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Uma Nath Tripathi (2013SMN6762) Rajat Jain (2013SMN6949) Akshat Mehta (2013SMN6750) Nitin Mohan (2013SMN6790) Anuj Gulati (2013SMN6960) Shalabh Aggarwal (2013SMN6962)
Today..
We will review following recruitment techniques, with some case studies -
General Selection..
Prepare JD
Inter nal
Advertise Internally
Release Offer
Recruitment Method
Screening Applications Received
Exte rnal
Through Consultants
Release Offer
At a Glance
CV Received (From All Sources) Shortlisted for 1st Round (Objective Test) Shortlisted for 2nd Round (Written Test on computer making a program Shortlisted for 3rd Round (Technical / HR round) Job Offers Joined
109 75 43
14 12 11
Depth Interview
DESCRIPTION: Structured verbal interactions with a candidate to gauge his suitability for the job and the firm ORIGIN: Conceptualized by Arthur Anderson in 1992 METHOD OF APPLICATION: Five employees from different levels hold segmented 45-minutes interview with the candidate
1. 2. 3. 4. 5.
HR Screens the Biodata Interviewer Staff Consultant (6 months 2yrs with the firm) Interviewer Senior Consultant (3 4 yrs with the firm) Interviewer Jr or Dr Manager (5 8 yrs with the firm) Business Head or Partner (12 yrs with the firm)
Merits
Allows optimum utilisation of time by interviews Eliminates bias and prejudices Match Job Specs to Candidate Evaluate behavioural qualities Introduces company and applicant
DeMerits
Structured and Lengthy Slow process candidates may dislike Collective Discrimination may creep into the process May create stereotypes rather than leaders Errors of judgement may distort decisions
Thomas Profiling
Often we find that businesses hire for skills and fire for behaviours. On the other hand, it is recommended that they hire for behaviour and train for the skills.
Thomas PPA is used for recruiting, Identifying people for promotion, and Managing performance
Source: http://www.tgassociates.com/products/DISCprofiling.pdf
Extraversion (E) or Introversion (I) Sensing (S) or Intuition (N) Thinking (T) or Feeling (F) Judging (J) or Perceiving (P).
Source: http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/
Resource Investigator
Source: http://www.mindtools.com/pages/article/newLDR_83.htm
Merits
Helps draw up a comprehensive behavioral profile Personal Profile questions easy to administer Computer based software provide accurate analysis Warns management of recruit's weaknesses Can be successfully utilized for career development.
Demerits
Psychological testing can be unreliable. Job requirement specs may be subjective. Results are open to interpretation rather than conclusive. Doesn't account for recruits intellect or exposure. Should never be used as stand alone technique.
Graphology Technique
DESCRIPTION: An analysis of a job-seekers handwriting to identify personality traits and a suitable profession ORIGIN: First used by French priest Jean-Hippolyte Michon, Circa 1830
METHOD OF APPLICATION: Invite handwritten application from candidate. Filter out cultural biases. Conclude analysis and identify job-fits USER COMPANIES: Many US companies
Critics: Compared to interviews, tests, simulations graphology ranked the lowest for its validity/quantitative assessment
Merits
Measures the match between personality and Job Suggests Jobs that suit the candidate best Reveals characteristics that other tests cant Gauges personality without candidates awareness Insights can be validated by other measurements.
Demerits
Skepticism about accuracy of findings persists. Lack of scientific basis discourages the use of this method. Depends entirely on analysts interpretation Generalizes without considering candidates background Can be misleading if not validated by other tests.
Develop the world's first "recruiting culture. The World's Largest Recruiting Budget Google recruitment has a ratio of 1 recruiter for every 14 employees (14:1)
RECRUITING STRUCTURE
A centralized operations model Recruiting is done by recruiting professionals The recruiting model has been broken up into very distinct roles. These activities, carried out in a highly choreographed manner by teams tied to divisions and business units, include: Recruiting research analysts Candidate developers (sourcers) Process coordinators Candidate screeners Specialized recruiters for college Specialized recruiters for technical and leadership executive search Specialized international recruiters to be located in Asia and Europe Recruiting program managers Recruiting project managers
Hiring process
Job search Applying at Googles job portal Phone interview Onsite interview Hire by committee
ANSWER
A person who can solve this puzzles is a person of interest to Google. The location of the answer: 2.71828182845904523536028747135266249 7757247093699959574966967627724076630 3535475945713821785251664274274663919 3200305992181741359662904357290033429 5260595630738132328627943490763233829 8807531952510190115738341879307021540
References