Recruitment training manual by Big IT jobs

Recruitment Training Manual

BIG IDEAS HR CONSULTING PVT. LTD.

What is Recruitment?

Recruitment is a process of searching the candidates for employment and stimulating them to apply

for jobs in the organization. It is the activity that links the Client and the Candidates (job seekers).

Recruitment is thus a process of attracting, selecting and placing the right candidate for the right job

at the given time and economy.


Evolution of Recruitment – The People Industry

It is highly admiring that a process has been successfully transforming for several decades and

will continue to do so. While researching about recruitment for more than a decade, it was

discovered that there is strong belief about recruitment being existent since the day people

formed / gathered in groups to perform any task – we may date this back to the stone-age or

time of emperors or the industrial revolutions or pre-post World Wars to today.

This as an evolution of task to a process and to an industry, may be a Transformation.


The Old – Age (Days of Emperors)

When a baby was born, he / she was believed to be the soldier and was taught the arts of war to

join the Army. This was said to be ‘Self Recruitment’. Later, there were protests against the

emperors for farms / fields and for the right to sell the goods directly to the public for a better

price. As they progressed, entrepreneurs started recruiting the labour.


Industrial Revolutions (1760 – 1840)

With the rapid increase of industries across nations was the need for more manpower. But, the working

conditions were uncertain like - child labour, less wages, poor-living conditions and long working hours.

Workers started forming unions to protest against this which led to first & second revolutions resulting in

urbanization, decreased child labour, better wage and benefits. This encouraged people to migrate to

urban cities. Agencies played a major role planning and recruiting the manpower. This had led many small

& mid-sized agencies to scale-up and look at recruitment as the future. Agencies advertised jobs through

bulletin boards, newspapers, announcements & flyers in public places, theatres, town halls, etc.


Pre & post World Wars – World War I / World War II (1914 – 1945 – later)

As the army was in the battle, many positions were open. Companies and the government approached the

agencies to recruit manpower. Agencies began to advertise for members of society who were not called

into military service. Once the war ended, the agencies remained with the purpose of finding the

returning war veterans (with their new skills) a job. Distributing the CV/resume (self-written, hire type-

writers, take the help of agencies) was the new job searching avenue during this time. Agencies had

ownership of candidates CVs’ written by them.


Birth of Public Agencies:First proposal to establish a public agency ("Office of Addresses and Encounters") was in 1650 by Henry

Robinson which was rejected by The British Parliament.

Since the beginning of the 20th century, every developed country has created a public recruitment agency

as a way to combat unemployment and help people find work.

In the UK (also ruling the EMEAI), the first agency began in London, through the Labour Bureau (London)

Act 1902; amended in 1909 as Labour Exchanges Act 1909. In the USA, The initial legislation was Wagner-

Peyser Act of 1933 which was amended as Workforce Investment Act of 1998.


Birth of Private / for-profit agencies

The first private recruitment agency ‘Engineering Agency’ in the USA was formed by ‘Fred

Winslow’ in 1893. It later became part of General Employment Enterprises who also owned

Businessmen's Clearing House (est. 1902). In 1906, Katharine Felton had started a recruitment

agency as a response to the problems brought on by the San Francisco earthquake and fire.


Regulation of the Recruitment AgenciesIn 1919, International Labour Organization of US recommended for the abolition of fee-charging

agencies. After 14 years of discussions by the government and agency unions about this convention a bill

was passed in 1933 that resulted in abolition of for-profit agencies if the agencies were not licensed and a

fee scale was not agreed in advance. In most countries, agencies are regulated. Like, UK - Recruitment

agencies Act 1973; Germany - Employee Hiring Law of 1972, etc. By 1970s along with the booming

economy, there was a shift in focus. Recruiters began to work for the client as an increasing amount of

corporate and expanding businesses began to outsource their hiring needs to recruitment agencies.


