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Leveraging on Online Talent Sourcing Technology to Hire the Right Talent

Leveraging on Online Talent Sourcing Technology to Hire the Right Talent

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Leveraging on Online Talent Sourcing Technology to Hire the Right Talent

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  1. Leveraging on Online Talent Sourcing Technology to Hire the Right Talent June 20, 2014

  2. Introduction WHO ARE WE?

  3. No. 1 Job Site in the Philippines

  4. LARGESTNO. OF EMPLOYER ADVERTISERS 22,000+ companies LARGEST NO. OF JOBS NATIONWIDE & OVERSEAS 100,000+ jobs LARGEST NO. OF CANDIDATES 5 million+ Filipinos WHAT MAKES US NO. 1?

  5. JS MINDANAO QUICK STATS 300,000+ Candidates 355+ Companies 2,000 to 2,500 Jobs Daily

  6. Improve lives through better careers… Here and Overseas

  7. Help 1Million Filipinos Find Their Dream Job in 2014

  8. Agenda • Why hire right? • The Challenge in Recruitment • How Do I Tap Them? • What will captivate their attention?

  9. Why hire right?

  10. Drive your company’s growth up to 60% by hiring the right people! High-performance organizations need good people (McKinsey Report, 2012) A study by Watson Wyatt (2009) showed that: Poor Recruitment Results to Losses HR experts estimate that hiring an employee costs a company 1.5 times his or her salary This is a combination of recruiting costs, training time, and lost productivity as co-workers and supervisors pitch in during the time the job is left unfilled

  11. The Challenge: Why is it hard to tap them?

  12. We are challenged by many unfilled “hard-to-fill” positions According to DOLE, many occupations remain unfilled for a long time. “There is a high demand for the position but there are very few applicants, or there are few qualified applicants compared to the number of available jobs.” DOLE report (2013)

  13. May 28, 2014 Snapshot of a mindanao-based candidate

  14. Using a survey in one of Mindanao’s metro cities, JobStreet.com found out that candidates in the region …. • are YOUNG (78% are aged 20 to 35 y/o). • 50:50 Male/Female ratio. • 55:45 employed:unemployed ratio. *Based on a 2013 JobStreet.com Study with the following parameters: TARGET- economically active working age population that satisfies the study requirements on age (18-44YO) AREA: Davao SEC: ABCD, college degree holders

  15. How do they look for a job? Walk In to Companies Online Job Sites (e.g. JobStreet.com) Apply Direct (Fax or Email) to Company

  16. What makes them apply to a job? Good/ High Paying Salary Top/ Big Reputable Companies Job Requirement/ Suitability

  17. According to JobStreet.com’s database, there are a lot of early jobbers who are subscribed with the job site.

  18. How do I tap them?

  19. Some Recruitment Channels Online Job Sites Referrals Recruitment Firms/Head Hunters Social Media

  20. Pros & Cons of Commonly Used Channels

  21. Best Practices for the Channels

  22. And finally, there are candidates who can be captured via JobStreet.com…

  23. What captivates them?

  24. I. What is a WINNING JOB ADVERTISEMENT to a candidate? Answers questions about FIT

  25. II. JobStreet.com’s5 FIT questions Can I do this job well? What’s in it for me? Does it meet my salary expectation? Do I want to work in this location? Can I trust this company?

  26. II. A. Do I want to work in this location? Location is the top parameter that candidates (90%) use to FILTER through job advertisements* • Reflect not just the region but the CITY of the work location. • Candidate should know the estimated distance for commuting/travel purposes. • Show Work Location Map • Candidate to be familiar with the surrounding areas for safety and access to transportation. *In a survey done by JobStreet.com out of 5000 candidates.

  27. II. A. Do I want to work in this location? Set Location Map Instead of Removing it

  28. II. B. Does it meet my salary expectation? Salary is the second parameter used by the candidates (80%) to FILTER through job advertisements* • Check JobStreet.com’s Salary Report • Check the Salary Expectation in resumesof candidates’ who applied to you from relevant competitors • Should not fall below the minimum wage • Should be within your industry’s standards –Check reports similar to MERCER *In a survey done by JobStreet.com out of 5000 candidates,

  29. Salary Similarly in a survey conducted for JobStreet.com in 2013, 67% of respondents said that a good/ high paying salary makes them want to apply.

  30. II. B. Does it meet my salary expectation? Take note of SimilarPosition Average Salary!

  31. II.C. Can I do this job well? Answers the following: Responsibilities KPIs Skills & Behavior Org Structure Resulting to a WINNING job description!

