Recruitment Training Manual_BigIdeas

7/25/2019 Recruitment Training Manual_BigIdeas

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Recruitment TraininManual BIG IDEAS HR CONSULTING PVT.LTD.



What is Recruitment?

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

for jobs in the organization. It is the activity that links the Client and the Candidates

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

at the given time and economy.

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Evolution of Recruitment – The PeIndustry

It is highly admiring that a process has been successfully transforming for severa

will continue to do so. While researching about recruitment for more than a d

discovered that there is strong belief about recruitment being existent since th

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

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 Transformatio

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The Old – Age (Days of Empero

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

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

emperors for farms / fields and for the right to sell the goods directly to the publi

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




Industrial Revolutions (1760 – 184

With the rapid increase of industries across nations was the need for more manpower. B

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

Workers started forming unions to protest against this which led to first & second revolut

urbanization, decreased child labour, better wage and benefits. This encouraged peop

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

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

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




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

As the army was in the battle, many positions were open. Companies and the governmentagencies to recruit manpower. Agencies began to advertise for members of society who

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

returning war veterans (with their new skills) a job. Distributing the CV/resume (self-wr

writers, take the help of agencies) was the new job searching avenue during this tim

ownership of candidates CVs’ written by them.




Birth of Public Agencies:

First proposal to establish a public agency ("Office of Addresses and Encounters") was inRobinson which was rejected by The British Parliament.

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

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 B

Act 1902; amended in 1909 as Labour Exchanges Act 1909. In the USA, The initial legislat

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




Birth of Private / for-profitagencies

The first private recruitment agency ‘Engineering Agency’ in the USA was for

Winslow’ in 1893. It later became part of General Employment Enterprises wh

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

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




Regulation of the RecruitmentAgencies

In 1919, International Labour Organization of US recommended for the abolition

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

was passed in 1933 that resulted in abolition of for-profit agencies if the agencies were no

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

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

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

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


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The Internet age – Today Though Internet/www was launched in 1982, Commercial Internet service pr

began to emerge in the late 1980s and early 1990s; fully commercialized in the U.Sfirst job portal was launched in 1994 by Monster followed by Netstart wCareerBuilder.

In 2000s, Web 1.0 and its sequel Web 2.0 have highly influenced recruitment indusrecruiters leverage Social Media. The concept of "head-hunting" became ever pMobile based recruitment was popping in the market. With several sources avaineed for niche talent, recruitment/sourcing has transformed from being a task tFunction. Agencies started forming exclusive sourcing teams and research function

based self-branding has become a necessity that most of the applicants, recruitershave online presence. Be it LinkedIn, Facebook, Twitter, Google+, Wordprerecruiters/candidates own blogs, websites, online portfolios/resumes making web/World Database’ and the trend of ‘Cloud Sourcing’. This new technique includesresumes/e-profiles of applicants from web (including but not limited to) seasocial/professional portals, blogs, e-directories, etc – to keep it short, everywhere!




The Internet age – Today (contRecruitment has been one of the ancient yet prominent industries. Throughout this

aspect has remained the same – ‘Change is the trend’. We will see continued trafuture as well, especially in methodical and technical approach of reanalysis/intelligence is expected to be a critical area of focus for the recruiters/agenrecruiters, candidates/applicants have high visibility in the internet world. So, everyunique & innovative to offer a competitive-edge. In addition to your processes, tools, – your willingness to change for better will help secure the position in the competition




RECRUITMENT PROCESS




Methods of Recruitment & SelecInternal Sourcing : Internal sourcing is the practice of advertising a new or recposition within a business to existing employees. More businesses have come tosourcing as a method to recruit employees upward or laterally within the company or no training is needed, and expenses that include advertising for a new employebackground checks are spared. It also fosters loyalty and parity among team memb

External Sourcing : External sourcing is a method of recruitment that conducts

candidate search through external recruitment tools, such as job boardsadvertisements and trade publication announcements. This method favors brcandidates that may or may not have direct experience in your small business' licandidate within a satellite field may offer a fresh, out-of-the-box perspeorganization.




Methods of Recruitment & Selec(contd.)Third-Party Sourcing : Third-party sourcing involves using a placement agency or head

qualified job candidates. These third-party sources use various techniques and appropriate job applicants, such as extending offers of improved salary compensatflexible benefits packages.

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

Candidate Selection : Using notes of telephonic conversation you have taken, ccandidate with his resume and look to see if you have missed anything while reading hfirst time. Make your candidate selection is on the basis of how competently he aquestions and what questions he asked during the conversation. Candidates whquestions are either shy or uninterested.




TOP 10 HR COMPANIES IN IN2015

First in the list of top 10 HR Companies in India is Randstad. Randstad

is 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 201(CONTD.)

Third in the list is Mercer India. Mercer India is another

prominent 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 leading

recruitment 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.





Fifth in the list is a black and white business solution. Black and

white 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 counted

among 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.





Seventh in the list is Genius consultant Ltd. Genius consultant Ltd is an

outstanding 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.





Ninth in the list is Talent Mappers. Talent Mappers was established in

2006 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 firm

that provide staffing solution to global companies. It is specialize in -recruitment solution, staffing, customer satisfaction, applicationdevelopment etc.




Top Global Recruitment AgencAdecco S.A. is a Swiss multinational human resource consulting

company 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




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



Top Global Recruitment AgencAquent 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.

A


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



Top Global Recruitment AgencBlue Arrow Limited is a United Kingdom based employment and recruitment

agency 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 AgencMichael Page International plc is a leading British-based recruitment

business. 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 resource

consulting 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’s head office is in Diemen, in the Netherlands.


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






Top Global Recruitment Agenc

Robert 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




K R i T d F



5 Key Recruitment Trends F2015

Increased Focus on Quality of Hire

It’s no secret that hiring the best people is the way to boost organizational success, an

the quality of candidates becoming an increasingly important factor. Global recruitin

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

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

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 SocialNetworks

Social recruiting has been big in 2014 and it’s set to be even bigger in 2015. With this i

recruiters plan to invest more in social recruiting. But currently 33% of recruiters

anything at all on social recruiting, so there are still big changes that need to be mad

LinkedIn remains the clear champion social site for hires with 79% of recruiters havin

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

66% of recruiters. Social is now one of the most ripe platforms for finding top candida

quality and quantity of candidates proven to improve when a social recruiting strategy i


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 c

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

candidates (those who are not looking but are open to speaking to a recruiter) are a key talent poo

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

with only 61% of companies recruiting passive candidates. A recent poll has revealed that on Linked

members are not actively looking but would still be interested in new job leads. 2015 is certa

companies to capitalize on the passive talent pool.

Closing the Gap Between Active and PassiveCandidates



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 Brandin

Talent 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

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

the number of candidates searching and applying for jobs on mobile devices is on the rise. Companies and recruiters ne

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

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

2015 is going to be a competitive year for recruiters who are facing skills shortages but high demand for quality hire

Tapping into these five key recruitment trends will guarantee that companies and recruiters can keep up with the com

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 t

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

management (HRM) departments have increased marketing efforts to compete for candidates w

Examples of recruitment marketing initiatives include employment videos, search engine optim

and social media job advertising. There are also several technology platforms that can help H

started with recruitment marketing. Vendors include SAP-SuccessFactors, SmashFly Techno

Jobvite.


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

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




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



Recruitment in a Nu

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

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

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

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

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

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

Recruitment companies are usually heavily focused on performance and we’re no exception. This mea

consultants work on targets and a commission structure that rewards good performance. This offe

opportunities and also rewards our staff for providing the best service to our clients. The culture is res

paced.


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