GROUP

ANUJ AGRAWALANUJ AGRAWAL

AKSHAY LIMAYEAKSHAY LIMAYE

RADHIKA UMAKANTHRADHIKA UMAKANTH

RAHUL RAMANUJANRAHUL RAMANUJAN

VINAY DASHORAVINAY DASHORA

HIRING PROCESSHIRING PROCESS

HIRING - INTRODUCTIONHIRING - INTRODUCTION

•An effective and efficient hiring process is essential for business success. An effective and efficient hiring process is essential for business success.

• People who can put forth company’s positive image while performing with People who can put forth company’s positive image while performing with

accuracy and efficiency must be hired. accuracy and efficiency must be hired.

• Well trained, conscientious employees are your most valuable assets.Well trained, conscientious employees are your most valuable assets.

THE STEPS TO HIRINGTHE STEPS TO HIRING

• Create a Job DescriptionCreate a Job Description

•Develop an Application for EmploymentDevelop an Application for Employment

• Interview the CandidatesInterview the Candidates

•Gather DataGather Data

• Make the OfferMake the Offer

•Notify Rejected ApplicantsNotify Rejected Applicants

•Define the Introductory Employment PeriodDefine the Introductory Employment Period

RECENT HIRING SURVEY COMPLETEDRECENT HIRING SURVEY COMPLETED

SURVEY RESULTSSURVEY RESULTS

22% do not have a career link (Career 22% do not have a career link (Career Portal) on their websitePortal) on their website

Of the 78% that do…Of the 78% that do… 100% have candidates upload resumes 100% have candidates upload resumes 4% have knock out qualifying questions4% have knock out qualifying questions A few are “old school” - have a A few are “old school” - have a pdfpdf

application that a candidate completes by application that a candidate completes by hand and faxes/mails to HRhand and faxes/mails to HR

Effectively, most companies source and Effectively, most companies source and select candidates in the same ineffective select candidates in the same ineffective wayway

How is the traditional hiring process affecting your organization today?How is the traditional hiring process affecting your organization today?

78%

22%

Career Center on Website

No Career Link on Website

BIG PICTUREBIG PICTURE

98% of job seekers use the Internet in their searc98% of job seekers use the Internet in their search CHALLENGE: Identifying who is right for youIdentifying who is right for you

Keyword searches cast a large net due to low inherent Keyword searches cast a large net due to low inherent accuracy of the searchaccuracy of the search

○ CHALLENGE: Management of resumes Management of resumes

Primary factor (capability) to perform a job is first based Primary factor (capability) to perform a job is first based on obtained skills and depth of experienceon obtained skills and depth of experience

CHALLENGE: Quick and accurate measurement of skill and experienceQuick and accurate measurement of skill and experience

Nearly one-in-five employers report it typically takes two Nearly one-in-five employers report it typically takes two months or longer to fill open positionsmonths or longer to fill open positions CHALLENGE: Decrease time to hireDecrease time to hire

The existing hiring process has not been optimized to the advantages obtained by the speed of the internet!

The Traditional Hiring Process…The Traditional Hiring Process…

Step 1:

SEARCH

SOURCINGSOURCING

ASSESSMENTASSESSMENT

INTERVIEWINTERVIEW

OFFER / HIREOFFER / HIREStep 5:

Step 4:

Step 3:

Step 2:

1. Sourcing

Average-55 minute investment

Resources: Human Resources, Hiring Manager(s) and/or outsourced service

Tools: Career Job Boards, Corporate Websites, Employee Referrals

2. Search• Average-180 minute investment• Resources: Human Resources, Hiring Manager(s) and/or outsourced

service• Tools: Key word search tools, highlighter, skill

• 3. Assessment• Average-95 minute investment• Resources: Human Resources, Hiring Manager(s) and/or outsourced

service• Tools: Skill, Personal Interpretation

• 4. Interview• Average-165 minute investment• Resources: Human Resources, Hiring Manager(s)• Tools: Skill, Personal Interpretation

• 5. Offer/Hire• Average-40 minute investment• Resources: Human Resources, Hiring Manager(s)

34%

10%

18%

31%

7%

Over Half the effort (52%)

Unstructured format increases: Time-to-Hire Inaccuracies Cost Organizational Performance

WHAT IS WRONG WITH EXISTING RESUME BASED WHAT IS WRONG WITH EXISTING RESUME BASED RECRUITING SYSTEMS?RECRUITING SYSTEMS?

