1 Recruitment and Selection The recruitment and selection belongs to value added HR Processes. The recruitment is about: the ability of the organization to source new employees, to keep the organization operating improving the quality of the human capital employed in the company. The quality of the recruitment process is the main driver for the satisfaction of managers with the services provided by Human Resources.
2 Recruitment and Selection The main goal of the recruitment and selection is about finding the best recruitment sources, hiring the best talents from the job market and keeping the organization competitive on the job market. The recruitment and selection process is about managing high volumes of job resumes and the ability to choose the right candidates and pushing them quickly through the organization. The recruitment process usually needs a strong support by the dedicated recruitment software solution. It can be provided externally, or the software can be run internally. Many vendors provide the recruitment software solution, but the organization has to choose carefully the right solution to meet its needs.
3 recruitment process The recruitment process needs a complete process description. It is not possible to solve the job candidates individually. HR Recruiters have to follow the process, and they have to keep the candidates flowing to right managers to achieve the consensus, and decision about the hire quickly. The described process helps to set and achieve the right limits. The performance of the recruitment process has to be measured, analyzed, and new, innovative recruitment solutions have to be implemented.
4 recruitment process The recruitment is the expensive HR Process, and it eats a large proportion of the HR budget. The recruitment is about time to hire and the cost of hiring in most organizations. The HR is responsible for the proper management of the process to improve the performance of the recruitment process to keep the managers satisfied. The competitive HR management always starts with the competitive recruitment process. The organization builds the competitive advantage with its employees. The recruitment process has to determine the best sources on the job market. The HR Recruiters have to utilize the recruitment sources and managers have to make the right and quick hiring decisions. This is the basic set-up of the competitive recruitment process.
5 Main Recruitment and Staffing Areas RECRUITMENT Recruitment Process Description Internal Recruitment External Recruitment Recruitment Sources Management Recruitment Agencies Management Recruitment Outsourcing Recruitment Software STAFFING General Staffing Rules and Principles Job Design and Job Descriptions Organizational Design and Organizational Planning Headcount Planning and Headcount Management Job Vacancies Management Talent Gap Analysis
6 Recruitment Definition The recruitment process is the value added HR Process. It is about attracting, interviewing and hiring new employees. The perfect recruitment includes the adaption of the new hire. It is about the definition of the job vacancy, designing the appealing recruitment text and offering the competitive package to the winning candidate. The recruitment process is managed by the recruitment strategy. HR should always find the right position on the job market as the candidates flow smoothly through the organization. The recruitment is not just external; the internal recruitment has a enormous impact on the performance of the company and increases the satisfaction of employees. The recruitment is not just the operational HR process. The definition of the recruitment is not easy, and the whole process can be extremely complex.
7 Recruitment Definition The recruitment is the essential part of building the competitive advantage. HR has to define the needed profiles (skills and competencies). The profile of the ideal candidate has to be aligned with the corporate culture and corporate values. The profile has to support enhancing the organizational capability. The recruitment is one of the best opportunities to enrich the organization, and it is the way to build the learning organization. HR Recruiter has to be skilled to identify the right profile of the best candidate, and they have to be promoted to managers as the best hiring option.
8 Recruitment Definition The recruitment strategy is a key success factor for the process. It defines the competitive advantage of the organization on the job market. The company has to choose the right mix of the recruitment sources, recruitment agencies and recruitment messages. The company has to choose the target groups, and the underlying analysis has to identify the right ways to reach them. The recruitment supports the marketing activities of the organization. The hiring of new people is a strong communication topic for the social media. HR can start building the engaged social community around its recruitment activities. All marketing specialists should focus on the close cooperation with Human Resources. The HR Marketing is a strong topic for discussions in the company. The HR Marketing can build a strong competitive advantage.
9 Recruitment Definition The recruitment is the excellent opportunity for the internal promotions and talent identification. The HR Recruiter interviews many internal candidates and he or she can pass information to the career development specialists. The recruitment strategy should align the recruitment function with the career development specialists. The internal recruitment is not the isolated process. It should move the best talents of the organization to the challenging job positions. The internal recruitment needs a strong support from the top management. It can be a conflicting process and it needs clear rules, and procedures defined by Human Resources.
10 Recruitment Definition The recruitment process contains many interactions. It is the most difficult HR process with the value added for the company. The process involves managers, employees, Human Resources, recruitment agencies and candidates. All participants have the same goal filling the job vacancy and they have to cooperate smoothly to reach the overall goal. Many organizations make a mistake of forgetting the candidate. The candidate makes the final decision. The company offers the job, but the candidate decides. The recruitment process has to be measured. The unmeasured recruitment process cannot support the success of HR in the organization. The recruitment is the most sensitive HR process. The changes on the job market are visible in the measures almost immediately. The excellent process learns HR Professionals to be flexible and being innovative. The competition on the job market is tough, and the company has to be winning the best talents. The recruitment has to be smart.
11 Recruitment and Selection Process Description The recruitment and selection process is the key HR process to achieve the satisfaction of managers in the organization. The managers have plans to develop and grow the business, and they need additional employees to achieve the goals and targets. They need a strong support from HR side in the recruitment. The recruitment process has to be described to meet the requirements of managers fully. The description of the recruitment process is not just about the flowchart of the recruitment process. It is about the roles and responsibilities in the recruitment process as the managers fully understand the details of the process when they apply to fill the job vacancy.
12 Recruitment and Selection Process Description Drawing the recruitment process flowchart is the easiest part of the recruitment process description. The good recruitment process description explains the duties and the time limits for the successful recruitment of the new employee and sets the expectations of the key clients of the recruitment process. The recruitment process is not conducted for HR. The recruitment is done for the key clients managers. The managers have to understand their duties, and they have to understand, what steps have to be done before the regular recruitment process starts. The recruitment process has to be documented, and the clear decisions during the recruitment of the individual job candidate have to be made.
13 Recruitment and Selection Process Description The recruitment process has to be strict, and conditions for the start of the recruitment process have to be clearly defined. The manager has to prove the job vacancy, the job content and the job description have to be delivered and confirmed. The HR Business Partner has to confirm the vacancy and has to define the profile of the ideal job candidate. The recruitment process is about the smooth cooperation of the involved employees (including the hiring manager).
