Recruiting 101 By: Morgan Williams.

Slides:



Advertisements
Similar presentations
How to Make Recruiters Work for You By Harry Urschel Crossroads Career Workshop.
Advertisements

Chapter 6 Recruiting and labor markets
GOOD GREAT Wallace Gao Hong Kong Mar. 25 th Innovation to Add Value.
Personnel planning and recruiting
RECRUITMENT.
Chapter 6 Recruiting Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins.
RECRUITMENT Part I.
JOBTALKS Using Placement Agencies and Search Firms Indiana University Kelley School of Business C. Randall Powell, Ph.D.
Chapter 6 Recruiting Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins.
RECRUITMENT. HUMAN RESOURCES (MANAGE PEOPLE)  recruit/lay off  provide a job contract (rights and obligations) obligations)  motivate (rewards systems)
Sumner Grace Copyright 2008 Here I am!.....Hire me!
Lecture 8: Recruitment Instructor: Shawn Komar, PhD Office: P2022 Office Hours: Mon & Wed, 2:30-3:30
1 Job Search Workshop Inuvialuit Career Centre April 2006.
Recruiting in Labor Markets Exercise
GOALS BUSINESS MATH© Thomson/South-WesternLesson 10.1Slide Employee Recruitment Costs Calculate the cost of employment advertising Calculate the.
HirePlug Keynote A sneak peek at Social Hiring Technology.
How Technology Has Changed The Attitudes, Profile and Performance of Today’s Directory Sales Professional Robert Hawthorne President Hawthorne Executive.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Chapter 6 Recruiting Fundamentals of Human Resource Management Eighth Edition DeCenzo.
Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved CHAPTER 8 Advertising and Recruiting.
Human Resource Management Lecture 7 MGT Last Lecture What is recruitment? Goals of recruitment. Process of recruitment. Recruitment in Global Village.
Recruiting in Labor Markets Chapter 6 6–2 Strategic Recruiting Decisions Sample Sample Organization-Based vs. Outsourced Recruiting Recruiting Presence.
Human Resource Management
Chapter 6 Recruiting.
© 2012 Robert Half Management Resources. An Equal Opportunity Employer. Benchmarking the Finance Function 2012: How Does Your Company Measure Up?
HIREDprofessional Consultants
Think differently about work. April 8, 2014 Safety Day The Temporary Worker in the Workplace.
W E’VE GOT A TALENT FOR BUSINESS Creating a Positive Partnership with a Staffing Service By Laura Despins, CPC May 21, 2011 © 2010 QTI Management Services.
How to find screen, hire & retain superstar employees How to Find and Hire Superstars in Santa Barbara’s Tight Employment Market 111 East Arrellaga Street,
Human Resource Management
Human Resource Management, 8th Edition
How to Maximize Working With Recruiters By Harry Urschel Crossroads Career Workshop.
7–17–1 Chapter 7 Recruiting in Labor Markets. 7–27–2 Strategic Approach to Recruiting Benefits of a Strategic Approach  Matches recruiting activity with.
Chapter 24 Human Resource Planning
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall5-1 Human Resource Management Chapter Six Recruitment 6-1.
Foursis Technical Solution
RECRUITMENT RESOURCES WORKSHOP How DES HR can support your small agency.
Chapter 5 Recruitment Human Resource Management. Once an organization identifies its human resource needs through employment planning, it can begin recruiting.
What we offer for Job seekers Job Alerts Get latest Job alerts delivered directly in your Inbox. Resume / CV Services Get your Resume / CV written by experts.
Forecasting of Human Resource Recruitment
Module 6 Internal and External Recruiting MANA 4328 Dennis C. Veit
2.1 Human Resources Chapter 10.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Employees Chapter 6.
How To Effectively Work With Recruiters – “The Secret Sauce”
Supported Employment Program
Who Do They Represent… and how?
Hiring for Best Possible Outcomes Talent Hacking with Culture Fit Analytics IdealJobFit.com.
E. Planning and Preparing to Manage a Small Business
Human Resource Management
Chapter 6 Employee Recruitment
Fundamentals of Human Resource Management
an initiative by Nirmal Associates …Our Aim – PLACEMENT FOR ALL
Innovative Recruiting Ideas Group 8 Tami, Erin, Porsha, Bryan, Paul
Ethical Issues Josh Lay
Changing Pattern of Employment
Chapter 6 Recruiting Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins.
Updating Your LinkedIn Profile To Become Marketable!
The War for Talent Jim Godwin
Human Resource Management, 8th Edition
Sourcing your next IT Hire
How do you approach a job search? Do you apply for every opening you can whether or not you are qualified or think you would enjoy the job? Or, do.
Chapter 6 Recruiting Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins.
The War for Talent Jim Godwin
Chapter 6 Employee Recruitment
E. Planning and Preparing to Manage a Small Business
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Registered Apprenticeship
SELLING EXCLUSIVES AND RETAINERS
Marketing You.
Personnel Planning and Recruiting
Presentation transcript:

