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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
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
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

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
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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
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
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