14 Recruitment and Selection Process Description Purpose of Recruitment Process Recruitment Process Key Clients Basic Principles for Recruitment Process Flowchart Recruitment Manual Recruitment Process Analysis Basic Recruitment Process Key Recruitment Process Goals Key Recruitment Process Measures Recruitment Process KPI Recruitment Checklist Strategic Recruitment Fair and Compliant Recruitment Process
15 Purpose of Recruitment Process The recruitment process is designed to staff the organization with the new employees, and it uses many different recruitment sources to attract the right talent in the defined quality and within a defined time. The recruitment process has several goals: Find the best talents for the vacancies Manage the recruitment sources Manage the vacancies in the organization Run the internal recruitment process Building the strong HR Marketing platform Co-operation with local and international universities Provide feedback about the trends in the job market Most recruitment goals are not visible to managers directly, and they use just sourcing of the job candidates as the main outcome from the recruitment process. HR has to use the other outcomes from the recruitment process as it is the source of valuable information.
16 Purpose of Recruitment Process Finding the best talents on the job market This is the most important goal of the recruitment process. The HR Recruiters are paid for delivering the candidates to managers, who make the final decision about hiring a new employee. The organizations are fighting for the best talents in the job market. HR Recruiters have to develop the competitive approaches to make the attractive job offers. The candidates select the organization, which is recognized for being modern and competitive. The job adverts and job offers have to reflect this. The managers love to hire the best employees available on the job market. They love to interview motivated job candidates. The role of HR is to describe the real need to the manager. Many times, the best job candidate is not the appropriate job candidate.
17 Purpose of Recruitment Process Recruitment Sources Management The recruitment sources management is an extremely significant goal of the recruitment process. The recruitment sources deliver the candidates for the selection procedure in the organization. The better the candidates are, the higher quality job candidates can be hired. The proper management of the recruitment sources has a significant impact on the competitive advantage of the organization. The better employees do not have to be more expensive, but the organization has to manage the recruitment sources to attract the high quality job candidates.
18 Purpose of Recruitment Process Building the Strong Internal Recruitment Process The external recruitment is not the only goal of the recruitment process. Building the strong internal recruitment helps the organization to keep the best talents in the organization. The employees have a chance to apply for a new job position, and they can change their career path. The internal recruitment is a difficult HR topic as the managers have to allow their best employees to take a new role within the organization. The role of Human Resources is in allowing the best employees to rotate and in supporting the managers in developing the successors.
19 Purpose of Recruitment Process HR Marketing The HR Marketing is essential for the large organization, which need to attract many job candidates. The large organization cannot hire just the experts; they have to attract many university graduates. The graduates do select the employer by the strength of the brand name on the job market and offered opportunities in the organization. The HR has to design the recruitment activities, which support the name of the employer on the job market. The organization has to build a positive brand name, and it has to promote the job opportunities and excellent career paths.
20 Recruitment Process Key Clients The recruitment process has to be designed for the key internal and external clients. The recruitment process cannot be designed for Human Resources. It is the most common mistake in the design of the recruitment process. The key clients are usually quiet till the moment of the conflict. The HR team has to set the process, which delivers the expected results. The voice of customers is essential in the recruitment process. The managers push to get the job candidates as they promise to deliver the results to the top management. They can make the recruitment process an excuse.
21 Recruitment Process Key Clients The design of the recruitment process has to follow the industry, the company standards and conditions on the job market. It has to meet the requirements of the clients. The recruitment process can be described, measured, but it has to deliver results job candidates. The key clients of the recruitment process are: Managers Human Resources Job Candidates Vendors (recruitment agencies, job web boards)
22 Recruitment Process Key Clients Managers as clients of the recruitment process The managers are the most valuable clients of the recruitment process. They pay for the services provided by HR. They have to set the time limits for the process, and they have to specify the desired level of quality of delivered candidates. Managers have the veto right in the design of the recruitment process. HR Recruiters have to ask managers about their expectations, and they have to test the final design of the recruitment process with them. The managers love to obtain the additional information from the market, and HR Recruiters should always provide a little extra to managers. Managers need to be informed about the progress of selecting the job candidate, and they want to play the role of the final decision body in the recruitment process. The managers have to be trained to conduct a job interview, and the process should not forget about the education of the managers. Managers set the limits about the number of job candidates to interview and time limits to deliver the first and last job candidate. It is a tough job, primarily for specialized job positions. HR Recruiters have to specify different job positions, and they have to agree for the different limits.
23 Recruitment Process Key Clients Job Candidates as clients of the recruitment process The job candidate is another key client of the recruitment process. Many HR Recruiters forget about job candidates, but they have almost the same authority as managers in the recruitment process. Each job candidate expects smooth, fast and predictable recruitment process. The organization should be able to describe the process before it starts the real recruitment for the job vacancy, and it should be able to meet the deadlines communicated to the job candidate. The process has to respect the basic requirements of job candidates, and it should provide fast process with the fast decision about the next stage. The job candidates expect the regular communication from Human Resources and they need to be informed about the potential changes in the recruitment process. The job candidates expect the clear communication about the scope of the job position and the main roles and responsibilities.
24 Recruitment Process Key Clients HR as the client of the recruitment process Human Resources is the client of the recruitment process. Human Resources guards the corporate culture and the consistency of the job candidates with the overall corporate culture. HR monitors the values of the job candidate, and it has the right to say No GO. Human Resources is responsible for the efficiency of the recruitment process, and it has to set the right recruitment sources to achieve the best cost/benefit ratio of the recruitment process. HR is evaluating and monitoring the satisfaction of managers with the recruitment process, and it has to set the right action plan to keep the process competitive on the job market.
25 Recruitment Process Key Clients Recruitment Agencies as Clients of the recruitment process The recruitment agencies are not just vendors. The recruitment agencies can send the best candidates to many companies. HR has to create the right relationship with the key account managers in the recruitment agencies to ensure the best talents. The recruitment agencies are not the vendors; the recruitment agencies are partners in the selection procedure. HR has to set the competitive pricing policy to make the agencies satisfied with fees. On the other hand, the fees have to be low enough to save money to the organization.
26 Basic Principles for Recruitment Process Flowchart Designing or drawing the recruitment process has to respect several basic principles. The recruitment process is difficult and contains many decision points. The process flowchart has to respect it, and it has to be easy to read. The recruitment process flowchart should respect the basic principles of the process design as the employees can easily follow steps and they can find any details needed. The detailed recruitment process flowchart is crucial as HR Recruiters can speed up the decision-making process. The detailed process flowchart allows distributing the roles and responsibilities in the recruitment process as the clear decision line is created. The manager and HR Recruiter have to be clear to understand their roles in the process as the best job candidate is selected quickly and efficiently.
