Mc kinsey Hr

iHRM 18.03.2012 Recruiting

International Human Resource Management: RECRUITING

Professor: Franca Cantoni

Students: Anja NeumannAlexandra StahlPaul RauserDara Lowe

2. Current issues affecting Recruitment


http://blog.metahr.de/2011/02/10/recruiting-trends-2011-bekannte-entwicklungen-verschaerfen-sich/

• Demographic Change Demographic change in the pool of applicants

• Skills shortageLack of qualified workers

• Bologna-Process Adjustment to Bachelor – master programs

• Social MediaNew communication channels

• Economic crises Effectiveness and Efficiency



3. Pitfalls in Recruiting


ScopingWhen drawing up a job description and person specification, make sure they are relevant, reflect the work and do not discriminate. For example, do not ask for a driving licence unless the role requires driving, as this could discriminate against people with some disabilities.

AdvertisingBy placing a discriminatory job advertisement, you could face claims from unsuccessful applicants and also from would-be applicants who were put off applying.

Wrong SpendingSpending several thousand of Euros on a national newspaper advertisement without giving due thought to the messages being sent, the candidate specification, package, etc.

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3. Pitfalls in Recruiting


Sex and GenderThe law requires equal pay and equal treatment between the sexes.

AgeAsking candidates how old they are, or their date of birth, is not wise.Wrong Spending

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6. Evaluation of the recruitment process


- The recruitment policies, sources and methods have to be evaluated from time to time

-A successful recruitment process shows:

• No. of successful placements• No. of offers made• No. of applicants• Costs involved• Time taken for filling up the positions

Adidas - Company Profile


• 1949 -The foundation: adidas is registered as a company, named after its founder: 'Adi' from Adolf and 'Das' from Dassler.

• 1995 - adidas goes publicFlotation on the Frankfurt and Paris Stock Exchange

• 2012 150 subsidaries – directed from the headquarter 46,824 employees (2011)

Adidas & Reebok: Footwear, apparel and accessories

TaylorMade: Golf equipment (metalwoods, irons, putters, golf balls, footwear, apparel and accessories)

Adidas – Recruitment Process


Media Selection Operative Approach In- or external


• Company Homepage• StepStone• Monster• Xing• Facebook• Linkedin

Homepage




NEW

OLD

Internal

Out-sourcing

Continou

s

Target orient

ed

Internal

External





NEW

OLD

Internal

Out-sourcing

Continou

s

Target orient

ed

Internal

External


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NEW

OLD

Internal

Out-sourcing

Continou

s

Target orient

ed

Internal

External





NEW

OLD

Internal

Out-sourcing

Continou

s

Target orient

ed

Internal

External





NEW

OLD

Internal

Out-sourcing

Continou

s

Target orient

ed

Internal

External




Media

Selction

•New •Tradition

Operative

•Internal•Outsourcing

Approach

•Continous•Target oriented

Internal or

External

•Internal•External


Adidas - Company Profile


• Internal Recruiting Process• Social Media Recruiting• Business Fairs• Business Dinners• Workshops

Participating in career fairs, case studies, etc.

“Our target is to identify, build and foster relationships to key universities around the world

e.g. Hochschule St. Gallen, ESADE Barcelona, RSM Rotterdam, Hong Kong University, Babson College Boston”


McKinsey - Company Profile


• Founded by James McKinsey in 1926, the firm is owned by its partners

• McKinsey & Company is one of the world's top management consulting firms.

• With roughly 90 offices in more than 50 countries around the globe• The company advises corporate enterprises, as well as government

agencies, institutions, and foundations on a number of business practices

McKinsey – Building Global Leaders


The four key strengths McKinsey identifies when recruiting are

1. Achieving2. Leadership 3. Strong communication and presentation skills 4. Problem solving

McKinsey – Building Global Leaders


• Instill a talent mindset at all levels of the organization beginning with senior management

• Create a winning Employee Value Proposition (EVP) that brings scarce talent through the doors, and keeps them there

• Exciting work• Great company• Wealth and reward• Growth and development• Recruit great talent continuously• Grow great leaders • Differentiate and affirm

McKinsey – HR Strategy


• Continuous for consulting roles• Uses the up and out principle, therefore always finding the best talent• Impulsive Jobs are offered for specific roles• Uses traditional and new media recruitment • Recruits internally as clear career paths are identified for day one.

Employee development is instilled within the culture• Recruits externally through college milk grounds(scholarships) graduate

work shops, Graduate job sites



• McKinsey was one of the first consulting firms to actively recruit candidates with advanced professional degrees (APDs)

• The organisation does not set out to recruit a fixed quota of graduates in a year

•Recruiting is more like marketing and selling; it’s a key responsibility of all managers•We hire at all levels – entry, mid, and top – and look for talent in every conceivable field

•Recruiting is like purchasing; it’s about picking the best from a long line of candidates•We hire at entry levels only, primarily from the same 6 or 7 schools



Connection

Collaboration

Content

Conversation