Recruitment

(HRM: BT TRACK) Group: F2 Coordinator: Ms. Kanika T. Bhal

Debjit Naskar: Chandan Singh: Uttam Kumar: Sourabh Raheja: Saurabh Singh:
Recruitment

2010SMN6920 2010SMN6894 2010SMN6927 2010SMN6945 2010SMN6924

DMS, IITD

May 8, 2013

Agenda

1 2 3 4 5

Overview of Recruitment
Required Key Competencies Job Description / Ethical Issues Case study: Google Case Study: British Gas

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Overview
Recruitment:

Why [recruitment]
Goals:
To accomplish the tasks and goals of an organization

Experience:
To get multi-dimensional experience and skills

Thoughts:
To infuse fresh blood and fresh thoughts

SWOT:
To convert Weaknesses and Threats to Strengths and Opportunities

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Overview contd
Recruitment Process:

What [is recruitment]

Process of:
Attracting, Screening, and Hiring (selecting) qualified people
Identifying and hiring best-qualified candidate(from within or outside of an organization), in a most timely and cost effective manner [: Community of HRM] It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force

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Overview contd

Onboarding Selection Process Sourcing of Recruitment Defining the requirements of the position and the job holder Job Analysis: Identifying the need for a job

Different Phases
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 1
2 3 4 5

Overview of Recruitment

Required Key Competencies

Job Description / Ethical Issues Case study: Google Case Study: British Gas

Recruitment

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Required Key Competencies

What do we mean by required key competencies?

Why there is a need to define them?

How to define them?

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What?
Competencies are a map or indication of the behaviors that will be valued, recognized and rewarded in an organization

They represent language of performance in an organization

They articulate both the expected outcomes of an individuals efforts and the manner in which these activities are carried out

Competencies usually fall into two categories:

Behavioral Technical

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Why?

Recruitment is a timely and costly process Traditional recruitment tends to be more subjective than objective. Too often, candidates are assessed on basis of:
Personalities Whether we feel he might "fit in" to the organization and it's culture

This is a mistake that even experienced interviewers can fall into Need to clearly define competencies required to perform each role effectively

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How?

In 1982 the US academic, Richard Boyatzis wrote: The competent manager: a model for effective performance

This book proved to have considerable influence on the profession and, over the following two decades, competency frameworks became an increasingly accepted part of modern HR practice.

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Competency Mapping
Competency Mapping is a process of identifying key competencies for a company or institution and the jobs and functions within it.

It is not the one-size-fits all formula.

It is better to develop models that draw from but are not defined by existing research, using behavioral interview methods. The goal is to create a model that reflects its own strategy, its own market, its own customers, and the competencies that bring success in that specific context (including national culture).
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Competency Framework
Competency frameworks should contain both behavioral as well as technical competencies. Only measurable components should be included in it.

Number and complexity of competencies should be restricted, typically aiming for no more than 12 for any particular role

The framework should contain definitions and/or examples of each competency.

A critical aspect of all frameworks is the degree of detail, it should neither be too general nor too detailed. A critical aspect of all frameworks is the degree of detail.
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Competency Framework Contd

According to a survey, the most popular names found in employer

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 1
2
3 4 5

Overview of Recruitment Required Key Competencies

Job Description / Ethical Issues

Case study: Google Case Study: British Gas

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Sample: Job Description

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Sample: Job Description contd..

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Job Description Example: Microsoft

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Ethical Rules in Recruitment

Merit based Recruitment

Disclosure of Information Informed Criteria change
Recruitment

Favored treatment towards any group should be one that is legally allowed Special considerations should be clearly stated No discrimination on race, religion, gender, marital or pregnancy status

Candidates should be told the truth about the organization, and under any circumstance they should not be misled No False Claims

Any changes in the criteria, used for evaluating candidates should be stated and explained in order to avoid unnecessary claim of biasness in the recruitment process

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Ethical Rules in Recruitment

No Misleading Advertisement
Job responsibilities should be same as of the advertisement Terms and conditions should be open to employee It may include our suppliers, customers and competitors Not doing so may appear as unethical poaching As a matter of courtesy and good public relationship we should inform an unsuccessful applicant

Care while recruiting employees of Orgs that are Dealing with us

Courtesy

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Ethical

DONTS in Recruitment: by Shell

Allow anything other than skills to be important

Accept, give or allow bribes Hire relatives or become involved in their recruitment Accept or give uncomfortable gifts Write or record anything which is not fact Write or record anything which could not be said to the candidates face Record irrelevant or personal information
Source: Institute of Business Ethics http://www.ibe.org.uk/

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 1
2

Overview of Recruitment Required Key Competencies Job Description / Ethical Issues

3
4 5

Case study: Google

Case Study: British Gas

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Case Study:

Google: Doesnt require an introduction Software Giant Market Capital of 144B USD

Educational Institutes External Sources of Online submission of Recruitment resume

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How they attract?