Recruiting 101 By: Morgan Williams

A Little Bit About Me I have worked for some top Fortune 500 Companies I am an HR professional I have a MA in Dispute Resolution & Conflict Management with a concentration in HR I’ve lived in 3 different states (Texas, Maryland & New York) I was previously a recruiter

re·cruit·er /rəˈkro͞odər/ What is a Recruiter? noun a person whose job is to enlist or enroll people as employees, in the armed forces, or as members of an organization.

Types of Recruiters: Staffing Agency Recruiter (Temp Agency) Internal, In-house or Corporate Recruiter These are recruiters that are employed by the company they are recruiting for. They are paid a salary and benefits like any other employee in the company. Ex: Recruiters from companies like Amazon, Google, Apple, HPE, etc. IT Consulting Company Recruiter A lot of consulting companies operate like a staffing agency in a sense because they employ the consultant to a project and once it’s completed, they’re removed and placed on another project. Ex: Accenture, McKinsey, EY Contingency Recruiter These are outsourced providers that usually come from an agency they helps the company they’re recruiting for find employees. They are only paid if they find a candidate for the position. They usually get a percentage or fee of the candidates salary (from 10 – 35% depending on how difficult it is to find the candidate). Ex: Robert Half, Michael Page and when you see “Direct Hire or Contract to Hire” in the job posting Staffing Agency Recruiter (Temp Agency) These are recruiters that will typically find you if you post your resume to a job board. They are usually looking for contractors or temporary employees to fill a position while an employee is out on leave or until the position can support a full time employee. These recruiters typically send out multiple emails to candidates a day and deal with high turnover within the recruiting agency. Ex: Adecco, Manpower, Aerotek, etc. Retained Recruiter A retained recruiter is similar to a contingency recruiter except the company pays a retainer (just like a lawyer). This retainer is typically a fixed amount and a portion is paid up front and another portion is paid when a candidate has been found. Retained recruiters are typically used for higher profile jobs like a CEO. Both retained and contingency recruiters are often known as Headhunters. Ex: Korn Ferry

Recruitment Challenges Employee Retention Finding a qualified employee Finding right the employee in time Making sure their resume is legitimate Salary Caps Slow hiring process Competing job offers Trying to work around everyone's schedule to set up interviews and to go over candidates Bad candidate pool Making the right candidate selection Inaccurate Job description

Past Recruitment Techniques Current Recruitment Problems Most jobs you applied to in person Word of mouth was how you found out about a new opportunity When you applied in person you also had an on the spot interview You were trained on the job and weren’t expected to come in with talent/training You weren’t required to have a resume References were more important than a resume School wasn’t mandatory, it was a plus Most jobs you apply to online Most manual labor employees have never had a resume Most manual labor employees were trained on the job so they don’t have Most applied to their positions in person so they were told their job descriptions School is expected, whether the job is labor intensive or not Trying to get the word out about these open jobs is difficult because this clientele doesn’t typically look for jobs online.

How Do Companies Attract Manufacturing Employees? They partner with manufacturing schools and or programs (let them intern for their company or ensure them a job when they complete school) Offer referral bonuses for employees referring people to their company Still allow employees to apply in person and do local recruiting efforts Partner with a more manual workforce type of recruitment agency See where their competitors are getting employees from Advertise their jobs in certain brochures, newspapers or magazines that the manufacturing employees read Guarantee certification for certain skill sets if they work for their company Longevity bonuses for staying with the company Using billboards and other methods to attract local talent Offer flexibility in their work times to make the job more attractive

Why are People Not Entering the Manufacturing Industry? Parents are discouraging their children from entering the industry People see it as labor intensive The field has a negative perception They don’t see room for growth People envision lots of “dirty work” It’s associated with less education Don’t think they’ll be appreciated It’s associated with long days People are more interested in technology It’s typically an hourly workforce A lot of women view it as a mans job It’s not viewed as an attractive It’s associated with lower income

Questions? Feel free to contact me at morganbwilliams@gmail.com if you have any follow up questions, however I ask that you make sure you enter in “Employee Talent/Human Resources” as the subject so I can get back with you as soon as possible! Thanks!

“A modern recruiter is one who is targeted, builds relationships and knows how to not only find candidates but also get them to respond1!” — Stacy Donovan Zapar