27 Basic Principles for Recruitment Process Flowchart The recruitment process flowchart has to respect the key principles for the successful recruitment process maps. The basic rules are: Simplicity Navigation Main recruitment steps Main decision points Choosing the right recruitment source
28 Basic Principles for Recruitment Process Flowchart The simplicity is extremely valuable for the recruitment process flowchart. The process can be almost unique for each job opening. The HR Recruiters have to find the right level of abstraction to set the right process. The recruitment flowchart is not a tool just for the HR Recruiter, but it can be used by managers to orientate themselves in the recruitment of their job vacancies. The simplicity is about clear definition of documents and decision requested before opening the job vacancy internally and externally. The standard recruitment documents navigate the manager and helps to sort out ideas about the new hire.
29 Basic Principles for Recruitment Process Flowchart The documents should always be a part of the recruitment process map and the documents should help the manager in identifying the real recruitment needs. It is the role of Human Resources to support the managers in thinking about the job vacancy and the ideal profile of the new hire. It is the most crucial moment of the whole recruitment process. The manager should not decide about the ideal profile of the candidate at the end of the recruitment process. The ideal job candidate should be known before the hiring of the individual starts. The recruitment process flowchart should have several variants. The manager does not need to know all the details of the recruitment process, but the manager has to understand the main decision points and what preparation is necessary to make a correct decision. The manager has to understand the main recruitment process step and how he or she can influence the decision in that step.
30 Basic Principles for Recruitment Process Flowchart On the other hand, HR Recruiters need a detailed description of the recruitment process as they can handle the whole end-to-end recruitment process. The recruitment flowchart for the HR Recruiters has to be split into several parts or sub-processes. The recruitment process has to manage large volumes of job resumes, several job openings and many job candidates circulating around the organization. The HR Recruiters have to use the recruitment flowcharts as the tool for the development of the recruitment monitoring software. The recruitment process flowchart is the tool to standardize the recruitment process. The flowchart is a tool for the HR Recruiter to manage and navigate others in the recruitment process. It sets the basic expectations and sets the limits for the successful hire of the new employee.
31 Recruitment Manual The recruitment manual is the perfect tool for managers in the organization for hiring a new employee. Managers need to keep their units and departments staffed with the skilled employees, and they have to move employees internally. The recruitment manual is the tool to provide managers with the answers to the basic questions about the recruitment process in the organization. The recruitment guide is aimed at two audiences HR Business Partners and managers. These two groups of employees are the primary users and customers of the recruitment process, and they should understand to it. In case of doubts, they should be able to find the relevant information in the recruitment manual without contacting HR Recruiters.
32 Recruitment Manual The recruitment manual is usually seen as a huge improvement of the recruitment process, when it is introduced. Managers love to read about the details of the recruitment process, different recruitment sources and different types of recruitment agencies. They tend to think about their employees, when they have to fill the job opening application, and they have to prepare a decent job profile and job description of the job vacancy.
33 Recruitment Process Analysis The recruitment process analysis is a tool to generate the significant improvement in the recruitment process. The recruitment process is a key HR Process, and it has to be under a tight control of the responsible HR employees. They should make the tool to analyze the recruitment process on the regular basis. Why do the recruitment process analysis? The process brings the advantage of the measured recruitment process. The decisions about the development of the process are based on the real data from the practice and decisions are backed by the experience collected. The process has to be monitored to keep the competitive process in comparison with the competitors on the job market. The analysis of the process provides quick information about worsening the performance of the recruitment process. The process is about significant costs for the organization, and the proper recruitment analysis provides guidelines for cost-saving initiatives affecting the recruitment.
34 Recruitment Process Analysis What are the key outcomes from the recruitment process analysis? The outcomes are useful for making improvements in the recruitment process, selecting new recruitment sources, managing recruitment costs and digitizing the recruitment process. A good digitization of the process cannot be done without the detailed analysis of the process. The HR Recruiters have to find the gaps in the recruitment process, and they have to bring the optimized version of the recruitment process on the paper. The optimized version of the recruitment process should be always tested in the paper form before digitization. The digitized recruitment process is always difficult to change, and it is expensive. The other outcomes are always useful for the management of the recruitment process. The HR Recruiters should have the goals in the area of hiring new employees and managing the costs of the process. The recruitment costs per hire should decrease on the year on year basis.
35 Recruitment Process Analysis How to analyze the recruitment process? The design of the recruitment process should include the minimal set of the recruitment measures to analyze the results. The key recruitment measures should be focused on the efficiency of the recruitment process and the external environment changes affecting the ability to recruit new hires. The HR Recruiters have to identify the critical process steps in the recruitment process, and they should keep the evidence The recruitment analysis has to be focused internally and externally. Many organizations measure the internal performance of the recruitment process, but they have no clue about the development of the recruitment on the job market.
36 Basic Recruitment Process The recruitment process in the organization can be extremely sophisticated and focused on grabbing the best talents from the job market and competitors. On the other hand, the organization can set up the extremely straightforward and robust recruitment process. In the early stages of the organizational development, the simplest recruitment process usually works best. The recruitment process has to respect the goals given to the recruitment and HR. In case, the organization does not need any specific services the most basic recruitment process can be set up to utilize the basic needs of the organization. The most straight recruitment process can be done within 4 key recruitment process steps: Job Opening Selecting the recruitment source Job Interview Make Offer
37 Basic Recruitment Process Job opening The basic recruitment process does not require the detailed description of the job vacancy and detailed job description. The HR Recruiter and the manager agree on the basic skills and competencies. The HR Recruiter is responsible for finding the right set of skills and competencies on the job market. The HR Recruiter uses the basic process to approve the job vacancy, which is usually done by the top management in the case of the simple organization. The approval of the job vacancy plays the role of the start of the recruitment process. Even with the basic recruitment process, the step of the opening the job vacancy is the crucial one. The HR Recruiter has to understand clearly, what the job vacancy is open and what is the ideal profile of the job candidate.
