7. Outsourcing the process
Recruitment process would generally be
outsourced when individual or a
company outsources processes in helping
the needed staffing functions company
recruit or hire
The RPO company would then handle
action to hire the personnel
This allows a company to focus on its
business and not staffing
RPOs claim that the solution it involves
recruitment offers improvements in
cost, selection, training cost.
quality, cost, service and speed
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9. Online Hiring
Online recruitment, e-recruitment, or web based recruitment is the use of online technology or the
internet to attract candidates and aid the recruitment process.
For most recruiters this usually means
using one’s own company website
a third-party job site or job board
a CV database
social media
search engine marketing
as part of the recruitment process
A survey in 2005 showed that 77% of organizations used some form of human resources information
system and 51% of organizations reported that their use of technology systems were for recruitment
and selection purposes.
84% of respondents have made greater use e mail applications in the last 3 years. Over 7 in 10
organizations also say they are advertising jobs on their corporate websites and using online
applications.Shubham Singhal | A051
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10. Advantages and Disadvantages
Advantages
Online recruitment is cost effective
Online recruitment is quick
Better success ratio
Bigger Audience
Easy and understandable
Gives a 24*7 access to an online collection of resumes.
Online recruitment helps the organisations to weed out the
unqualified candidates in an automated way.
Recruitment websites also provide valuable data and
information regarding the compensation offered by the
competitors etc. which helps the HR managers to take
various HR decisions like promotions, salary trends in
industry etc.
Disadvantages
Dealing with
inappropriate, irrelevant and bad
candidates is the bugbear of many a
HR manager
Not every job vacancy you post can
or will be filled online.
Screening and checking the skill
mapping and authenticity of million
of resumes is a problem and time
consuming exercise for
organisations.
There is low Internet penetration
and no access and lack of awareness
of internet in many locations across
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24. Hiring Strategies - Future
Past Present Future
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25. The Future of Recruiting is
in the Cloud
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26. Reasons of choosing the Cloud
Access on Demand
Paper to Paperless
Wired to Wireless
Set time to anytime
One device to any device
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27. Need of the Cloud Recruiting
Cloud life is redefining SMART Recruiting
Redefining SMART:
Synchronized
Mobile
Appropriately equipped
RSS Enabled
Tuned in
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28. How to use the Cloud?
Use tools for Synchronizing
Dropbox
Google Drive
Sky Drive
Copy.com
Evernote
SugarSync
Use Mobile Apps to stay:
Connected
Updated
All to be on the same page
Reasons to use RSS (Really Simple
Syndication):
Stay updated with current matters
Create and automate searches
Push the favorite RSS to your mobile
phone
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31. of healthcare employers have open positions
for which they can’t find qualified talent23%
Healthcare Industry Facts
1 in 9
U.S. jobs will be in the
Healthcare sector by 2020
The U.S. hospital industry has a
combined annual revenue of about
$860 BillionShubham Singhal | A051
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34. Healthcare Talent Pools In the USA
Registered Nurse
704,056
248,826
Active
Physician/Surgeon
218,055
104,731
Physical Therapist
84,435
40,039
Active
31,990
13,893
Active
Occupational Therapist
LPN/LVN
69,798
20,413
Active
Home Health Aide
29,066
12,152
Active
Active
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35. Registered Nurse Talent Pool In the USA
704,056
248,826
Active
US Only
1,105,899
Globally
Registered Nurse Members
Top Locations:
Greater New York Area
Greater Chicago Area
Greater Boston Area
Greater Los Angeles Area
San Francisco Bay Area
704,056
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36. Successful Talent Direct Examples
Medical Directors
• 2,500 InMails sent
• 1,663 InMails opened
• 283 Interested Candidates
• Response rate of 11.3%
Regulatory Affairs in the
Pharmaceutical Industry
• 2,000 InMails sent
• 1,639 InMails opened
• 511Interested Candidates
• Response rate of 25.6%
General Atomics is Hiring!
SPEAK TO A LINKEDIN RECRUITER Hiring!
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We realize that in order to sustain our growth we need to invest in hiring the best
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Would you be interested in discussing how you could join a fast-growing
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We are looking for a Java Developer who loves winning, innovating, and having a
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Want to learn more or know someone else who may be interested? Click on the
button below and we’ll be in touch!
Shubham Singhal | A051
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27 March 2014
38. Active Pharmaceutical
Ingredients(API)
The raw materials used are chemicals.
This particular business unit
manufactures bulk drugs.
It is the manufactures
tablets, capsules, oral drugs.
The functional department of the
business unit are:
Production
Quality Control
Quality Assurance
Research and development
Process Engineering
Engineering services
Projects
Business development
Supply chain management
Ware house
Technology Transfer teams
Finance
Human Resources
Information Technology
Administration
MarketingShubham Singhal | A051
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40. Planning
Structure – Need to understand the Key responsibility areas of the position which we are
going to hire a candidate.
Need to concentrate on the job description, key results area, opportunities, career
implication, salary and benefits.
Focus – Recruiter need to focus on the quality of candidates, sourcing mix in order to meet
the requirements of a the requisition.
Prepare – Recruiter need to prepare the sourcing mix.
Identify – With the using of sourcing mix, recruiter need to identify the most possible fit
candidates.
