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    LAN ARR: Presentation To The Student Loans Company For The Role of HR Recruitment Consultant - 27 August 2013

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    Alan Barr
    Alan Barr is presenting his approach and timescales for a role as an HR Recruitment Consultant for the Student Loans Company. He aims to establish a streamlined recruitment process, minimize agency spend, and advise hiring managers. In the first month, he will gain an understanding of the company and roles. In the first quarter, he will develop and sign off on a new recruitment process, build a social media presence, reduce agency spend, and build relationships with hiring managers. The example recruitment process outlined involves identifying needs, gaining authorization, searching internal and external markets, screening candidates, conducting interviews, and providing feedback.

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    LAN ARR: Presentation To The Student Loans Company For The Role of HR Recruitment Consultant - 27 August 2013

    Uploaded by

    Alan Barr
    38 views8 pages
    Alan Barr is presenting his approach and timescales for a role as an HR Recruitment Consultant for the Student Loans Company. He aims to establish a streamlined recruitment process, minimize agency spend, and advise hiring managers. In the first month, he will gain an understanding of the company and roles. In the first quarter, he will develop and sign off on a new recruitment process, build a social media presence, reduce agency spend, and build relationships with hiring managers. The example recruitment process outlined involves identifying needs, gaining authorization, searching internal and external markets, screening candidates, conducting interviews, and providing feedback.

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    Alan Barr is presenting his approach and timescales for a role as an HR Recruitment Consultant for the Student Loans Company. He aims to establish a streamlined recruitment process, minimize agency spend, and advise hiring managers. In the first month, he will gain an understanding of the company and roles. In the first quarter, he will develop and sign off on a new recruitment process, build a social media presence, reduce agency spend, and build relationships with hiring managers. The example recruitment process outlined involves identifying needs, gaining authorization, searching internal and external markets, screening candidates, conducting interviews, and providing feedback.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    38 views8 pages

    LAN ARR: Presentation To The Student Loans Company For The Role of HR Recruitment Consultant - 27 August 2013

    Uploaded by

    Alan Barr
    Alan Barr is presenting his approach and timescales for a role as an HR Recruitment Consultant for the Student Loans Company. He aims to establish a streamlined recruitment process, minimize agency spend, and advise hiring managers. In the first month, he will gain an understanding of the company and roles. In the first quarter, he will develop and sign off on a new recruitment process, build a social media presence, reduce agency spend, and build relationships with hiring managers. The example recruitment process outlined involves identifying needs, gaining authorization, searching internal and external markets, screening candidates, conducting interviews, and providing feedback.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    ALAN BARR

    Presentation to the Student Loans Company for the role of HR Recruitment Consultant 27th August 2013

    OVERVIEW

    Aims Market

    Approach and timescales


    Example process Key points

    AIMS

    Establish streamlined and unobtrusive recruitment process


    Inject urgency, focus and expertise Monitor and minimise agency spend

    Advise and guide hiring managers

    MARKET

    Internal vs external market Knowledge and understanding

    Network
    Advertising / Search

    APPROACH AND TIMESCALES


    Month 1 Gain full understanding company culture, roles, management structure / styles, authorisation, chain of command etc Establish where things are with recruitment... existing legacy vacancies, current lead times, trends, sustainability, agency use and spend Begin reducing agency spend by filling perms internally 1-2-1 with all hiring managers (request Belbins, management styles)

    APPROACH AND TIMESCALES


    First quarter Have developed and signed off new recruitment process (HR / legal) Developed social media presence (IT / marketing) Have greatly reduced agency spend (finance, HR) Hold database of existing staff skills and experience, motivations information gathered by linking in, and open surgeries Strong working relationships with hiring managers and staff

    EXAMPLE PROCESS

    Hiring manager identifies need, and gains authorisation Authorisation and specific requirements discussed in person with recruitment team who provide expected timescales Cost-free resourcing initiated Linkedin, social media, staff referrals, previous applicants Position advertised if necessary requesting cover letter as absolute requirement. Closing date 1 week from posting If internal, then expressions of interest entered (500 words detailing suitability against certain traits or values) Response handled continually all acknowledged Telephone pre-screen carried out within 2 days of closing. (Max 4 per 1st interview) First interviews within 1 week of closing (max 6 for 1 post) Hiring manager limited to 2 options Second and final interview plus presentation (including hiring manager) within 2 weeks of closing Politely decline all unsuccessful by telephone

    KEY POINTS
    Hire the best IN the market, not the best ON the market Purely because an applicant is available immediately for an urgent vacancy, does not mean they are the best hire
    Plan, dont react If we can anticipate and address attrition trends, or effectively forecast peaks in recruitment, then any recruitment will be better planned and less reactive.

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