38 Basic Recruitment Process Select the recruitment source The easiest strategies in selecting the right recruitment sources are following the competitors. When the competitors are able to hire new employees from the recruitment source, your organization will be able to do the same. The simplest recruitment source is the corporate website. The corporate website usually attracts potential employees, who know the company. At least, the corporate website can provoke them to send the job resume for a consideration. The employee referrals are the other recruitment source to be used in the basic recruitment process. They offer the opportunity to employees to recommend their friends as the new employees.
39 Basic Recruitment Process Job interview The job interview is the crucial recruitment process step. It is difficult to learn managers the job interviewing skills. The basic recruitment process should be always about two rounds of job interviews. HR should do the first round. The HR Recruiter should select the job candidates, who have the profile and competencies matching the corporate culture. The hiring manager should do the second round job interview. The manager should focus clearly on the technical background of the job interviewee and fit with the team. Make offer Just Human Resources can issue the job offer. The basic recruitment process has to respect this basic rule. HR decides about the conditions of employment as the internal equity is kept.
40 Key Recruitment Process Goals The recruitment process goals have to be approved by the top management and HR has to provide a systematic Recruitment Dashboard to its internal clients. The internal clients will not complain about the recruitment in their departments when the dashboards are publicly available. Human Resources has to report the progress of the recruitment initiatives and the recruitment process improvements. The general recruitment goals The overall recruitment goals are always defined as the consensus among three main recruitment measures. The recruitment strategy has to define the right, expected mix of the measure to satisfy the organization. The recruitment measures are: Quality of candidates Time to Hire Cost of Recruitment
41 Key Recruitment Process Goals Quality of Job Candidates The quality of candidates is especially crucial for many organizations. The organization offering complex products and services needs sophisticated, highly skilled and experienced job candidates. It is crucial to set the right requirements of the organization in the quality of job candidates. The organization usually does not need the best candidates for all the job positions. The junior accountant is almost the same in most companies. It is necessary to realize the differences in job functions. HR and top management have to identify the key job positions. The quality of candidates should be driven by the regular job design. The job design should cover the critical business areas where HR Recruiters should not make any compromise in the quality of job candidates.
42 Key Recruitment Process Goals Time to Hire Time to Hire is critical in the business areas, which are driven by the volumes. The call centers and data typing functions prefer the speed of recruitment to the quality of delivered job candidates. The time to hire has to be driven by the operational need of the business functions. The specialized functions usually prefer longer time to hire when they are sure, they will receive the best available job candidate. The time to hire is a main driver to introduce and implement the changes in the recruitment process. Time to hire drives the satisfaction of the line management with Human Resources usually. HR usually introduces projects to increase the overall satisfaction of managers by shortening time to hire..
43 Key Recruitment Process Goals Cost of Recruitment The cost of the recruitment is extremely valuable for Human Resources. HR usually pays invoices for the recruitment services provided by the external vendors. The top management evaluates the performance of HR Management on the basis of realized cost savings in the recruitment process. The implementation of cost-saving measures in the recruitment process is critical. The decrease in cost of the recruitment is crucial as it allows to spend the savings from the recruitment process to other HR Processes. Other HR Processes can realize higher benefits in building the competitive advantage of the organization than the recruitment process.
44 Key Recruitment Process Goals Additional Recruitment Goals The company can define the additional recruitment goals as it supports its business or HR Strategy. The additional recruitment goals are usually defined in the areas of: HR Marketing Corporate Promotion Diversity Internal Mobility The additional recruitment goals are added on the basis of the request of the top management or HR Team can add them to support the overall HR Strategy. They should be taken as extras, not the basic goals for the recruitment process.
45 Key Recruitment Process Measures The recruitment measures are directly linked with the recruitment strategy. The recruitment strategy sets the priorities for the recruitment process and the priorities manage the target values for the different recruitment measures. HR has to determine the right target values for the different recruitment measures to design the right mix. The measurement helps to identify gaps in the process. HR Recruiters can focus on the specific issues, and they can monitor the development of the recruitment process. The recruitment process should be measured on the basis of the individual job positions. The results can vary for different positions on the basis of the function, organizational level, complexity of the job position and the geographic location.
46 Key Recruitment Process Measures The recruitment measures help to choose the right recruitment sources for different function, they help to reduce the recruitment costs, and they can be used as the basis for discussions about the development on the job market. Common key recruitment measures The common recruitment measures are crucial as they are quite standardized. Many external consultants offer independent recruitment measure values collected at different clients. The external measures are valued recruitment benchmarks to identify the realistic recruitment targets.
47 Key Recruitment Process Measures Time related Recruitment Measures Time related recruitment measures are extremely beneficial. Managers want the new hires quickly. Time related measures are a solid foundation for discussions with the managers to set the rational expectations. Time related measures show the ability of the recruitment process to deliver the first candidates for the job interview and time to hire a final candidate. The usual time related recruitment measures are: Time to Hire Time to Offer Time to Interview Job Interview Span
48 Key Recruitment Process Measures Volume related Recruitment Measures Managers love to select the new hire from several job candidates. They do not like to see one final job candidate. The volume related recruitment measures demonstrate the ability of the process to attract enough job candidates. The volume related recruitment measures demonstrate the ability of the recruitment process to attract the right job candidates. The number of delivered job resumes does not have to be high, but the manager can make a final decision. The examples of the volume related recruitment measures: Job Resumes per Position Job Resumes after Prescreening Candidates/1st round Candidates/2nd round
49 Key Recruitment Process Measures Recruitment Sources Measures The recruitment sources related recruitment measures are extremely valuable for the identification of the best performing recruitment sources. These measures allow to manage the recruitment budget and optimize the costs of recruitment. The examples of the recruitment sources related measures: Cost Per Hire Number of hires/number of job vacancies Internal Hires/External Hires
50 Recruitment Process Key Performance Indicators (KPI) The recruitment process has to be measured, and recruitment KPI have to be set. The recruitment strategy is a driving document for the recruitment process and the recruitment key performance indicators. The indicators measure the main results of the process and they have to set in accordance with the recruitment strategy. The recruitment specialists have the recruitment KPI in their yearly goals, and they have to work on the constant, stable and sustainable improvement of the KPI. The recruitment KPI defines the main areas to be measured in the recruitment process. The recruitment process offers many opportunities for the measurement, and just the key ones can be selected to be the key success factors. HR uses the recruitment KPI to monitor the satisfaction with the recruitment process
51 Recruitment Process Key Performance Indicators (KPI) The recruitment process has to be measured, and recruitment KPI have to be set. The recruitment strategy is a driving document for the recruitment process and the recruitment key performance indicators. The indicators measure the main results of the process and they have to set in accordance with the recruitment strategy. The recruitment specialists have the recruitment KPI in their yearly goals, and they have to work on the constant, stable and sustainable improvement of the KPIs. The recruitment KPI defines the main areas to be measured in the recruitment process. The recruitment process offers many opportunities for the measurement, and just the key ones can be selected to be the key success factors. The top management of the organization should be informed about the development of the key measures and how the organization is competitive on the external market. The managers should be informed about the positive and negative trends in the recruitment field. The recruitment KPIs are set as they are attractive for managers in the organization. HR uses the recruitment KPIs to monitor the satisfaction with the recruitment process
52 Recruitment Checklist The recruitment checklist is the recruitment tool that navigates managers during the process. The checklist describes the process briefly, and it highlights the main recruitment milestones. The manager can easily follow steps described, and he or she can open the new job vacancy simply. The recruitment checklist usually describes following areas: Job Opening Procedure How to define the job Inviting the job candidate Making Job Offer Closing the Vacancy
53 Recruitment Checklist The job opening is the most painful part of the recruitment process for the manager. The HR Business Partner should provide the guidance through the recruitment process, but the manager has to do many process steps on his or her own. The recruitment checklist has to offer several options to the manager to accomplish the mission successfully. The recruitment checklist builds the understanding of management to the recruitment process. Managers like to feel the commitment of Human Resources to help. The checklist is extremely useful aid provided by Human Resources to the business leaders.
