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Latest Trends in Recruitment & Selection Andre O’Callaghan July 2008 PowerPoint Presentation
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Latest Trends in Recruitment & Selection Andre O’Callaghan July 2008

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  1. Latest Trends in Recruitment & Selection Andre O’Callaghan July 2008

  2. Recruitment • Don’t just pay lip-service to ‘people-power’ – make your organization truly talent attractive. Tom Peters • Recruitment – the elusive art of securing the perfect ‘fit’ between company and individuals. Is it possible?

  3. Does this sound familiar? • Why should we appoint you? • What are your key strengths & weaknesses? • What do you have what we need?

  4. Inherent Factors to Recruitment • Attraction • Brand and image management • Talent retention • Value-add • Cost

  5. Latest Trends in Recruitment • E-recruitment • Social Networking • Temporary staff • Recruitment Process Outsourcing (RPO) • SA Labour Market • Risk Management

  6. Trends in E-recruitment • 77% (internationally) uses a HRIS • 51% use technology in recruitment • 75% use e-recruitment • 84% use more emails than 3 years ago • 70% use corporate websites and online applications

  7. E-recruitment in SA • 68% see the internet as an effective recruitment tool • 46% use E-recruitment • 22% increase in E-recruitment since 2003

  8. E-recruitment in SA • 25% printed media • 37% agencies • 18% word-of-mouth • 19% other means

  9. E-recruitment Drivers • Reducing costs • Widen the selection pool • Increase hiring speed (turnaround time) • Greater flexibility and ease for applicants • Brand-building

  10. E-recruitment Advantages • Speed up the recruitment cycle • Streamline administration • Enables IT to manage vacancies more effectively • Better co-ordination • Reduce recruitment costs

  11. E-recruitment Advantages • Wider pool of applicants or a niche pool of applicants • Large internal reach • Enhance organisational image (reinforcing branding and culture

  12. E-recruitment Advantages • Access to vacancies 24/7 • Reaches a global audience • Cost effective way to build a talent bank • Can handle high volumes in a consistent way

  13. E-recruitment Advantages • Provide more tailored information to the post and organisation • Ease of use for candidates • Applications are instataneous 

  14. E-recruitment Disadvantages • Limit the applicant audience • Cause applications overload or inappropriate applications • Limit the attraction of certain groups

  15. E-recruitment Disadvantages • Can be seen as discriminatory • Is impersonal • Can ‘Turn-off’ candidates • Limited information and not user-friendly

  16. Social Networking – The X & Y Generation • Facebook • 66 million users • 55,000 regional, work-related, tertiary and other networks

  17. Social Networking – The X & Y Generation • Linkedln • 19 million professionals • 150 industries

  18. Temporary Staff Benefits • Appeals to X’ers and Y’ers • Diverse skills & exposure • Temporary staff are often adaptable

  19. Temporary Staff Benefits • Allow evaluation of a candidate & role before it is made permanent • Useful where there are seasonal fluctuations & workload changes • Can save on permanent employee costs

  20. Resource Process Outsourcing • RPO – or Recruitment Process Outsourcing: The outsourcing of part, or all of its recruitment activities to a service provider

  21. South African Labour Market Risk Management • 4% = criminal records • 22% = some financial record • 12% = false qualifications • 26% = unverified driver's licences

  22. Pre-employment Screening • 10% of job applicants have criminal conviction records • Up to 30% of CVs contain false information

  23. Pre-employment Screening Other tools: • Financial background checks • ID verification • Driver's licence verification

  24. Factors Impacting Recruitment External • Labour market conditions • Government policy and legislation • Trade unions • Scarcity of skills and the brain drain

  25. Factors Impacting Recruitment Internal • Business/Corporate Strategy • Organisational recruitment policy • Recruitment criteria • Costs • Sources

  26. 3 Possible Scenarios • Labour demand exceeds supply • Labour supply exceeds demand • Labour demand equals supply

  27. 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

  28. 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

  29. Process to Identify Job Scope & Competencies Job analysis and role profiling determine the following: • Job content • Standards/outputs • Minimum requirements • Competencies required

  30. Changes Internal & external) Job Analysis Job Profiling Job Description Job & man Specs Job Grading Initiate Recruitment

  31. Job Analysis Process Example Behaviours / Attributes Decisiveness Handling stress Persistence Flexibility Skills Analytical English verbal and written communication Problem-solving Negotiation Knowledge GAAP Labour Law Budgeting process Accounting principles and tax regime

  32. Advertising the Job – AIDA Principle • A= Attention • I = Interest • D= Desire • A= Action

  33. MANPOWER PROVISIONING – A “ Good Practice ” Model Manpower Provisioning Needs Job Approvals RECRUITMENT Retention Identification Analysis & Budgeting • Annually • Job Analysis • Per position • Requisition • Reviewed Monthly • Job Spec ’ s • Approvals • Source of supply ( Internal renal/External) • Man Specifications • Job Gradings • Advertise • Pre - selection & Short - listing • Selection & Decision • Job Offer • Appointment The Recruitment Process

  34. The Recruitment Process

  35. 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

  36. Pre-selection • Telephone screening • Paper screening • Short listing

  37. Questioning Technique KPA Outputs/ObjectivesStandards/MeasuresActivities Behaviour-based interviewing Behaviour-based questions Competencies

  38. 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)

  39. Useful Questions • Rapport-building questions • Open-ended questions • Non-question questions • Use ‘soft’ words

  40. Recruitment & SMMEs (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

  41. Recruitment & SMMEs (Challenges) • Recruitment is often informal, unstructured and reactive • SMME’s need to compete for skills in a competitive environment

  42. Internal vs External Recruitment

  43. Assessments in Recruitment Typical assessment tools • Cognitive Assessments • Aptitude Assessments • Personality Tests • Interest Questionnaires

  44. Questions & Answers