Innovative Environment

. Avoid bureaucracy so that people do what make sense Lots of autonomy over product and its directions Encouraged to work on whatever we think is important Biggest resource is definitely the people

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Recruitment

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 1
2 3 4
5

Overview of Recruitment Required Key Competencies Job Description / Ethical Issues Case study: Google

Case Study: British Gas

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Case Study

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Introduction

British Gas is part of the Centrica Group. Centrica is a MNC, with businesses in many countries. Centrica was formed in 1997 and consists of eight separate energy related businesses, ranging from the supply of gas & electricity to consumers and organizations in UK & Europe, to storage of gas for other providers, and drain and pipe work maintenance.

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Need for HUGE workforce

The UK market is highly dynamic. Customers look for the best deals and are increasingly prepared to switch suppliers. In 2007, 900,000 CUSTOMERS switched energy providers. So British Gas needs to show it is not just competitive on price, but that it can also provide the right levels of customer services to attract and retain customer.
British Gas provide services like: Supply gas Installation & maintenance of domestic central heating and appliances Maintenance & breakdown services for electrical white goods and home wiring Drain cleaning services, plumbing and home security services are also provided by other subsidiaries of British Gas

Required a need of more than 9000 highly calibre Engineers

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The Role of Human Resource Management

To manage any large business involves: Acquisition Developing & maintaining a wide range of resources These resources include: Materials, Buildings, Land, Equipment, Technology and , Crucially, PEOPLE HRM is responsible for ensuring that an organization has right people to deliver its overall business plan. To ensure CUSTOMER SATISFACTION BG engineers must have technical skills & people skills From were this demand for Engineers can be met: INTERNAL existing employees with right skills EXTERNAL from the market

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The Role of Human Resource Management contd..

WORKFORCE PLANNING Is the process of assessing a companys current & future labor needs

Also involves in managing & training and recruitment process to ensure that the organization has the right staff in place
Now, BG must consider not just overall employee numbers but also the skills that will be required within the business.

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The Role of Human Resource Management contd..

RECRUITMENT BG implements a diversity and inclusion strategy using tailored action plans. BG plans recruitment to ensure it has a socially inclusive workforce. This is important as it will enable BG to reflect the diversity of its customer base. For example: employees from different nationalities and backgrounds to communicate with customers that do not speak English as a first language, recruiting more women engineers may help to attract female customers.

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The Role of Human Resource Management contd..

Source of Recruitment Sky channels like Parliamentary Projects TV (which focuses on careers Passion TV (aimed for black community) Print media (women magazines targeted at ethnic minorities such as THE MUSLIM WEEKLY) Career directories Radio, newspaper, BG websites (www.britishgasacademy.co.uk) DVD for campus

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The Role of Human Resource Management contd..

SELECTION PROCESS
Eligibility criteria
Must be 17 yrs old Minimum of four GCSEs at grade C or above or equivalent Holds at least a provisional driving license Aptitude for customer service Value based questionnaire Psychometric test rated with green, umber or red Interview Assessment

Selection methodology

Final selection
The whole selection process gets finalized in 14 days.

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The Role of Human Resource Management contd..

CONCLUSION

maintain competitive position within the energy market BG retain high level of skills & expertise through its careful specification of entry qualification followed by top quality training BG take cares personal attributes of staff through role play & questionnaire BG determine future staffing needs BG offering dynamic & exciting career path Promote women empowerment

BG Achievements
BG won an award from WOMEN into sciences and engineering National award from CORGI (council for registered gas installers) for women empowerment BG get prestigious award for INSPIRING THE WORKFORCE FOR THE FUTURE

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Cost of recruitment

These six factors accounts for 90% of the cost to hire, additional 10% covers miscellaneous expensive items like testing, reference checking, bonding, hiring unit staff time
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Various Costs involved in Recruitment

Type of cost
Sourcing Candidate

Direct cost
Advertising in newspaper and other media employment agency fees consultants fee opening new files mailing, telephone, fax stationary medical examine

Indirect cost
time spent in terms of salary & benefit cost of personal involved in identifying the vacancy advertising calling applicants for interview scheduling the interviews interviewing stability feedback (reject, hold or select) making offer reference check employee orientation

Processing

Travel & Relocation

reimbursement to individual for actual travel & lodging cost of relocating new employee & his family

arranging hotels & transport companies cost of facilities utilized during interviews

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References

Business Today: Managing People

Fundamentals of Human Resource management by DeCenzo & Robbins Human Resource Management by Gary Dessler and Biju Varkkey Sample Job Description: http://www.absolutehrsolutions.com/jobdescriptions.html Job Description: http://www.microsoft-careers.com/key/program-manager-job-description.html British Gas: http://www.thetimes100.co.uk/ http://www.positivearticles.com/Article/Always-Follow-Strictly-Ethical-Recruitment-Rules Institute of Business Ethics http://www.ibe.org.uk/ www.google.com

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THANK YOU!

Q&A