Recruitment Analysis of ABC Company

7/31/2019 Recruitment Analysis of ABC Company

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Recruitment Analysis


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Recruitment Summary of last 3months

Java Developer Position open on: Feb 18, 2008 ( 4months)No. of positions: 5

Total Interviews Arranged: 14Candidates Selected: NilCandidates Rejected: 13Short listed for next round: 1Present Status: Position continuing

Web Designer Position open on: May 14, 2008 ( 1month)No. of position: 1

Total Interviews Arranged: 8Candidates Selected: NilCandidates Rejected: 6Candidates on hold: 2Present Status: Position continuing


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Recruitment Status Cont

Business AnalystPosition open on: Feb 18, 2008 ( 4months)No. of position: 1

Total Interviews Arranged: 3Candidates Selected: 1Candidates Rejected: 2Present Status: Closed in April

Data Warehouse Administrator Position open on: Feb 18, 2008 ( 4months)No. of position: 1Total Interviews Arranged: 1 (on hold)Candidates Selected: NilCandidates Rejected: Nobody wasshort listed in resume screeningPresent Status: Position continuing


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QA Engineer Position open on: May 14, 2008No. of positions: 2Total Interviews Arranged: 6

Candidates Selected: NilCandidates Rejected: 5Short listed for next round: 1Present Status: Position continuing

Technical ArchitectPosition open on: September, 2007No. of positions: 1Total Interviews Arranged: 4

Candidates Selected: 1Candidates Rejected: OthersPresent Status: Position closed inMay 2008


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Technical ArchitectPosition open on: September, 2007No. of positions: 1Total Interviews Arranged: 4

Candidates Selected: 1Candidates Rejected: OthersPresent Status: Position closed inMay 2008

Business Coordinator Position open on: May 6, 2008 TotalInterviews Arranged: 2No. of positions: 1

Candidates Selected: 1Candidates Rejected: 1Present Status: Position closed inJune 2008


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SE Dot NetPosition open on: May 29, 2008 TotalInterviews Arranged: 4 (2 yet to takeplace)

No. of positions: 2Candidates Selected: NilCandidates Rejected: 1Candidate on hold: 1Present Status: Position continuing

Java TraineePosition open on: Feb 27, 2008No. of positions: 2Total Interviews Arranged: 4

Candidates Selected: 2Candidates Rejected: 2Present Status: Position closed inMarch 2008


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AnalysisRate of rejected candidates is more than 90% (avg.)No resume screening is done before interviews are arranged, backgroundverifications not done, 90% candidates interviewed have got their educationdegree from correspondence. Technically below average.It takes more than 2 - 6 months to fulfill a single position, this duration iseven more in case of higher level positions (Tech Architect).

Number of interviews arranged are very less.Interviewers cant devote much time in interviewing as they already are veryoccupied. (Sometimes only)Financial LimitationsOnly traditional methods of recruitment used Job portal, Manpower Consultants and Employee References

6 positions have been closed in the past: 4 from references, 1 Bar Camp, 1 job portal (Job portal not being utilized much)Recruitment database not of much use. Resumes get old and mostcandidates already join somewhere and their contact details change too.No reference check is done.


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Recruitment StrategyUse available resources more efficiently i.e. job portal and Recruitment database. Recruitmentdatabase is never given much importance. The CVs may be old in the database and thecandidates might not be interested but they can always give references. If their contact numbershave changed, we can always contact them at their personal e- mail ids given in their CVs,people rarely change their e-mail addresses. Even rejected candidates can be contact after 6months, they might get selected this time.Explore new methods i.e. Networking sites and Head Hunting (specially for higher positions).Blogs too have now entered into the picture.

First round CV Screening should be done at HR Level to save interviewers time.Interviews can be arranged on weekends from morning to evening, candidates are more availableon weekend. We will also have more options and can select the best available talent. The compoff can be given to the interviewer in lieu of working on weekend.We should have closing targets for each position, better results can be achieved if the goals arepre defined.Recruitment data should be available with us on monthly basis so it can be analyzed regularly.Placement by Objective (PBO): The talent management model Placement by Objectives (PBO)aims to improve recruiting and retention by explicitly stating goals and expectations for eachposition. Candidates should fully understand what is expected of them before they are hired, notafter. This way we can make faster, closer job matches .While calling candidates always ask for reference whether the candidate himself is interested or not. Its always good to have more options.