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41. Sourcing mix
It is the strategy to find the candidates who are fit to the requirement.
Source of profiles:
Internal employees
Employee referral
Job portals (Naukri and Monster)
Linkedin
Vendors
Head hunting
Advertising on print media
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42. Implementation
Contact - Recruiter need to source the profiles which are matching to the requirements.
Initial screening can be done by him/her.
Another screening of the profiles can be done by technical panel.
Evaluate
Preliminary Interviews – Can be done through Tele conference or video conference.
If the candidate is found suitable, final interviews can be done through Video
conference(for junior profiles) or by personal interviews(must for mid level and senior
level).
Reference Check or Background verification– Is to be done. It can be before joining of
the candidate or after joining of the candidate.
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43. Closure
Select – after all the evaluations are done, the technical team and the HR has to decide on
the candidate selection.
Offer – Recruiter need to prepare like to like of presently what he is. And what we can
offer.
HR will decide on the CTC to be offered.
After receiving the inputs from HR, recruiter need to have a clear discussion with the
candidate about the offer to be made and send a official mail of offer.
Candidate has to reply back on the mail by next 24 hours of his acceptance.
If he is not replying back by next 72 hours, recruiter has to have a conversation with the
candidate, need to take his concerns about the offer and request to write him with his
concerns.
If the concerns can be considered, recruiter need to have a discussion with the HR and clear
it off.
If concerns are not with in the boundaries, recruiter has to revote the offer. Recruiter should
be in continuous follow up with the candidate till his joining.
Shubham Singhal | A051
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27 March 2014
46. Planning
Structure – Need to understand the Key responsibility areas of the position which we are going to hire a
candidate.
Need to concentrate on the job description, key results area, opportunities, career
implication, salary and benefits.
Focus – Recruiter need to focus on the quality of candidates, sourcing mix in order to meet the
requirements of a the requisition.
Prepare – Recruiter need to prepare the sourcing mix.
Identify – With the using of sourcing mix, recruiter need to identify the most possible fit
candidates and the targeted companies.
Shubham Singhal | A051
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27 March 2014
47. Sourcing mix
It is the strategy to find the candidates who are fit to the requirement.
Source of profiles:
Internal employees
Employee referral
Job portals
Linkedin
Vendors
Head hunting
Advertising on print media
Shubham Singhal | A051
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27 March 2014
48. Implementation
Contact - Recruiter need to source the profiles which are matching to the requirements.
Initial screening can be done by him/her.
Another screening of the profiles can be done by technical panel.
Evaluate
Preliminary Interviews – Can be done through Tele conference or video conference.
If the candidate is found suitable, final interviews can be done through video conference(for
junior profiles) or by personal interviews (must for mid level and senior level).
Reference Check or Background verification– Is to be done. It can be before joining of the
candidate or after joining of the candidate.
Shubham Singhal | A051
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27 March 2014
49. Closure
Select – after all the evaluations are done, the technical team and the HR has to
decide on the candidate selection.
Offer – Recruiter need to prepare like to like of presently what he is. And what we can
offer.
HR will decide on the CTC to be offered.
After receiving the inputs from HR, recruiter need to have a clear discussion with the
candidate about the offer to be made and send a official mail of offer.
Candidate has to reply back on the mail by next 24 hours of his acceptance.
If he is not replying back by next 72 hours, recruiter has to have a conversation with the
candidate, need to take his concerns about the offer and request to write him with his
concerns.
If the concerns can be considered, recruiter need to have a discussion with the HR and clear
it off.
If concerns are not with in the boundaries, recruiter has to revote the offer.
Recruiter should be in continuous follow up with the candidate till his joining.
Shubham Singhal | A051
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27 March 2014
ere.net: http://www.ere.net/wp-content/uploads/2009/11/healthcare_recruiting.pdf HooversFierceHealthcare: http://www.fiercehealthcare.com/story/healthcare-boom-42m-more-jobs-2020/2012-04-09Main takeaway: LinkedIn has the ability to help this growing industry (that has a lot of money to spend) fix their biggest issues with recruiting
HC professionals are on the site – and a lot of these people are on the go, 1 in 4 utilize LinkedIn on their mobile devices.What is exciting is that healthcare companies have not taken advantage of the hc network available to them on LinkedIn – with nothing to engage with specific to their industry or companies in their industry besides news, this audience is interactive with the site. What this says is that while there is huge room for growth in healthcare, a lot of people are already participating and there isn’t a lot of noise – take advantage of this opportunity.
Mostly accounts with LCP and WWU
Pulled 2.26.13
Pulled 2.26.13LinkedIn Network 1,105,899USA Only 704,056Active in the last 90 days 248,826 Greater New York Area 46,987Greater Chicago Area 23,978Greater Boston Area 23,667Greater Los Angeles Area 22,965San Francisco Bay Area 20,391+(std_position_job_title:(registered-nurse OR nurse OR staff-registered-nurse OR senior-nurse OR registered-nurse-emergency-department OR critical-care-registered-nurse OR registered-nurse-labor-delivery OR registered-nurse-oncology OR registered-nurse-operating-room OR pediatric-registered-nurse OR psychiatric-registered-nurse)