54 Strategic Recruitment The strategic recruitment is a distinctive part of the recruitment process. Not all the job positions in the company are strategic; they are not crucial for the business operation. The strategic recruitment is focused purely on the key job positions in the organization. It is focused on the hiring of the job positions needed for the accelerated growth of the business. The strategic recruitment can be a separate process from the usual recruitment process for the mass job positions. The difference between the tactical and strategic recruitment exists.
55 Fair and Compliant Recruitment Process The recruitment process has to be fair, transparent and fully compliant with all legal requirements. The recruitment procedure has to be clearly described and no exceptions in the staffing procedures are allowed. The modern organization encourages employees to apply for job vacancies internally and it has to create the environment of trust and the fair appraisal. The description of the recruitment process has to be published internally and the basic recruitment principles have to be published externally as employees and job applicant can get the overview about the fairness of the selection procedure. HR has to make following steps to develop the fair recruitment procedure in the organization: Define clear roles and responsibilities in the recruitment process Develop the clear job profile descriptions for each job vacancy Train HR employees in the employment law and regulations Certify HR Recruiters and test them on the regular basis Train Line Managers in Recruitment Skills Introduce the appeal and complain procedure
56 Recruitment Strategy The recruitment strategy is a document describing the target position on the job market and the main recruitment sources to be used. The recruitment strategy has to be aligned perfectly with the HR Strategy, and it has to support the strategic goals and initiatives of the organization and Human Resources. The recruitment strategy defines the main goals for the recruitment process and HR Recruiters have to follow the defined goals as the organization reaches the desired position on the job market. The successful recruitment strategy helps to source the innovative organization with the diverse human resources.
57 Recruitment Strategy- Goals The company needs its strong brand name on the job market. The organization has to differentiate itself from competitors. The recruitment process has to create the value added for the organization. The recruitment process has to acquire the best talents from the competitors. The recruitment of talents with the innovative approach is difficult. The company has to create the diverse organization as it utilizes the different ideas to build a better result. These are the goals for the recruitment strategy. The recruitment strategy connects different HR Recruitment tools to build the unique approach of the organization. The organization has to be reliable and visible on the job market as the best talents think of it as the employer of choice (first choice). The organization has to set the budget for the implementation of the recruitment strategy, and it has to evaluate the results delivered to make the additional changes in the recruitment strategy.
58 Recruitment Strategy- Development The recruitment strategy is not just pure HR Marketing. The recruitment strategy is about selecting the right recruitment sources for the organization. It is about selecting the right websites to spread the job vacancies. It is about the approach of the organization to the internal recruitment. It is about the approach to different and more flexible job arrangements to support the work/life balance.
59 Recruitment Strategy- Effectiveness and Evaluation The recruitment strategy cannot be just designed. The good design of the recruitment strategy contains the basic recruitment measures to evaluate the effectiveness of the recruitment strategy. HR needs the immediate feedback about the different components in the recruitment strategy as HR can make the steps needed to bring the improvement. The recruitment process has many opportunities for the measurement, and it can be improved almost on a daily basis. The recruitment strategy should be a part of the daily improvement process. The small improvements help to build the competitive advantage.
60 Recruitment Strategy-Content Recruitment Strategy Importance Recruitment Strategy and competitive position on the job market Recruitment Strategy and Retention of Employees Building Recruitment Advantage Recruitment strategy and basic requirements for recruitment software Strategic Job Positions and Recruitment Strategy Recruitment Agencies and Recruitment Strategy Recruitment Strategy Development Recruitment Strategy Template
61 Recruitment Process Outsourcing The outsourcing of the recruitment process is one of the best opportunities in Human Resources to save headcount and costs. The recruitment and staffing is a value added HR Process, but it consumes too many resources of HR. The outsourcing of the recruitment process has to be carefully planned, and the roles and responsibilities in the recruitment process have to be clearly divided. The strategic role in the recruitment has to be kept in the organization. The outsourcing vendor should receive just the implementation of the recruitment process.
62 Recruitment Process Outsourcing Main Guidelines for the Recruitment Process Outsourcing The organization can decide to introduce the recruitment process outsourcing to reduce the workload of HR. It can choose to utilize the highly standardized recruitment process to save costs of the organization. The company should always keep the strategic part of the recruitment process internally as it can achieve its strategic position on the job market. The vendor should not ever set the recruitment strategy for the company. The vendor wants to meet the defined targets in the outsourcing contract. The organization always wants to hire the best talents. The organization has to be always deciding the strategic decisions in the recruitment process, and the vendor has to respect and follow such decisions. The vendor of the recruitment outsourcing should always validate the knowledge of the industry and the local market conditions. The organization can be attracted by the excellent offer of the vendor, which makes the global outsourcing (usually running a large outsourcing center in India). This proposal is attractive, but the solution does not have to meet all the requirements of the organization and its top executives.
