Академический Документы
Профессиональный Документы
Культура Документы
April 2009
Introduction
This guide is intended to provide employers with an overview of online recruitment and how it can be utilised to attract top talent effectively and efficiently. The guide is aimed at senior decision makers, including top management of companies and those involved in setting and executing talent acquisition strategy. The data, insights and opinions presented in this guide are based primarily on the Middle East market and may not be fully applicable in other countries or regions. This guide has been compiled by GulfTalent.com, the leading provider of online recruitment services in the Middle East.
Contents
Online Recruitment Cost-Benefit Analysis................... 3 Developing an Online Recruitment Strategy.. 8 Appendix Analysis of Middle East Online Candidates.. 16 Glossary.. 23
The Internet provides an ideal channel for employer branding, candidate sourcing and efficient screening
Uses of Online Recruitment
Promote the company as an employer of choice Gather market intelligence that shapes recruitment strategy
Employer Branding
Receive applications from active candidates Headhunt passive candidates through targeted database search
Candidate Sourcing
Automate screening and filtering of applicant CVs Organise the logistics and administration of the recruitment process
Online recruitment has proved an effective substitute for newspapers as the primary channel for sourcing candidates
Overview of Recruitment Process
Candidates
Recruitment Agency
Employer
Newspaper
Online recruitment compares favourably with other channels in terms of reach, effectiveness and speed of getting results
Recruitment Channels Performance Comparison
Online Recruitment Product Geographic Reach Product name Locally-based candidates International candidates Active candidates Passive candidates Sourcing candidates Service Coverage CV Filtering Interviewing Speed Average time * 1-10 days Job posting / CV search
Type of Candidates
5-15 days **
3-30 days
30-60 days
* Defined as the total duration from the time a vacancy is sent to the HR team, until the HR team can provide matching CVs sourced from the supplier. ** Includes lead time required for an ad going into print, time to receive CVs and screening time
Recruiting online is by far the most cost-effective method, with total cost per hire as much as 90% lower than traditional channels
Recruitment Channels Cost Comparison
(US$) Typical Supplier Fee per Hire * Supplier Fee Structure Internal Cost Per Hire ** Total Cost Per Hire
Online Recruitment
$100 300
Fixed fee, regardless of number of hires Payable upfront Fixed fee for advertising, regardless of number of hires Payable upfront $9,000 12,000 15-20% of annual salary per candidate hired Payable upon successful hire 20-35% of annual salary per candidate hired Payable 1/3 upfront, 1/3 on short-list, 1/3 on hiring
$1,500 3,000
$1,600 3,300
Newspaper Advertising
$200 500
$2,000 4,000
$2,200 4,500
Recruitment Agency
$1,000 2,000
$10,000 14,000
Executive Search
$12,000 21,000
$1,000 2,000
$13,000 23,000
Source: Interviews with HR managers, supplier terms, GulfTalent.com analysis * Estimated based on hiring a mid-level candidate with a compensation of US$ 5,000 per month ** Includes time of HR team, travel expenses of HR team and/or candidates, assessments and other associated costs Total cost per hire = Supplier fee per hire + Internal cost per hire
To maximise the benefits of online recruitment, companies need to address four key questions