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Recruitment StrategyEmployee referrals: Keep employees updated on new requirements regularly.First call made to candidates should be treated with great importance. This is the time when wehave to opportunity to sell our job to him and build IA image. Currently what is normally asked is:whether they are looking for change in job, their CTC, Notice period required, their availability for the interview and their skill set. Every consultant do the same. WE HAVE TO BE MORECREATIVE.Employees reference check and background verificationWe need to create a good recruitment database for all the existing as well as our futurerequirements (ideally all positions which may arise) so we dont need to depend on consultants for our every requirement.Suggestions welcome.


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Head HuntingMap companies where similar skills are availableTry getting in touch with candidates from these companiesTrying to get through reception or other probable barriers. Common excuses:

We are organizing a seminar.I am a summer trainee.I am calling from CII/Management AssociationsI am calling from College Technical positionsI am calling from a vendor/supplier companyCalling from a Market Research Company

Once the reception is convinced get connected to the person whom you are looking for

If you are not able to speak to the candidate, leave your mobilenumber (not office number)Try to find that candidate on job portal.


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Networking Sites

Linked INFacebook

OrkutYahoo GroupsGoogle Groups

Blogs


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Other Methods to meet our Manpower Requires Efficiently

Succession PlanningProactive Retention


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Succession Planning

Identify the immediatesuccessors for everyimportant position for

each team. Ideally anyorganization shouldhave successionplanning up to three

levels.

Team 1:

Team 2


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Succession Planning StrategyWe must have succession planning as we cant keep fulfilling our manpower requirements by hiring people from outside only especially when it is takingus 3 months and more to fulfill one position.We should identify potential leaders to fill our top positions within theorganization only like for TL/ PM/ Technical Architect. It is always best topromote people within. We are doing this now but this again needs to bedone proactively.The aim is to develop pools of talented people, each of whom is adaptableand capable of filling a number of roles. Because succession planning isconcerned with developing longer-term successors as well as short-termreplacements, each pool will be considerably larger than the range of postsit covers.

We would be better served if they spent as much on developing their owntalent through succession planning as they do on recruiting.


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SP to be owned byLine Managers and Technical Director : Identify potential leaders andensuring we have healthy pipeline of potential leaders who can. Ideally weshould have 3 level succession planning.CEO : Has a key role in ensuring that it is given the importance it deservesby other senior managersHR : The HR function has a critical role in supporting and facilitating the

process and compiling all the necessary information on potentialcandidates. Any career move at senior level is a process of multipledialogues, in which HR will collect views from senior line managers makingsure that all possibilities are covered, and maybe putting proposals for decision to the Technical Director.

Although it is a complex and time-consuming process, succession planningis the only way of managing our future manpower requirements efficiently,

we just cant depend on recruitment. We will try to fill our top level positionswithin organization thereby giving opportunities to our best performers,recognizing and utilizing their talent fully and keep them motivated. This isalso one of the ways to retain the employees. For junior level position wevery well can rely on job portals and employee referrals as they can be filledeasily.


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Proactive RetentionIts very difficult and most of the time impossible to retain any employee if he hasalready resigned and has made up his mind to join any other organization, we try todo this only.We need to react proactively and identify employees who are planning to leave us infuture, following may be the signs if the employee is looking for opportunities outside:

- change in their behavior - Negative attitude- spending too much time on phone- taking time off from work too often.- Employees who have any conflict with their superior, Reporting Manager or any other

colleague- Employees who have been working in an organization for more than a year or are

working on same project with same repeated work and no challenging work are morelikely to look for a change elsewhere

- People are more likely to resign after their performance appraisals.- We can also send mail to our employees from an unknown e-mail ID pretending to be

manpower consultants and find out who is looking for change presently.


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Proactive RetentionOnce these employees are identified we need find out why they areplanning for change in job. Then we need to plan our retentionstrategy and implement it without waiting for that employee toresign. The retention strategy will vary from employee to employeeas each will have their own reason to look for a change in which wewill have to strike.We have to identify the key performers in each team and shouldconcentrate on them more. We also need to keep in mind that theimprovement in our organization atmosphere, facilities, etc will onlyshow a certain decrease in attrition, up to a certain level, thereafter in spite of whatever improvement we make, the attrition isunavoidable and will not decrease to 0 or become NIL...

So we need to have back up plan too. Again Succession Planning isthe best available solution and also finding replacement before thetime.


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Employees who may resign in future

S.No. Name Signs Retention Strategy

1

2


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Take good care of key people within eachteam (Project wise)

Name of key people inTeam 1:

Team 2:

Team 3:

Team 4:


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Your suggestions and feedbacks are always welcome.

Thanks and RegardsBabita Luthra

Recruitment Analysis of ABC Company

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