Structured Unstructured

Defining Job Placing Media Ads/Job Postings Receive Application Information Search Database Select Candidates Interview Process Reference Checking Testing Background Check Offer Onboarding Process

INFORMATIONSTEPS

Resumes are written in the style and terminology of the writer and must be interpreted by the reader (Accuracy)

Keyword searches can find thousands of resumes from numerous job boards – each must be read and interpreted (Time and Accuracy)

Quality of the selection decision is impaired (Cost and Organizational Performance)

1. Hiring entities create a “profile” of the job requirements

2. Candidates create a “profile” of their skills, experiences and education

3. PowerMatch, using a patented algorithm, matches and ranks candidates to job requirements in seconds

4. http://www.idealhire.com/powermatch1.html

HOW THE IDEAL HIRE SYSTEM ADDRESSES THESE HOW THE IDEAL HIRE SYSTEM ADDRESSES THESE WEAKNESSESWEAKNESSES

Focuses on skills, experience and educationFocuses on skills, experience and education

Structured information using skills data base (>10,000 skills in data base)Structured information using skills data base (>10,000 skills in data base)

HOW THE IDEAL HIRE SYSTEM ADDRESSES THESE WEAKNESSESHOW THE IDEAL HIRE SYSTEM ADDRESSES THESE WEAKNESSES

Results in fast, Results in fast, precise and precise and accurate accurate identification of identification of the best the best candidates for the candidates for the jobjob

Web based Web based software as a software as a service – No IT service – No IT support requiredsupport required

The “Structured” Process focuses on The “Structured” Process focuses on improving the improving the selectionselection of candidates of candidates Collapses the process to 4 stepsCollapses the process to 4 steps

Savings in recruiter’s time – 30 to Savings in recruiter’s time – 30 to 50% 50%

Reduces the time to hire down to Reduces the time to hire down to as little as 1 weekas little as 1 week

Pushes the work back to the Pushes the work back to the candidatecandidate

Improves quality of candidates by Improves quality of candidates by immediately identifying those who immediately identifying those who “CAN DO” the job“CAN DO” the job

Improvement in selection quality - Improvement in selection quality - Reduced the average number of Reduced the average number of interviews per hire from 4 to 1.4interviews per hire from 4 to 1.4

Step 1:

Search

Sourcing

Assessment

Interview

Offer / Hire

Step 3:

Sourcing

Step 3:

Selection

Experience“Can Do”

Motivation“Will Do”X

Interview

Offer / Hire

Step 4: Step 5:

Step 4:

Step 1:

TRADITIONAL IDEAL

Step 2: Step 2:

HOW THE IDEAL HIRE SYSTEM ADDRESSES THESE WEAKNESSESHOW THE IDEAL HIRE SYSTEM ADDRESSES THESE WEAKNESSES

PowerMatch

CAPTURE INFORMATION IN A STRUCTURED WAYCAPTURE INFORMATION IN A STRUCTURED WAY

EDUCATIONEDUCATION

INDUSTRY INDUSTRY EXPERIENCEEXPERIENCE

CERTIFICATIONS

CERTIFICATIONS

Candidate Pools HR/Hiring Managers

HUNDREDS HUNDREDS THOUSANDS THOUSANDS

MILLIONSMILLIONS

Resumes---Unstructured Information

EDUCATIONEDUCATION

INDUSTRY INDUSTRY EXPERIENCEEXPERIENCE

CERTIFICATIONS

CERTIFICATIONS

Candidate Pools

HUNDREDS HUNDREDS THOUSANDS THOUSANDS

MILLIONSMILLIONS

HR/Hiring Managers

Lots of guess work interpreting data

Minimal effort selecting

candidates

•Education•Industry •Skills•Years of Experience

Job

Pro

file

•Certifications

•Proficiency

•Education•Industry •Skills

•Certifications•Years of Experience

Can

dida

te

Pro

file

Profiles---Structured Information

COMPLETING THE HIRING PROCESSCOMPLETING THE HIRING PROCESS

• Retention of Interview FilesRetention of Interview Files

•Establishing a Filing SystemEstablishing a Filing System

•Form I-9: Employment Eligibility VerificationForm I-9: Employment Eligibility Verification

•New Hire Reporting: Tracking Parents Who Owe Child Support New Hire Reporting: Tracking Parents Who Owe Child Support

•Employment-At-Will: No Notice, No Reason, No CauseEmployment-At-Will: No Notice, No Reason, No Cause

•Negligent Hiring and Retention: You Should Have KnownNegligent Hiring and Retention: You Should Have Known

•Employees’ Right to PrivacyEmployees’ Right to Privacy

• A recruitment decision is a long term commitment on A recruitment decision is a long term commitment on sustaining the person.sustaining the person.• Take with extreme care .Take with extreme care .

PHILOSOPHYPHILOSOPHY

RECRUITMENT & SELECTIONRECRUITMENT & SELECTION(Process at glanceProcess at glance)

Manpower Planning Requirements

Tele-interview

Call by HR to Candidates for

scheduling Personal interviews

Sourcing by Recruiter

Personal Interviews by

Technical Team

Scrutiny of Resumes by Technical Panel

Call by HR to Candidates for scheduling Tele-

interviews

HR RoundHR Round

Joining Kit Issuing LOI &

Upkeep of Information (Recruitment MIS)

NEEDNEED

STRATEGIC PLAN

BUSINESSPLAN

MANPOWERPLAN

STAFFATTRITION

INTERNAL TRANSFER

SHORT TERMREQUIREMENTS

RECRUITMENT

By the Managing Director.By the Managing Director. By the HOD’s(Head of the Department).By the HOD’s(Head of the Department). Authority delegated under certain circumstances.Authority delegated under certain circumstances. Attrition: An opportunity to think of alternatives to the Attrition: An opportunity to think of alternatives to the

position.position.