http://api.ning.com/files/SRbpV0Al75oFYEQXxjMIoKELLsacayXXF89vvrYTU1NC0wWv*1HK72XZDIHhA86dg-JVGfn*EUi-z7pojtpRNyIw1syCtFgJ/regulation1.jpg

http://api.ning.com/files/SRbpV0Al75oFYEQXxjMIoKELLsacayXXF89vvrYTU1NC0wWv*1HK72XZDIHhA86dg-JVGfn*EUi-z7pojtpRNyIw1syCtFgJ/regulation1.jpg

The Internet age – TodayThough Internet/www was launched in 1982, Commercial Internet service providers (ISPs)began to emerge in the late 1980s and early 1990s; fully commercialized in the U.S. by 1995. Thefirst job portal was launched in 1994 by Monster followed by Netstart which is nowCareerBuilder.

In 2000s, Web 1.0 and its sequel Web 2.0 have highly influenced recruitment industry by lettingrecruiters leverage Social Media. The concept of "head-hunting" became ever popular whileMobile based recruitment was popping in the market. With several sources available and theneed for niche talent, recruitment/sourcing has transformed from being a task to a ResearchFunction. Agencies started forming exclusive sourcing teams and research functions. Today, webbased self-branding has become a necessity that most of the applicants, recruiters and agencieshave online presence. Be it LinkedIn, Facebook, Twitter, Google+, Wordpress, etc. Fewrecruiters/candidates own blogs, websites, online portfolios/resumes making web/internet ‘OneWorld Database’ and the trend of ‘Cloud Sourcing’. This new technique includes sourcing theresumes/e-profiles of applicants from web (including but not limited to) search engines,social/professional portals, blogs, e-directories, etc – to keep it short, everywhere!


The Internet age – Today (contd.)Recruitment has been one of the ancient yet prominent industries. Throughout this evolution, oneaspect has remained the same – ‘Change is the trend’. We will see continued transformation infuture as well, especially in methodical and technical approach of recruiters. Dataanalysis/intelligence is expected to be a critical area of focus for the recruiters/agencies. Agencies,recruiters, candidates/applicants have high visibility in the internet world. So, everyone should beunique & innovative to offer a competitive-edge. In addition to your processes, tools, methodologies– your willingness to change for better will help secure the position in the competition.


RECRUITMENT PROCESS


Methods of Recruitment & SelectionInternal Sourcing : Internal sourcing is the practice of advertising a new or recently vacatedposition within a business to existing employees. More businesses have come to use internalsourcing as a method to recruit employees upward or laterally within the company because littleor no training is needed, and expenses that include advertising for a new employee and runningbackground checks are spared. It also fosters loyalty and parity among team members.

External Sourcing : External sourcing is a method of recruitment that conducts an employeecandidate search through external recruitment tools, such as job boards, newspaperadvertisements and trade publication announcements. This method favors bringing in jobcandidates that may or may not have direct experience in your small business' line of work; acandidate within a satellite field may offer a fresh, out-of-the-box perspective to theorganization.


Methods of Recruitment & Selection (contd.)Third-Party Sourcing : Third-party sourcing involves using a placement agency or headhunter to findqualified job candidates. These third-party sources use various techniques and tools to findappropriate job applicants, such as extending offers of improved salary compensation and moreflexible benefits packages.

Interviewing/Pre-Selection : All Business suggests that you should schedule interviews when youknow you will have uninterrupted time to review the candidate's resume. When having telephonicconversation do not focus solely on the applicant's credentials or experience instead, listen to his /her answers to your questions without interruption and take notes on key points.

Candidate Selection : Using notes of telephonic conversation you have taken, compare eachcandidate with his resume and look to see if you have missed anything while reading his resume thefirst time. Make your candidate selection is on the basis of how competently he answered yourquestions and what questions he asked during the conversation. Candidates who do not askquestions are either shy or uninterested.