Key Elements of an Online Recruitment Strategy
2 Which Suppliers? Which online recruitment sites are most appropriate for my needs?
1 Which Vacancies? Which of my vacancies are best filled through online recruitment?
3 Which Products? Which online recruitment products are most suitable for my needs?
4 What Organisational Model? How should my HR team and process be set up to use online recruitment effectively?
9
Examples
The appropriate online recruitment sites can be selected based on objective criteria
Supplier Selection Metrics for Evaluating Online Recruitment Sites
Key Metrics Method of Evaluation
Candidate Availability
Breakdown of candidate database (by location, industry, etc.) Size and freshness of CV database Quality of CV presentation Calibre of candidates Request references from peers in other firms Review brochure and official statistics of the recruitment portal Request a free live demonstration of the site Purchase a short-term subscription to try out the service Monitor number of interviews and hires over a period of subscription
Candidate Quality
Online Tools
Customer Service
11
While most employers use both job posting and CV search, it is important to understand the benefits and limitations of each product
Comparison of Online Recruitment Products
Job Posting Candidate Types Reachable Input Parameters Required Key HR Skills Required Time to Get Good CVs Likelihood of Offer Acceptance Only Active candidates (cannot reach those who do not apply) CV Database Search Both Active and Passive candidates (some of the best candidates are passive)
Only need job title and/or key skills (no need for a full job description) Ability to do structured online search, and to approach candidates persuasively Minutes (proactively target desired candidates)
Ability to draft attractive job ads, filter and screen CVs Days (should wait for candidates to apply)
Candidates very likely to accept (they show interest first) Recruitment is publicly visible (ideal for building an employer brand)
Candidates may or may not accept (need to be persuaded) No public visibility or branding (can be good for confidential vacancies)
12
Most firms operate a centralised organisation for using online recruitment, giving access to the HR team only
Organisational Model Centralised
Key Features Line managers communicate recruitment needs to the HR team HR team source and screen CVs online, and forward to line managers for review HR team follow up with approved candidates to arrange interviews Line managers do not have direct access to the site Online Recruitment Portal Common setup in the majority of companies
HR Team
Line Manager
13
It is possible to adopt a distributed model, giving access to the line managers as well
Organisational Model Distributed
Key Features Both the HR team and line managers have direct access to the site Line managers identify desired CVs directly and mark them for further follow-up by the HR team Access permissions to the site are controlled by the HR team e.g. who can post jobs, search CV database or view CVs online Used in a minority of firms, but adoption increasing Online Recruitment Portal
HR Team
Line Manager
14
The choice of organisational model depends on the needs, priorities and resources of the company
Comparison of Organisational Models for Recruiting Online
Centralised
Distributed
Fully controlled access and compliance with standard procedures HR team needs to expand in line with the growth of recruitment needs Recruitment requires several exchanges between HR and line managers Central HR team can develop expertise in online recruitment
Enforcing HR standards and procedures in dealing with candidates needs more effort and education Easy to scale up; a small HR team can support a large organisation Less communication overhead; line managers search and identify their target CVs directly Fragmented use may not allow deep online recruitment expertise to be accumulated
Scalability
Unpopular with some line managers. Can be offered on a voluntary opt-in basis
15
16
The number of Internet users in the region is much higher than the total newspaper print circulation An online job ad typically receives over 400 applications, compared with around 200 for a print ad in a popular newspaper Half of the online candidates are aged over 30, and 37% hold managerial positions, including 8% who are in top management Online candidates span all industries and functions, with only 31% coming from IT and engineering roles Over 35% of online candidates are fluent Arabic speakers, including 8% who are Gulf nationals
17
Internet penetration has reached critical mass and now far exceeds newspaper print circulation across the region
Newspaper Circulation **
18% 15% 10% 17% 27%
UAE Qatar Lebanon Bahrain Kuwait Saudi Arabia Jordan Egypt Oman
Sources: ITU, The World Factbook, Internet World Stats, Middle East Media Guide, Economist Intelligence Unit, GulfTalent.com Analysis * Number of Internet users as a percentage of total population. Based on 2007, the most recent year for which data is available ** Sum of print circulation of all daily newspapers as a percentage of total population. Based on claimed (unaudited) circulation figures for 2008
18
Candidates found online have a higher level of education and better language skills than the general population
By Level of Education
By Language
No University Degree
12% 88%
English Only
10% 55%
19
By Age
By Seniority
6% 15%
8%
29%
34%
20
By Country of Residence
Asia Europe / US
14% 13% 12%
Other
4% 57%
GCC **
* Based on GulfTalent.coms database of 1 million candidates ** Gulf Cooperation Council (GCC) countries include Saudi Arabia, Kuwait, Qatar, Bahrain, Oman and the United Arab Emirates
21
Candidates from all major industries and job categories can be found online
Construction & Real Estate Banking & Finance IT & Telecom Oil & Gas Education Manufacturing Retail & Consumer Goods Healthcare Marketing & Media Transport & Logistics Hospitality Government & Public Sector Recruitment Other 1% 5% 8% 7% 6% 6% 5% 5% 4% 3% 3%
Engineering Finance Sales & Customer Support IT Administration & Secretarial General Management Marketing and PR Education & Teaching Healthcare Human Resources Logistics Procurement Legal Other 7% 6% 6% 6% 4% 4% 3% 2% 1% 3% 10% 14% 13%
21%
22
Job posting
CV database search
Active candidate
Passive candidate
Contingency recruitment
Retained search
About GulfTalent.com
GulfTalent.com is the Middle Easts leading online recruitment portal, with a database of over 1 million professionals covering all sectors and job categories. It serves as the primary source of both national and expatriate talent to over 2,000 employers and recruitment agencies across the region. Headquartered in Dubai, GulfTalent.com covers the markets of Saudi Arabia, Kuwait, Qatar, Bahrain, Oman, Egypt, Lebanon, Jordan and the United Arab Emirates. Further information is available at: www.gulftalent.com Tel: +971 4 367 2084
Disclaimer & Copyright This document should be used for information purposes only. GulfTalent.com makes no claims or warranties regarding the accuracy or completeness of the information provided, and accepts no liability for any use made thereof. The recipient is solely responsible for the use of the information contained herein. GulfTalent.com 2009. All rights reserved.
24