • Aptitude Assessments

  • Personality Tests

  • Interest Questionnaires


Questions and answers

Questions and Answers


Latest trends in recruitment and selection andre o callaghan july 2011

Fasset

www.fasset.org.za

Call Centre - 086 101 001


  • Login