RECRUITMENT & SELECTION FOR A MEDIA COMPANY

Acelerar helps a Media Organization to simplify its Recruitment Process and meet the desired goals
From 2012 to 2013 A media organization had been reviewing and refining its Strategies for improving its client activity and to increase its ROI through Humane containment, supervision and targeted intervention. During this period it was noticed that it was becoming more difficult to attract sufficient numbers and quality of suitable applicants for vacant positions. The Company was experiencing problems attracting applicants for entry level and for professional positions; the company also expanded its search to attract the right quality and quantity of applicants to deliver its services to their key clients.

The Challenge

Business Need: The Company faced problem, in employing the right skills, knowledge and attitude individual who can help the organization to achieve its objectives. The Company received lot of applications for their required positions but due to large number of applications they ended up hiring individuals which did not consist of required talent. It was a lengthy process for them due to which candidates may begin looking elsewhere and with further searching done by Acelerar Technologies it was also found that it was an inaccurate job description. This Media Organization also faced problems in terms of Cost-perhire which also resulted in more attrition level and thus the company faced problem in meeting their objective and to mark their presence in the market. Second Challenge-Poor Hiring made Adverse Financial Impact Hiring a wrong person for the job proved to be a costly affair for the management, since a lot of time and managers/staff effort was spent in the whole selection process. There were enormous costs which were associated which were interviewing candidates ,training new hires ,advertising and other related administrative activities. There is always a substantial financial impact of poor hiring decisions on the organization affecting its recruitment budget adversely

The Client
A media company with its root in US with clients base across the globe.

RECRUITMENT & SELECTION CASE STUDY

The Solution

Acelerar Technologies helped the Company to look at several strategies to improve attraction and retention across all role types. We recognized the need to address their image as an organization to attract the different types of applicants the company was looking for. With this in mind, we set out to: Improve recruitment and selection practices and the way jobs were described Attract more of the right people to the agency Improve public awareness of the job diversity in the agency, and Change their image and alter perceptions of the internal and external labour market Acelerar contains a talented recruitment team which is not only fast-paced but also come up with innovative thoughts. Acelerar changed the way their industry perceived to be. To kick-start The initiative, Acelerar prepared a creative campaign. It added to the job description with the headline which said PUT YOUR SKILLS TO BETTER USE positioned at a Media Company as a place where people could be creative and make a statement. The message reminded people of an innovative and irreverent culture that the company has for their employees. The team of Acelerar gave all possible information about the job, and ensured that the candidate had understood the whole perspective, because any missing link shall later on result into employee frustration. A detailed description about the Job requirement was prepared in the Job Description. In order to increase efficiency in hiring and retention and to ensure consistency and compliance in the recruitment and selection process, it was recommended and the following steps were followed by the Acelerar Recruitment team. Details for each step include the minimum recommended best practice to attract a talented and diverse applicant pool: Step 1: Identified Vacancy and Evaluated the Need Step 2: Developed the Position Description Step 3: Developed Recruitment Plan Step 4: Selected the Search Committee Step 5: Post Position and Implement Recruitment Plan Step 6: Reviewed Applicants and Develop Short List Step 7: Scheduled with the client to the Conduct Interviews Step 8: Select Hire Step 9: Finalize Recruitment

The Benefits

Allocating appropriate time and resources to select the right person for the role is likely to have many positive effects: and this resulted in Good employees resulted in higher retention rate. High performing employees provided the key clients service generating higher client satisfaction. More capable employees who were confident were able to cope with multiple tasks and adapt more quickly to new roles. Capable employees worked well in a team and needed less attention from management. Once they commence work they will require fewer hours of hands-on supervision. High performing employees got interested in ongoing learning and self development. Good employees will most likely had more and better ideas that improved productivity and work practices. Good employees, thus inspired and helped in development of other staff members also.

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