63 Recruitment Process Outsourcing The main benefits of the recruitment process outsourcing are: Defined Targets the supplier is obliged to meet the realistic expectations of management and the time to hire should decrease; Capacity for other HR Initiatives the recruitment does not eat the capacities of Human Resources and it can deliver more value added to the organization; Manageable costs of recruitment the vendor can be responsible for selecting the recruitment sources and managing the recruitment budget; Additionally, the rapidly developing organization can decide about the recruitment process outsourcing to handle high volumes of job vacancies, job resumes and job candidates while keeping the time to hire and quality of candidates.
64 Recruitment Sources The organization has to choose the recruitment sources and has to find the unique recruitment sources for the key job positions as it attracts the best job candidates sooner than the competitors in the same industry, location and function. Recruitment Sources Evolution Some years ago, the selection of the recruitment sources was easy. The web job boards were not in place and newspaper job advertising was ruling the game. It has changed so much from those times. Almost every company had a specific recruitment agency, which was able to handle the newspaper job advertising. The traditional recruitment sources were: Newspaper Job Advertising Recruitment Agencies (Job Agencies) Headhunters (Executive Search) Referral (Employee s Recommendations) The modern recruitment sources are: Web Job Boards LinkedIn Professional Communities Web Sites Facebook
65 Recruitment Sources
66 Recruitment Sources Traditional versus modern recruitment sources The traditional recruitment sources are not dead. They still deliver the job candidates, and they help to build a quality brand name on the job market. The newspaper advertising is not the best recruitment source anymore, but it works well for many job positions. The modern recruitment sources provide the dynamic job candidate who are familiar with modern technologies. On the other hand, HR Recruiters have to be competent to use modern technologies, and they have to learn the art of digging specialized web sites to attract the best talents from them. There is no winning recruitment source at the moment. Many HR Recruiters believed the Recruitment Agencies will disappear quickly. They are still with us. The recruitment agencies still deliverer job candidates to companies.
67 Background Check The background check is the controversial process step in the recruitment. It touches the privacy of the job candidate. The background check is the potential legal issue in many countries. The background check has to be compliant with the local legislation, and it has to be set the way securing the personal data privacy. It is difficult to implement the global background check process as governments are protecting the personal data of citizens. Some key data can be missing or cannot be granted to the third party in some countries. The background check procedure usually contains the verification of the following areas: Personal data check Previous Experience References from previous employers Criminal Records Credit Check
68 Background Check Why is Background Check necessary? Because it certifies the information provided in the job resume and during the job interview are correct, and the job candidate is a trustful employee. The check confirms the length of employment and covers potential gaps in the career history. The background check process compiles information about the employee, which are relevant to the employment relationship. The background check is about confirming information provided about the previous employers, education, criminal records and others. Background Check Basic Rules The background check is not a surprise included in the recruitment process. The company should inform the job candidates in the beginning about the background check for the new hires. The background check should be briefly described in the job advertisement.
69 Online Recruitment The online recruitment is the leading recruitment source today. The online recruitment needs a different approach. The job applicant can receive more information about the job vacancy, and the application for a new job is much easier today. The overload in the recruitment function can be enormous. The efficiency of the recruitment process can drop significantly. The art of the online recruitment has to be learned over a longer period of time.
70 Online Recruitment Online Recruitment Practices The Web 2.0 and the social media webs introduced a entirely new way of the recruitment. They do not post many job vacancies. They let people fill in their career interests, they allow members to connect themselves as friends and colleagues. The websites sell specific access rights for the recruitment companies. They offer the opportunity to have a specialized company page, where the job applicants can become fans of the company. The LinkedIn and Facebook are the kings of the online recruitment today. Facebook is cheaper, but building the requested level of the social interaction takes time. The recruitment using the social web media is a highly specialized area of the recruitment. The deep expertise and understanding to the Web 2.0 techniques is a must. The recruiters have to understand emotions, and they have to understand how to send right messages to the audience.
71 The employer branding The employer branding is modern HR topic. It started in late 90s of the last century. The companies started the war for talents, and they had to engage talents on the job market. The organizations needed to hunt talents employed at competitors. The employer branding became a significant part of the war for talents. The employer branding is focused on building the brand name of the employer on the job market. It is focused on developing the positive relationship with employees and target groups on the job market (potential pools of candidates for the future job vacancies). The employer branding is the essential part of the recruitment and staffing area and consumes a significant proportion of the HR budget. The employer branding is about the communication of the expectations and benefits provided for meeting the expectations. Many organizations focus on the communication of the quick career path; many organizations focus on the communication of the friendly and fair internal environment. The organizations build the competitive advantage using their corporate cultures.
