Latest Trends in Recruitment and Selection



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Latest Trends in Recruitment and Selection

  • Latest Trends in Recruitment and Selection

  • Andre O’Callaghan

  • July 2011


Between 2004-2009:

  • Between 2004-2009:

  • Less than 10% of school leavers wrote HG maths - of these only 50-60% passed

  • 7% of all schools provide 90% of all engineering graduates

  • 1/3 of all school leavers pursuing technical / natural sciences are PDI’s (well into 21st century majority of accountants, engineers and scientists will not be African)



Unemployment – 1997 to 2009

  • Unemployment – 1997 to 2009



Employment by sector – 1998 & 2008

  • Employment by sector – 1998 & 2008



Recruiting gets a whole lot easier when you have a reputation for being a great place to work.

  • Recruiting gets a whole lot easier when you have a reputation for being a great place to work.

  • Joanna Meiseles

  • Recruitment – the elusive art of securing the perfect ‘fit’ between company and individuals. Is it possible?





Why should we appoint you?

  • Why should we appoint you?

  • What are your key strengths and weaknesses?

  • What do you have what we need?



Attraction Ability

  • Attraction Ability

  • Brand and image management

  • Talent retention

  • Value-add

  • Cost



Older workforce

  • Older workforce

  • Alternatives to Facebook



E-recruitment

  • E-recruitment

  • Social Networking

  • Temporary staff

  • Recruitment Outsourcing (RPO)

  • SA Labour Market

  • Risk Management







87% uses a HRIS

  • 87% uses a HRIS

  • 51% use technology in recruitment

  • 75% use e-recruitment

  • 94% of the global 500 use corporate websites and online applications



Social Networks – Urban African Youth (1992 & 2000)

  • Social Networks – Urban African Youth (1992 & 2000)



Social Networks – Urban African Youth (1992 & 2000)

  • Social Networks – Urban African Youth (1992 & 2000)

  • Implications

    • SA African Youth – increasingly disassociated from social organisations
    • According to Stats SA (2005) only 10% of the age group 15-30 use networks to find a job


The Internet is growing - 7 in 10 job seekers use it to search for jobs (Career Junction leads this space, followed by Careers24)

    • The Internet is growing - 7 in 10 job seekers use it to search for jobs (Career Junction leads this space, followed by Careers24)
    • Social media platforms were measured for the first time this year and results indicated that 17% of respondents have used it to look for a job
    • 80% of job applicants say they don’t mind applying for jobs online, while two thirds prefer responding to job ads by means of email – a significant increase from 50% in 2009


Nearly three quarters of respondents (3100) have loaded their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.

    • Nearly three quarters of respondents (3100) have loaded their CV’s onto a database with the hope of being contacted for an interview, of which more than half have been approached by prospective employers.
    • 1.6 million job seekers on Career Junction (Feb 2011)
    • Recruitment pages in newspapers are still the most popular resource (82%) - The Sunday Times Careers supplement continuing to dominate (The Skills Portal, June 2011)




Reducing costs

    • Reducing costs
    • Automated processes – thus increase hiring speed (turnaround time)
    • Widen the selection pool – Greater geographical reach
    • Brand-building (enhanced corporate image)


Standardisation – comparison of CV’s

    • Standardisation – comparison of CV’s
    • Streamline administration
    • Speaks to younger generations
    • Better co-ordination


Access to vacancies 24/7

    • Access to vacancies 24/7
    • Reaches a global audience
    • Cost effective way to build a talent bank
    • Can handle high volumes
    • Provide more tailored information to the post and organisation
    • Ease of use for candidates
    • Applications are instantaneous. 


Limit the applicant audience

    • Limit the applicant audience
    • Cause applications overload or inappropriate applications
    • Limit the attraction of certain groups
    • Can be seen as discriminatory
    • Is impersonal
    • Can ‘Turn-off’ candidates
    • Limited information and not user-friendly






Facebook

    • Facebook
    • 500 million users (1 in every 13 people on the planet)
    • 250 million people interact with Facebook from outside the official website on a monthly basis, across 2 million websites
    • 200 million users connect via their cell phones to Facebook
    • The 35+ demographic is growing rapidly, now with over 30% of the entire Facebook user base.
    • The core 18-24 year old segment is now growing the fastest at 74% year on year


LinkedIn



RPO – or Recruitment Process Outsourcing:

    • RPO – or Recruitment Process Outsourcing:
    • The outsourcing of part, or all of its recruitment activities to a service provider


Benefits

    • Benefits
    • RPO reduces recruitment costs - companies can save on agency fees, advertising fees, employee referral fees, travel expenses, etc.
    • RPO can help the HR team to focus on their core activities.
    • RPO is both time-saving and effective because the full scope of recruiting tasks is taken care of by an external dedicated agency
















































Fasset

  • Fasset

  • www.fasset.org.za

  • Call Centre - 086 101 001



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