TOP 10 HR COMPANIES IN INDIA 2015First in the list of top 10 HR Companies in India is Randstad. Randstadis a leading Human resource company that was established in 1992and has 22 years of experience in recruitment industry. It is known forproviding excellent staffing services to clients across the globe. Theirservice portfolio includes recruitment, compensation management,payroll management etc. Established – 1992

Second is the list is Kelly Services India. Kelly Services is a famousrecruitment firms in India that helps top notch companies to hire righttalent. It was started in 2001 and has earned good reputation in themarket. Kelli provides staffing solutions in the area of IT, Oil & Gas,engineering etc. Established -2001


TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)Third in the list is Mercer India. Mercer India is anotherprominent name in recruitment industry. It was established in1992 and offers services like human resource consulting,investment consulting & talent management. Establishment-1992

Fourth in the list is Adecco India. Adecco India is a leadingrecruitment firms, provides quality resources to famouscompanies in India. It has huge network of 85 branches thatprovides staffing solutions to over 1500 clients. It helps neededcandidates to get dream job.


TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)Fifth in the list is a black and white business solution. Black andwhite business solutions is a well know staffing and IT servicescompany that provide staffing top famous BPO companies.Alongside staffing, company also develop tailor made applicationsaccording to need of clients.

Sixth in the list is ABC Consultants. ABC Consultants is countedamong the oldest & trusted staffing firms in India, provides qualityresources to companies in telecom, IT, banking and infrastructuresector. It was established in 1969 and doing excellent work fromlast 50 years.


TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)Seventh in the list is Genius consultant Ltd. Genius consultant Ltd is anoutstanding player of HR industry. It was established in 1993 andprovides staffing solutions that includes temporary staffing,outsourcing, payroll processing, employee verification etc. It hasnumerous branches in pan India and has a customer base of 1200clients.

Eighth in the list is Career expert. Career expert is an excellent staffingsolution that works across retail, banking and BPO industry. Besidesstaffing, career expert also conduct training workshops in top notchcompanies, sales consulting for needed clients.


TOP 10 HR COMPANIES IN INDIA 2015 (CONTD.)Ninth in the list is Talent Mappers. Talent Mappers was established in2006 and over the years become the leading player in staffingindustry. It is Bangalore based company that has strong team of 200employees; provide services to over 100 clients. Talent mappersworks across three verticals that includes staffing solutions, e-learning services and talent recruit.

Last in the list is 3 Leads. 3 Leads is a Bangalore based consulting firmthat provide staffing solution to global companies. It is specialize in -recruitment solution, staffing, customer satisfaction, applicationdevelopment etc.


Top Global Recruitment AgenciesAdecco S.A. is a Swiss multinational human resource consultingcompany based in Glattbrugg, Switzerland. Adecco Group is the world'slargest provider of HR solutions. With more than 33,000 FTE employeesand a network of over 5,500 branches, in over 60 countries andterritories around the world, it offers a wide variety of services,connecting over 700,000 associates with well over 100,000 clients everyday. The company was formed in 1996 as a result of the merger of theFrench company Ecco and the Swiss company Adia Interim.

Aditi Staffing is a technology staffing company based out of Bellevue,Washington, USA, and Bangalore, India. It was founded in 1994 by itscurrent Chairman, Pradeep Singh. The company provides contract &full-time Software Engineering and IT employees to customers acrossthe USA. Aditi Staffing utilizes a globally distributed recruiting model


http://en.wikipedia.org/wiki/Switzerland

http://en.wikipedia.org/w/index.php?title=Adia_Interim&action=edit&redlink=1

Top Global Recruitment AgenciesAquent LLC is an employment agency headquartered in Boston,Massachusetts. Founded in 1986 by Harvard University classmates JohnChuang, Steve Kapner, and Mia Wenjen, Aquent, then called MacTemps,was the subject of a Harvard Business School case study, which focused onbuilding loyalty in the contingent workforce. Aquent gained recognition inthe early 1990s as one of the first employment agencies to offer temporaryworkers accessible and affordable health benefits.