Talent management consulting is the giving of professional, expert advice to executives who are put in charge of handling, directing, or managing those who have a capacity for achievement or success. THE
Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development
BUSINESS CONSULTING SERVICES Comprehensive practice management solutions for independent investment advisors Insights, tools and resources to help you Accelerate Your Growth, Scale Your Business and Elevate
e-colt Services Recruitment Process Outsourcing (RPO) Introduction Recruitment Process Outsourcing (RPO) offers executives a potential competitive advantage in the marketplace as it provides organizations
NRG ENGINEERING PTE LTD. Research Efficient Talent Acquisition through E-Recruitment 6/18/2008 By Gilles Depardieu, PhD Pamela Islam, MBA How Best Practices in Recruiting are better enforced using E-Recruitment
Benchmark On-line recruiting has come a long way... How does YOUR organization measure up? 10 Point E-recruitment Assessment The PRESSURE IS ON to not only get in the game, but WIN the GAME! Intense competition
Businesses recognize that their most valuable resource is the people. With the demand for skilled talent continuously growing, it s a competitive necessity to have the best processes in place to attract,
Recruitment Process Outsourcing Methodology Statement Contents An Overview... 3 Steps To Success The Components of an Outsourced Recruitment Process... 4 Why Use RPO?... 6 Why Consult Group?... 8 About
GET THE RIGHT HIRE! Manage your new hire right from the start; Make them feel at ease Introduction: To know the pulse of the employment and to recruit your employees based on this is indeed a difficult
Sourcing Top Talent: Best-Practice Make-or-Buy Executive Recruitment Strategies Debra J. M. Best, SPHR Deb Best Practices www.debbest.com Begin with the end in mind Stephen Covey In order to ensure the
SUCCESSION PLANNING AND MANAGEMENT GUIDE HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland and Labrador P.O. Box 8700 St. John s Newfoundland
Focusing on you. Focusing on the future. Talk to JAM now on 0800 211 8877 www.jamrecruitment.co.uk Powerful RPO solutions from JAM Recruitment Future Great recruitment is incredibly powerful. It can change
THE HIRING REPORT the state of hiring in china 2015 THE TOP 9 What professionals in China really want in a new role in 2015 THE NEW KING Why work life balance is now the No 1 priority of senior executives
The six key marketing challenges facing recruitment firms today September job opportunities across the UK were up by 16% year-on-year according to research statistics from Reed, and while the British economy
Networks 3R Expert Recruiter Platform Respect Results Returns The 3R Partnership was created around three core values: Respect Respect for what you have achieved. To foster partnership, promote your background,
Telegenisys Outsourcing Excellence White Paper Choosing the Right Business Service Provider (BSP) Telegenisys Inc., 5055 Business Center Drive, Suite 108 223 Fairfield, CA 94534 Phone: (800)510 9053 Fax:
INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS WHY TEDS? Fully Integrated TEDS Talent Management Solutions are fully integrated, allowing information to be shared among
36 General Information What s In It For You Introduction Staffing Services Managed Services Consulting Services RPO FAQs Contact Info Top Tier Staffing, LLC ASA Member American Staffing Association MWBE
ADP Research Institute The Recruitment Quotient: Raising Your Talent IQ Contents 3 Introduction 4 Candidates Expectations: Higher Than You Might Expect 5 Employment Brands, Social Media, and the Consumerization
www.es-africa.com ESAfrica Partnering People Creating Change. Search and Selection Employment Assessment Analysis Outplacement Employment Services Payroll Processing ESAfrica has been a leader in the recruiting
The Essential Guide to Inbound Marketing For Business Owners & Executives a g u i d e f o r i n c r e a s i n g r e v e n u e a n d g e n e r a t i n g i n b o u n d m a r k e t i n g l e a d s f a s t
4 Steps to Creating a Successful Social Recruiting Strategy By Sharlyn Lauby, SPHR, CPLP Introduction Social recruiting is the concept of using social tools in the recruitment process. Many different social
SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY EXECUTIVE SUMMARY The key drivers that drive talent acquisition in good times and bad times, in tight labor markets or soft ones largely remain
State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic
White Paper How-to-Guide: Empowering Agents to Excellence in Every Day Moments A Continuous Improvement Process for Sustainable Customer Satisfaction February 2014 EXCELLENCE IN CUSTOMER EXPERIENCE EVERY
September 19, 2008 The War for Talent Retaining critical resources during outsourcing transitions www.mercer.com What we will talk about today Setting the stage: Outsourcing means transformation The talent
HR CERTIFICATION INSTITUTE HUMAN RESOURCE MANAGEMENT PROFESSIONAL BODY OF KNOWLEDGE HRMPSM 1 HR CERTIFICATION INSTITUTE hrci.org 16% 32% 23% 29% ABOUT THE HRMP SM CREDENTIAL Human Resource Management Professional
corporate solutions Darwin Corporate Solutions Global Reach, Specialist Talent, Bespoke Solutions In the long history of mankind, those who learned to collaborate most effectively have prevailed. Charles
A guide to strategic human resource planning By Workinfo.com, www.workinfo.com 1. Introduction A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation's overall
Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational
IT WORKFORCE PERSPECTIVES To optimize how organizations attract, develop and retain great IT people, it is critical to evaluate what happens at the line levels of IT and how organizations source, screen,
Redefining RPO: Comprehensive Talent Solutions Changing the Employment Landscape EXECUTIVE SUMMARY Recruitment process outsourcing (RPO) has undergone a transformation. What once was a function focused
This page was left intentionally blank. Workforce Planning Model Steps What This Step Accomplishes 1. Define the Scope Determines our focus could be long or short term could be a specific business unit
Catching Your Competitors Off Guard: It s Time to Upgrade Your Small Business s Network 1 It s no cliché or a mere excuse: the global economy is as sluggish as analysts say. We ve all seen countries around
best practices Social recruiting: Five tips to improve efficiency and get better results Social recruiting is just one aspect of a multi-channel recruiting strategy, but it s one you can t afford to overlook.
TARGETING RECRUITMENT PROCESS OUTSOURCING NelsonHall HR Outsourcing Subscription Service 1 Definition of Recruitment Process Outsourcing (RPO) Recruitment Process Outsourcing is the transfer of operational
Human Capital Management: Leveraging Your Human Assets Executive Summary Managers have always intuitively believed that their employees generate value for the organization but today, intuition is no longer
Social Media & Recruitment How can Social Media be used to attract and recruit the right talent for your organisation? Presented by: Thamara Naicker, Telkom SA November 2013 https://www.youtube.com/watch?v=pslgvgkq9go
Coles Group Recruitment: Embracing technology changing the way we recruit Overview Overview Recruitment Challenges Our situation Technology the answer! The volume process Online Assessment Voice Recognition
Guideline to purchase a CRM Solution esphere Whitepaper Content list Introduction... 3 Challenges... 3 Overview... 4 Define Your CRM Requirements and Business Objectives and start gather information...
