TRANSMISSION MECHANISM

OF MONETARY POLICY
An Indian Perspective
Group 4
Anand Singh
Afreen Shaikh
Nikhil Jandial
Pankhuri
Rajesh
Siddhant Shetty

Group 7
Shailendra Ankesh Shibasish Sourabh Nitin

OBJECTIVE

To study impact of Social Media on HRM

Leverage to untapped areas
Plan to improve and redefine
Point out shortcomings/drawbacks and correct
Social media Strategy

SAVES
TIME to
hire as
firms
can
develo
p
relation
ship
with
candida
tes
over a
period
of time
Extension to
Employee
the same referral
programme

TO
SHAR
E
inform
ation
on job
postin
gs
with
passiv
e
candid
ates

TO
REAC
H out
to
young
talent,
which
is
comfo
rtable
with
use of
online
tech

TO
BUILD
their
brand
online
, give
candid
ates a
look
into
the
comp
any

TO
LOOK
at a
candid
ates
perso
nality

Shortens recruitment
cycle time
ONLINE
HIRING
helps
saves
cost of
recruit
ment
compar
ed with
traditio
nal
hiring

Era of
specialization

# SOCIAL MEDIA IN TALENT BRAND MANAGEMENT: COST

Talent Brand is the perception of the

organization in the mind of the talent. Is it

an exciting place to work? Does it treat it
employees well?
A strong talent brand of an organization

can reduce the cost of hire by up to 50

percent and also reduce the turnover rates
by about 28 percent
Social Media heavily leverages to promote

talent brand

@SMALL COMPANIES
COMPANIES

VS

@BIG

Lesser resources
Uses career websites, Social media and
campus recruitment.
Some hires from niche colleges who act
as talent ambassador for attracting
talents.

Also uses recruitment agencies.

Volume based hiring

Increased use of analytics tool.

#SOCIAL MEDIA AND DATA ANALYTICS

Organizations employ analytics to data obtained from social
media networks to make statistically informed predictions about
candidate behavior
For instance, organizations can predict
probability of offer acceptance for candidates
Expected tenure with the organization
What employees value the most about the job?

Using a wide range of historical data on employee behavior and

traits which acts as input for the data analytics process
Eg. Several companies have tied up with IIT Bombay to predict
job acceptance rate, churning rate etc.

Source: Jobvite employee

#METHODOLOGY

Collection of data from following primary sources

1.

Interview of employees of Loreal, TCS, American Express to know about social media
recruiting in their companies.

2.

Interview with Jonas Prasanna, Social Media recruitment and employer brand,
Capegemini

3.

Design and distribution of questionnaire to employees in business organization to find

out their recruitment channel and use of social media for job search. 101 responses.

4.

Analysis of data for finding the metrics for evaluating this recruitment method.

5.

Presentation of inferences.

IIM KOZHIKODE

5/20/16

# JOB SEEKING BEHAVIOUR ACTIVE & PASSIVE

Are you satisfied with your present job but looking at opportunities elsewhere ?

An active job seeker is one

who applies for new job

openings.
Active presence on job

platforms

May be unemployed

Passive job seekers do not apply for new job openings

Absent from job platforms

Yes; 47%
No; 53%

Employed

Not dissatisfied with their present job

#SOCIAL MEDIA RECRUITMENT PROCESS

Emails,
LinkedIn
posts does
not work
Targeted
Social media
messages:
customized
messages

SPRAY AND
PRAY:
Posting on
LinkedIn and
sorting
through
hundreds of
profile

Works well for active talent job seekers

Example: For a
product manager
who has worked on
an AD. It can be
used as a
conversation starter
in email

Works well for passive talent job seekers

Analytics tool: Provides aggregate social profile of a person

Targeted message: Over 90 % response rate

# SOCIAL MEDIA BRANDING

Uploading video job

description on YouTube

Video of employees

day to day job

Provides a realistic job

scenario
Brand building
Holistic view of life at

American Express

IIM KOZHIKODE

Campus connect

Developed an internal
social media platform
Knome to connect its
employees
Features similar to
Facebook
Helps in internal project
recruitment
Employee gets stars for
successful project
completion which is
5/20/16
reflected in their
profile
Platform for voicing
dissent

#PREFERRED PLATFORMS
Wil you change your joining decision based on reviews of social media platforms like GlassDoor ?

Google+
0

twitter

14

no; 32%

LinkedIn

Tools to know about company's culture

50
45
40
35
30
25
20
15
10
5
0

45
31
14

11

58

yes; 68%
facebook
0

29
10

20

30

For showcasing
companys culture

40

50

60

70

Conversation
starter

Identifying
professional with
required skills

Employees
review

#AUTHENTICITY

Have you inflated your skills and references on social media platforms ?

No; 38%

yes; 62%

Creativity
positions: Blogs,
photo albums,
designed
websites, portfolio

#ETHICAL ISSUES

Are you aware of the fact that companies are using your likes and comments for making recruitment decisions ?

Company view point:

Settings are public.
Internet never forgets

Employees: Companies
should not barge into
private life.

yes; 25%

Coding websites:
ratings from
codechef, hacker
rank
no; 75%

May be fudged by
users

RECOMMENDATIONS

Identify purpose and set specific goals

Policy drawn underlying and drawing the borderline and code of conduct
Avoid indiscrimination, harassment
Protect policies and confidential information
Communication and Implementation
Concept of 4 Cs Creation, Communication, Convergence and Connection
Unending potentialities and varied avenues

#thankyou #futureofrecruiting

QUESTIONNAIRE
6.
Are you aware of the fact that companies are using your likes and comments
on Facebook and LinkedIn to make final hiring decision?
(a)
Yes
(b)
No
7.
Are you satisfied with your present job but looking for opportunities
elsewhere?
(a)
Yes
(b)
No
8.
How often do you use LinkedIn to look for open positions in your domain?
(a)
Once in a month
(b)
Twice in a month
(c)
2-4 times a month
(d)
More than 4 times a month
9.
(a)
(b)
(c)
(d)

Educational qualification
3/4 year college degree
Post graduate
High school graduate
Higher secondary school graduate