Bid Solutions is the leading global recruiter of bid and proposalprofessionals. They provide both permanent and contract staff and canrapidly deploy experienced consultants to plug specific skill gaps within abid campaign. Founded in 2002 and headquartered in London, they havethe largest global network of bid and proposal specialists and offer acomplete recruitment service - from initial campaign planning through toinduction support.

Aquent


http://www.ranker.com/pics/N63397745/bid-solutions-companies-photo-1

http://www.ranker.com/pics/N63397745/bid-solutions-companies-photo-1

Top Global Recruitment AgenciesBlue Arrow Limited is a United Kingdom based employment and recruitmentagency that places individual jobseekers in employment and providesbusinesses with temporary and/or permanent staff in the industrial sector,catering sector, driving sector, logistics sector and office sector. The headoffice is in Luton, Bedfordshire. Blue Arrow used to be a constituent of theFTSE 100 Index but is now part of the Impellam Group plc, an internationalstaffing business traded on the Alternative Investment Market

Hays plc is a British company providing recruitment and human resourcesservices. It is listed on the London Stock Exchange and is a constituent of theFTSE 250 Index. Hays plc is a specialist recruitment group with operations inthe UK, Continental Europe, The Americas and Asia Pacific regions.


http://en.wikipedia.org/wiki/Asia_Pacific

Top Global Recruitment AgenciesMichael Page International plc is a leading British-based recruitmentbusiness. It is headquartered in Weybridge, Surrey and is a constituentof the FTSE 250 Index. PageGroup is a provider of permanent, contractand temporary recruitment for clerical professionals, qualifiedprofessionals and executives.

Randstad Holding NV is a Dutch multinational human resourceconsulting firm headquartered in Diemen, Netherlands. Randstad is theworld's second-largest HR service provider after Adecco. It was foundedin the Netherlands in 1960 by Frits Goldschmeding and operates inaround 40 countries. In 2013, the company achieved a turnover of€16.6 billion and a net income of €230.7 million.[4] Randstad employsaround 28,000 staff. Globally, Randstad has 4,587 branches. Randstad’shead office is in Diemen, in the Netherlands.


http://en.wikipedia.org/wiki/Randstad_Holding#cite_note-AR2013-4

Top Global Recruitment AgenciesRobert Walters plc is a specialist professional recruitment consultancy and

focuses on placing professionals into permanent, contract and temporary

positions at all levels of seniority. Established in 1985, the business has a

global presence spanning five continents

SThree is a British-based recruitment business. It is listed on the London

Stock Exchange and is a constituent of the FTSE SmallCap Index.


http://www.ranker.com/pics/N9516443/sthree-companies-photo-u1

http://www.ranker.com/pics/N9516443/sthree-companies-photo-u1


5 Key Recruitment Trends For 2015Increased Focus on Quality of Hire

It’s no secret that hiring the best people is the way to boost organizational success, and 2015 will see

the quality of candidates becoming an increasingly important factor. Global recruiting leaders have

cited quality of hire as a top priority, and as the most valuable metric for measuring a recruiting

team’s performance. Four years ago, referrals were the best channel for sourcing quality hires. Today,

job boards and social professional networks are preferred.


http://snap.licdn.com/microsites/content/dam/business/talent-solutions/global/en_US/c/pdfs/recruiting-trends-global-linkedin-2015.pdf

http://talent.linkedin.com/blog/index.php/2014/11/the-global-trends-that-will-shape-recruiting-in-2015

Increased Emphasis On Using Social Networks

Social recruiting has been big in 2014 and it’s set to be even bigger in 2015. With this in mind,73% of

recruiters plan to invest more in social recruiting. But currently 33% of recruiters don’t spend

anything at all on social recruiting, so there are still big changes that need to be made in this area.