In Partnership with Military Recruiting Consulting & Training Services Proposal Prepared For: March 9, 2015 Our Understanding of Your Needs XYZ is a rapidly growing organization with... An evolving military
MANAGING THE EMPLOYEE LIFECYCLE Current Position Jose Laurel Experience & Expertise 16 years experience in management, operations, marketing and international commerce Prior to G&A, served as country manager
10 Must-Track Metrics in Talent Acquisition Talent acquisition continues to be one of the most urgent issues for companies, and the pressure to hire the right people has created an intensely competitive
THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS What makes a high-potential? Quite possibly not what you think. The HR Guide to Identifying High-Potentials 1 Chapter 1 - Introduction If you agree people are
BEAT THE ELITE HOW TO USE CRM TO OUT COMPETE YOUR RIVALS. 1 CONTENTS INTRODUCTION 2 ACHIEVE TARGETED MARKETING 6 CUSTOMER SERVICE AND SATISFACTION 3 EMPOWER STAFF WITH MOBILE CRM 7 DON T RELY ON SPREAD
: What does it take to create an Apprenticeship program? Take me through the process. 10 STEPS TO IMPLEMENT YOUR APPRENTICESHIP PROGRAM 1. Decide what skills you need and what you can provide. To begin,
Recruitment Software 101 What is Talent Acquisition? Once upon a time, personnel departments existed to simply find warm bodies to fill vacancies. Today, the best companies realize that success requires
Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices HRsmart October 3, 2012 2 Introduction Carl Kutsmode Partner Talent Acquisition Management Consultant with over 18 years
Recruiting in Labor Markets 2008 Thomson/South-Western All rights reserved. Strategic Approach to Recruiting Benefits of a Strategic Approach Matches recruiting activity with organizational and human resource
Energy insights At a glance There are substantial benefits to be gained by identifying talented employees including those deep in the organization with specialized skills and coordinating their training
Appendix A REE Position Management and Workforce/Succession Planning Checklist Agency: Division /Office: Position Number: Date: Supervisor: Vacancy Announcement (if Recruit): Position Title/Series/Grade:
Employee Engagement Drives Client Satisfaction and Employee Success in In professional services, business success is achieved through employee success. Organizations that prioritize top talent gain competitive
Internship Guide This guide provides a roadmap for any company, no matter the size of the business or the industry. Whether you re just getting started or already have an internship program that you want
Recruitment Development institute Webinars Ramp up your recruitment skills and improve your own job security and performance with the Recruitment Development Institute Webinars. We have hand-picked our
Improve Call Center Performance through Better Hiring: Five Key Strategies A Business Optimization White Paper by: Kevin G. Hegebarth Vice President, Marketing HireIQ Solutions, Inc. 1101 Cambridge Square,
recruitment & human resources organizational analysis review & industry best practices About the Authors David Szary David is a leading authority on developing radical, just-in-time recruitment solutions
PMO Director It s about you Are you curious about how individual projects further a company s strategy? Can you think at the macro level across broad groups of people and services? Do you have an eye for
25 ways to boost your social media recruitment campaign: a hiring manager s guide #Hiring #Jobs Let s get started People buy from people Go where your customers (or in this case, candidates) are Re-visit
Jobvite Hire: Advertising & Marketing The creative recruiting solution for hiring creative people. What s so special about creative people? Everything. Creative candidates don t fit molds. Instead of standard
Overview Lanteria is a SharePoint based HRM solution that facilitates and automates the entire HR management cycle in a company. The organizes the central storage of all HR information, guides and supports
Course Descriptions for the Business Management Program Upon completion of two quarters, students will earn a Professional Certificate in Business Management with a specialization in a chosen area: HR,
Why Your Job Search Isn t Working 6 mistakes you re probably making and how to fix them I t s easy to think that your lack of success in finding a new job has nothing to do with you. After all, this is
Recruiters Introduction Using the internet to fuel your recruitment drive is becoming most employers favourite method of job vacancy advertising. With more candidates than ever looking for a fresh start
State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3
Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:
3G Labs India Private Limited 3G Labs India Pvt. Ltd., incorporated in 2007, spearheading one stop HR solutions to the mid large companies. 3G Labs India Pvt. Ltd., is located in Bangalore offering Executive
Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people
Choose Wisely When Hiring a Search Firm to Recruit for Key Positions Like accounting firms, not all recruiters are created equal. By Geremy C. Cepin If your firm is similar to most firms in the accounting
State of Washington Supervisors Guide to Developing Operational Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas...
The Essential Guide To Developing A Social Recruiting Strategy Bigger. Better. Hired. Table of Contents Welcome What is social recruiting? Bringing in the new 3 3 4 Where to begin? Why are you doing this?
Take Advantage of Social Media Monitoring WHY PERFORM COMPETITIVE ANALYSIS ON SOCIAL MEDIA? Analysis of social media is an important part of a competitor overview analysis, no matter if you have just started
Stand OUT Stay TOP-of-mind Sell MORE Use the arrows to navigate through the pages. next 1/19 [close] Haley Marketing Solutions Get past HR and sell higher margin solutions...4 Build a KILLER website...5
The Impact of Competency Management Competency Management Solutions Author: Lauren Havighurst Index Introduction People are Crucial to Business Success...................... Page 2 Competency Management
Customer Experience Management Best Practices for Voice of the Customer (VoC) Programmes Jörg Höhner Senior Vice President Global Head of Automotive SPA Future Thinking The Evolution of Customer Satisfaction
HR software Strong organisations are carried by strong employees Employees of the future The world today is swept by constant change. The labour market is crying out for manoeuvrable and employable staff.
Online Marketing and Social Media ( Module 1 ) How the Internet has Impacted Marketing? The internet has developed very rapidly as a major force in the marketing equation for many consumer products. Not
National Association of State Personnel Executives 859.244.8182 email@example.com www.naspe.net BRINGING MODERN RECRUITING SYSTEMS TO STATE GOVERNMENTS INTRODUCTION State governments manage a large workforce
ARCHITECTURE SALARY & EMPLOYMENT REVIEW January 2016 2015 in Architecture employment was a year of change, a positive one. But what does 2016 hold for employees and employers alike? Opportunities, challenges
TOPRA Annual Veterinary Symposium The War for Talent Effective Recruitment & Retention A presentation by Paul Foster, Consultant, The RSA Group of Companies ENABLING AND PROMOTING EXCELLENCE IN THE HEALTHCARE
50 HR and Recruiting Stats That Make You Think Introduction Employer branding, employee engagement, social recruiting, transparency and Millennials are among the most important trends and topics impacting
Human Resources Competency Model A ONE-SIZE-FITS-ALL MODEL DEVELOPED FOR A COMPANY IN A SERVICES INDUSTRY HR COMPETENCIES* STRATEGIC Business Partnering: Business and internal customer orientation; forecasting,
LinkedIn Tutorial An Introduction to Today s Leading Job-Search Social Network Introduction to The second most popular social network in the U.S., LinkedIn is used for keeping track of and growing a professional
1 CASE STUDY MSXI SALES EXCELLENCE SALES EXCELLENCE ACROSS MULTIPLE MARKETS. fueled by challenge. powering success.sm 2 BRINGING YOUR SALES PROCESSES UP TO SPEED. MSXI was asked by a premium manufacturer