APPROVALAPPROVAL

CRITICAL TO THE PROCESS.CRITICAL TO THE PROCESS.

ONE STEP PROCESS WHICH:ONE STEP PROCESS WHICH: Describes the need.Describes the need. Specifies the personSpecifies the person Ensures the approval.Ensures the approval.

THE MANPOWER REQUISITION THE MANPOWER REQUISITION FORMFORM

SPECIFYING THE NEEDSPECIFYING THE NEED

What is the job description?What is the job description? What is the person’s profile?What is the person’s profile? How is the requirement best described on How is the requirement best described on

our website?our website? If advertised, how should we specify the If advertised, how should we specify the

requirement?requirement?

MR FORM

THE MR PROCESSTHE MR PROCESS

ACTIVITY USER DEPARTMENT HR DEPARTMENT VENDOR CANDIDATE

MR Process

DecideNeed

Prepare

MR

Meet/Clarify

Clear? yes

No

Ack. MR

InformUserDept.

Ack.MR

HR PRELIMINARY DECISIONSHR PRELIMINARY DECISIONS

Given MR

Short Term

Permanent

Location Contractual Process/Fixed Term

CVCVSourcingSourcing

Head Hunters

Internet Search

VendorsVendors

SOURCING RESUMESSOURCING RESUMES

• Most critical part of process • HR understanding the needs properly

• Various sources: Own databank.Own databank. Employee referralEmployee referral Internet searchInternet search Vendors / consultantsVendors / consultants Head huntersHead hunters

RECRUITMENT FACILITATION SCHEMERECRUITMENT FACILITATION SCHEME

• Rewards employees for referring experienced friendsRewards employees for referring experienced friends• Rs 10k for Associate 4/ Engineer 1 & 2Rs 10k for Associate 4/ Engineer 1 & 2• Rs 20k for Executive1 & 2 and Manager 1Rs 20k for Executive1 & 2 and Manager 1• Rs 30k for Manager 2 & 3 Rs 30k for Manager 2 & 3 • Rs 40k for Manager 4 and Senior managerRs 40k for Manager 4 and Senior manager

• No pressure on employee AFTER recruitmentNo pressure on employee AFTER recruitment

CLICK ON “CAREERS”

REGISTRATIONAPPLY AGAINST A VACANCY

RESUME POSTING

IF ALREADY REGISTERED

PROCESS FLOW CHARTPROCESS FLOW CHART(APPLICATION FORM)(APPLICATION FORM) APPLICATION

FORM(RESUME POSTING)

APPLICATION FORM(RESUME UPDATING)

RECRUITMENT MODULERECRUITMENT MODULE(STAGES FOR IMPLEMENTATION)(STAGES FOR IMPLEMENTATION)

Stage 1 - Application FormStage 1 - Application Form

Stage 2 - Search EngineStage 2 - Search Engine

Stage 3 - Candidates Status monitoring System Stage 3 - Candidates Status monitoring System

Stage 4 – MISStage 4 – MIS

Stage 5 - Advertisement ModuleStage 5 - Advertisement Module

NEXT STAGENEXT STAGE

COLLATION COLLATION OF RESUMESOF RESUMES

APPLICATION AGAINST A APPLICATION AGAINST A SPECIFIC VACANCY SPECIFIC VACANCY

RECRUITMENT SEARCH ENGINERECRUITMENT SEARCH ENGINE

Candidate’s Status

Information to :-1) Concerned HOD2) Referrer 3) Administrator

Candidate’s Status Monitoring

Recruitment M

IS

INTERVIEWS

• First impressions matterFirst impressions matter• Good preparation is essential Good preparation is essential • Not an opportunity to show superior knowledge! Not an opportunity to show superior knowledge!

CLOSING THE INTERVIEW CLOSING THE INTERVIEW

• Designation Designation • Salary packageSalary package• Joining dateJoining date• LocationLocation

• Candidate agreemenCandidate agreementt

UPON JOINING UPON JOINING

• ReferencesReferences• Medical examination Medical examination • Statutory forms (PF , ESIC etc.)Statutory forms (PF , ESIC etc.)• Identity cardIdentity card• Email IDEmail ID• Infrastructure Infrastructure

THE APPOINTMENT LETTER THE APPOINTMENT LETTER

• The “contract” for employmentThe “contract” for employment• Discuss the contract for employmentDiscuss the contract for employment

JOINING FORMALITIES JOINING FORMALITIES

• Data replication from Recruitment Module to Data replication from Recruitment Module to

Employee MasterEmployee Master

• Keeping track of ReferralKeeping track of Referral

CONCLUSIONCONCLUSION

Company should Strive for excellence in hiring and recruiting, and excellence will in turn come to them. Time invested in maximizing employee recruitment and retention is time gained for employee development and profit maximization.

REFERENCESREFERENCES

www.idealhire.com www.youtube.comwww.securemeters.com

The Hiring Process by Prude Extension 2007

QUESTIONSQUESTIONS