LinkedIn remains the clear champion social site for hires with 79% of recruiters having found a hire

through the site. While 94% of recruiters are using LinkedIn, next in line is Facebook, used by only

66% of recruiters. Social is now one of the most ripe platforms for finding top candidates, with both

quality and quantity of candidates proven to improve when a social recruiting strategy is put in place.


http://www.jobvite.com/wp-content/uploads/2014/10/Jobvite_SocialRecruiting_Survey2014.pdf


2015 is going to see a big shift toward closing the gap that exists between active and passive candidates. Active

candidates (those currently seeking employment) have been the main focus of recruiters for some time, but passive

candidates (those who are not looking but are open to speaking to a recruiter) are a key talent pool that is not to be

missed. In fact, 75% of professionals would categorize themselves as “passive,” yet this potential is greatly untapped,

with only 61% of companies recruiting passive candidates. A recent poll has revealed that on LinkedIn, at least 63% of

members are not actively looking but would still be interested in new job leads. 2015 is certainly the time for

companies to capitalize on the passive talent pool.

Closing the Gap Between Active and Passive Candidates



http://talent.linkedin.com/blog/index.php/2009/07/poll-result-confirms-linkedin-is-fertile-ground-for-sourcing-passive-candidates

Embracing the Concept of Talent BrandingTalent branding is the social, public version of your company brand that seeks

to promote your company as being a great place to work so as to attract new

talent. Companies are increasingly noticing the impact that a good brand and

company culture has on their hiring process. Research from LinkedIn has found

that costs per hire can be reduced by 50% and turnover rates lowered by 28%

when a company has a strong talent brand in place. On top of this, three-

quarters of talent acquisition leaders have said that talent brand significantly

increases their ability to hire good talent. To give themselves as edge against

other employers, 73% of organizations plan to highlight company culture in the

coming year. There is no doubt about it, the line between recruiting and

marketing is blurring, as recruiters are finding that marketing a strong talent

brand helps them to attract better candidates.




This key trend is one of the least tapped into by recruiters so far. There’s a growing disparity between the 43% of job seekers who use a

mobile device for their job searches and the 59% of recruiters who don’t invest in mobile career sites at all. Not to mention the fact that

the number of candidates searching and applying for jobs on mobile devices is on the rise. Companies and recruiters need to increase their

mobile recruiting behaviors to match candidate demand. 2015 is the time to make recruitment websites mobile-friendly and to mobile-

optimize job postings. The easier it is for candidates to search and apply, the more applicants companies will be able to screen.

2015 is going to be a competitive year for recruiters who are facing skills shortages but high demand for quality hires from companies.

Tapping into these five key recruitment trends will guarantee that companies and recruiters can keep up with the competition; there’s no

option for lagging behind next year.

Using Mobile Recruiting



Recruitment Marketing

Recruitment marketing is the process of building an organization's employer brand to attract top talent.

Because a strong employer brand can play a significant role in convincing a job candidate, human resource

management (HRM) departments have increased marketing efforts to compete for candidates with scarce skills.

Examples of recruitment marketing initiatives include employment videos, search engine optimized career sites

and social media job advertising. There are also several technology platforms that can help HR managers get

started with recruitment marketing. Vendors include SAP-SuccessFactors, SmashFly Technologies, Jibe and

Jobvite.


http://searchcio.techtarget.com/definition/human-resource-management-HRM

http://whatis.techtarget.com/definition/social-media

Recruitment in a Nutshell

The role of a recruitment consultant is more closely aligned with sales than HR, as recruitment consultants sell our

services to clients to secure their vacancies to recruit for. We then seek the right candidates to fill those vacancies, using

a combination of advertising, head-hunting and selection amongst other activities. A lot of this can be phone-based,

although we do meet clients and candidates across all our markets as well. The recruitment lifecycle covers everything

from understanding what the client wants to sourcing the right candidate to negotiating the job offer. This requires the

ability to multi-task, as our consultants handle a number of different candidates and vacancies at any one time.

Recruitment companies are usually heavily focused on performance and we’re no exception. This means that all of our

consultants work on targets and a commission structure that rewards good performance. This offers exciting career

opportunities and also rewards our staff for providing the best service to our clients. The culture is result-driven & fast-

paced.


Recruiting & HR

Recruitment training manual by Big IT jobs