TA

Session no 6_ Decoding the report on Talent Acquisition

Batch 21-23
The way an employer recruits affects the
The individual it hires
The training they need
Their initial performance and
Their retention rate
The potential hazards of a poor recruitment
process
• Getting unqualified candidates
• Lack diversity
• Or likely to quit if hired
Challenges in external recruitment?
• External recruitment
1. Bring the job opening to the attention of the potential candidates
Outside the organization
2. Influence whether these candidates apply for the opening
3. Affect whether they maintain interest in the opening until a job offer
is extended and /or
4. A job offer is accepted
Many of the above is applicable to internal recruitment too. Also
promoting from within is also more effective.
Discuss the latest trends in sources of
recruitment
• LinkedIn
• Facebook
• Mobile technology
An interesting article for easy reference:
https://www.linkedin.com/pulse/india-hiring-statistics-2021-rajesh-k/?t
rk=pulse-article_more-articles_related-content-card
The issue of Active and passive job
applicants and social media
• They are costlier
• Do not make as good employees
• Mobile friendly websites ( What could be the disadvantage?)
• People who are not serious may also apply
Another disadvantage?
Lot of negative information is also available like negative reviews on
Glassdoor
How to respond to negative reviews? Can be a good potential project
by itself
Discuss the model of the Recruitment Process
Establish the recruitment objectives
Develop a recruitment strategy
Carryout recruitment activities
Measure recruitment results and evaluate recruitment efforts
All the above actions need to modified based on the past results and
subsequently future recruitment decisions need to be modified.
What are the common recruitment
objectives?
Number of the positions to be filled
Date by which they should be filled
Cost-per-hire
Job performance goals for new hires
Number of applications desired
Types of applications sought:
• Level and type of education
• Level and type of work experience
• Knowledge skills and abilities
• KSAO (other characteristics)
• Diversity
• Other considerations (e.g. currently employed?)
HR should gain agreement on how the
objectives will be measured?
Will the quality of new hire be evaluated on objective performance
data?
A supervisor’s judgment
Customers’ ratings
Also awareness of the nuances of labor market
(for example for some jobs candidates may be plentiful for some they
may be scarce)
Why is it important for recruitment function
to have input in key business strategy?
For example: New location may be not be so much preferred so
mangers need to design competitive rewards packages and to expect
longer than typical time frames for filling positions.
In evaluating the recruitment process which
are the two outcomes that can be measured?
1.Prehire outcomes
2. Post-hire outcomes

Whether the job positions were filled in a timely manner?

New hires’ initial job performance
What are the key strategy questions to be
asked by the recruitment manager?
• What type of individuals should be targeted?
• What recruitment message should be communicated?
• How can the targeted individuals best be reached?
• When should the campaign begin?
Discuss the important Recruitment Metrics
• Time to hire
• Cost of filling the position
• Yield ratio for each recruitment method
• New-employee retention rate
• New-employee performance level
• Hiring manager’s satisfaction with the recruitment process
• Applicants’ perceptions of the recruitment process.
Based on the report can you name any two
companies who evaluate their recruitment efforts
• Vanguard
• Facebook
• J&J
On parameters like:
Which universities yielded the most hires
The most productive employees
And the employees who were retained