Professional Documents
Culture Documents
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CUSTOMERS AND PEOPLE 1. Vinod Menon Training calendar for 2007 already sent. Would like to see him to move to MT this year and handle South Kerala Market ( Trivandrum, Kollam, Pathanamthitta)
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RISKS TO BE MITIGATED 1. Aggressive Competition compared to last year. 24/7, Sutherland hiring office already in M G Road. Would try to get into our model of tie up with universities, government, training partners. 2. Software companies like TCS, wipro, infy, MBT, IBM, Accenture recruiting huge number of graduates from Kerala giving fat salary. 3. Local players like OPI, Sutherland, Allianz Cornhill becoming very strong in F&A and Tech hiring.
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Effort
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Recruitment
The process of searching and obtaining applicants for a job from among whom the right people can be selected. The process of seeking sources for job candidates Effective recruitment is beneficial because, - Attract qualified and competent talent - Ensure that selected candidates continue longer - Cost-benefit - Create culturally diverse workforce
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Recruitment
Internal Policies Size of firm Growth and expansion Nature of the job / Diversity Attitude of current employees
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Recruitment process
Stage I: Recruitment planning Yield ratios Quality of hires Stage II: Recruitment Strategy development Make or Buy Technology as a tool Sourcing channels Internal sources : Referrals, promotions, ex-employees, previous applicants External sources: Associations, ads, exchange, campus, walk-in, consultants competitors Stage III: Searching- includes selling and RJPs Stage IV: Screening Stage V: Evaluation of the recruitment process
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Some metrics for evaluating the recruitment process Yr Offer-to-join ratio / Offer drops Cost per hire Recruitment Cost Ratio Early attrition TAT Fill rate RJPs JCQs Alternatives to recruitment Overtime Outsourcing / Employee leasing Contracts
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Advantage
Disadvantage
Expeditious, inexpensive Risk of employee unrest (?), safer(?) Access to large labor pool Good for PR Cost effective Access to larger pool, time effective Employee morale, Culture fit Costly Outdated information Quality of labor pool Risk of shopping, offer drop ratio is high Managerial control issues / Morale
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Professional associations
Radio and television
Referrals
Wide reach, reaches potentials. Costeffective(?)
Recruitment advertisements
Objectives
Stand out of the clutter and capture the job hunters attention (ideally, s/he should stop looking at adverts after seeing yours) Actual #s Convey accurate information about the job Cost effectiveness Pipeline - Target audience
Issues to be considered
Media Position of the advertisement Attractiveness of ad title and message
Use of graphics, colors etc
Content: Establishing linkage between the job hunters need and your solution
Info about the job / JS / Process / Brand building
Recruitment agencies
Contractually bound by Yr it is their job to screen and send only those who may fit the bill Refrain from compromising on the specifications Replacement clause Selective partnerships Communicate organizational philosophy clearly (equal opportunities)
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Source
Airplane banners
Advantage
Attention catching
Disadvantage
Expensive, unprofessional, Too new in Indian context Branding issues, unprofessional, require busy location Risk of message dilution / limited, need busy location
Banners
Cost effective
Billboards
Attention catching
Bumper stickers
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Non-serious
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Source
Company sponsored events / Competitions Customers, clients and guests Pre-training
Advantage
Branding, opportunity to get referrals, evaluation opportunity Useful for smaller businesses, Allows for RJP Creates trained workforce, culture fit
Disadvantage
Limited reach, Time consuming Relationship risk
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Source Kiosks
Disadvantage Unmonitored applicant flow, quality of applicants Intrusive, costly Time consuming Inflexibility, inappropriate
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Application Forms
Nature and Role of Application Forms A pre-employment screen in the form of a series of questions designed to provide information on the general suitability of applicants for jobs to which they are applying
Purposes of Forms To decide if applicants meet the minimum requirements of a position To assess and compare the relative strengths and weaknesses of individuals making application
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