  32. II.C. Can I do this job well? 99% of the candidates said that Detailed Responsibilities is the no. 1 information that a candidate would like to see in a job advertisement* How to write a Clear Job Description? • Talk to the Hiring Manager– • Probing is key • 3+3 Approach (3 Must-Haves, 3 Nice-to-Haves) • Requirements and skills - • Non-negotiables • Short and Concise – • Easier to read • Not intimidating • JobStreet recommends 3 to 5 bullets for Responsibilitiesand Requirements In order to succeed in communication task, you need to keep your audience's attention. Writing clearly and concisely is one way to capture and retain their interest… IEEE Professional Communication Society *In a survey done by JobStreet.com out of 5000

  33. II. D. What’s in it for me? (C.A.R) Candidates are motivated by a Company’s Work Culture, Advancement Opportunities and Rewards * *According to Peter Weddle (HR Consultant and Business CEO turned author)

  34. In random one-on-one interviews , JobStreet.com confirmed with employees from the most preferred PH companies that... • They all strongly agree that their respective companies provide better benefits and are stable, reputable, and prestigious. The companies they belong to are among the Philippines’ best. • Majority said that they agree to the fact that their companies give above-industry salaries.

  35. But aside from these three factors and once they have worked for these companies, what they loved the most and made them stay was... Work Environment and Company Culture

  36. How did employees define this? Employee Empowerment. “It is speed and empowerment, the experience of working with outstanding leaders and the cross-cultural exposure that make me love my work at Company C.” Marketing Manager This philosophy (employee empowerment) is based on the theory that as employees are empowered to take control and make decisions, they feel more confident, capable, and determined to work more effectively and efficiently. As a result of these business practices, employees become more productive. http://www.saylor.org/site/wp-content/uploads/2013/02/BUS208-5.2-The-Benefits-of-Empowering-Employees-FINAL.pdf

  37. How did employees define this? A Happy & Familial Work Environment. “It feels like one big happy family! I love the fact that my peers and bosses are my friends.” Finance Manager Company S

  38. How did employees define this? Alignment with Corporate Values. “The people I work with share and apply the same values the Company also has. We have what we call PVP - purpose values principles - such as Leadership, integrity, passion for winning. The fact that people beeline and work in the same manner makes it natural to deliver results.” Finance Supervisor Company P

  39. http://www.markumgroup.com/what-is-organizational-culture--why-does-it-matter.htmlhttp://www.markumgroup.com/what-is-organizational-culture--why-does-it-matter.html

  40. Because of Company Culture, people stay in the organization... “If possible, I plan to retire here. Company N has made it possible for me to think of my career growth in the long run, unlike treating this work experience as a stepping stone. We all have different wants and needs, but somehow this Company will also help their employees mature both in career & in their personal life.” Junior Sales Executive Company N Steve McClatchy, founder of Alleer Training and Consulting, whose client list includes top-ranked Pfizer, says a happy workplace is one that is committed to perpetual improvement, and not just as a line item on the balance sheet. “It’s one that supports employees in achieving goals, letting them fail, and learn from that,” he says

  41. II.D. What’s in it for me?

  42. II.D. What’s in it for me? Culture Pictures that feature vibe of your employees, work environment What you can show in pictures can also be shown in a video …Words are processed by our short term memory. Images on the other hand go directly into long term memory, where they are indelibly etched…Dr.LynellBurmark, PHD Associate at the Thornburg Center for Professional Development

  43. II.E. Can I trust this company? Trust Turn-offs vs Trust Builders

  44. II.E. Can I trust this company? Trust Builders 

  45. II.E. Can I trust this company? Trust Turn-offs 

  46. II.E. Can I trust this company? One of the top 5 triggers of candidates (42%) to apply to a job is the Company Profile* *2013 Nielsen Usage Attitude Index or UAI

  47. II.E. Can I trust this company? Most company logos reflect what the company is about or a representation of Mission & Vision

  48. Example of a WINNING job advertisement Do I want to work in this area? Does this meet my salary expectation? • Can I do this job well? • Responsibilities • KPIs / KRAs • Skills & Behavior • Org Structure

  49. Example of a WINNING job advertisement Can I trust this company? Do I want to work in this area? What’s in it for me?

  50. IV. Ways to improve targeting 2 Ways to Target your Candidate: Approximately 40% of JobStreet.com applications come from LiNa