HUMAN RESOURCES MANAGEMENT

BENCHMARKING
OF BEST RECRUITMENT PRACTICES
WHAT IS BENCHMARKING?

• BENCHMARKING IS COMPARING YOURSELF TO THE BEST

OF THE BEST

• USING THEIR PERFORMANCE AS A STANDARD FOR

EXCELLENCE

• UNDERSTANDING THEIR PROCESSES AND PRACTICES

AND IMPLEMENTING THEM IN YOUR OWN ORGANIZATION
WHY BENCHMARKING IN HR?

• PEOPLE ARE THE MOST VALUABLE ASSET IN

TODAY’S BUSINESS CONCEPT

• SHIFT FROM THE INDUSTRIAL MODEL TO THE

CUSTOMER FOCUSED MODEL

• A GREATER FOCUS ON THE CUSTOMER’S NEEDS

WHAT IS RECRUITMENT?

• Edwin Flippo:-
“Recruitment is the process of searching for
prospective employees & stimulating them
to apply for jobs.”
It is the process of finding and attracting
capable applicants for employment.
WHY BENCHMARKING IN RECRUITMENT?

• If the Company has to attract the best Talent, it

has to use the best process.

• Recruitment refers to process of identifying

and attracting Job seekers so as to build a
pool of qualified job applicants.
EMPLOYEE REFERRALS

• Empl oy ees ref er candi da tes known to th em

to th e HR Depa rtment .
• ST Mi croe lectro ni cs – An attractive employee
referral scheme, where the award can go up to Rs.
160650.
• Company saves multiple reference checks. Only
Reference Check is to previous employer
• Company saves Recruitment Agency Cost
• Employee Commitment to the Company increases
BEST RECRUITMENT P RA CTI CE: Empl oyin g F res h
Recr uit s

• HDFC B ank – Cr ea ti ng N ew Cul ture :

– HDFC takes recruits fresh out of college and moulds them
in to its beliefs and values, the organization culture and
working methods
– Such recruits obviously do not know what cannot be done
and for them everything is possible
– They set standards significantly higher than a CEO would
ever set.
– HDFC never buys people and is not above the market in
terms of payment. In fact, in some areas, they are below
the market.
USE THE WEB FOR REC RUI TI NG
• Pos t jo bs on your compa ny or or ga niza ti on
we bsi te . Place the link prominently on your home
page. Your job posting will attract candidates that
are interested in your mission and vision as well as
your open jobs.
• Pos t jobs in th e classi fied sec ti on of your
loc al newspa per ; th e pa per likel y has an
onl ine pa rtn er. When you purchase a classified
ad, you automatically post the job online at an often
reasonable, additional cost.
COMPA NI ES THAT USE THE WEB FOR
RECR UI TI NG
• Analog Devices • JSW Industries
• Bharat Electronics • KEC International
• Convergys • Lupin
• Dr. Reddy • Marico
• EXL • Novartis Enterprises
• Futuresoft • Oracle
• GE Healthcare • Polaris
• Hexaware • Qi Lifecare
• Infotech • Reuters
COMPA NI ES THAT USE THE WEB FOR
RECR UI TI NG
• Satyam
• Triveni Infrastructure
• U
• Verizon
• Wipro
• Xansa
• Yahoo
• Zenith Computers
PRE Q UA LIFI ED TA LEN T P OO L

• Looking for talent? The smartest employers, who hire

the best people, recruit a pre-qualified candidate
pool of potential employees before they need to fill a
job. Or, as Harvey Mackay, well-known, irreverent,
author and speaker, says about networking, Dig Your
Well, Before You're Thirsty.
• You can develop relationships with potential
candidates long before you need them. The HRIS
Recruitment Module will help track such Talent.
• Aventis Pharma uses PeopleSoft to have a database
of such Talent
JOB DES CR IP TIO N & R OLE C LA RITY

• A Job Description that tells potential employees the

exact requirements of the position is useful.
Siemens have created a group management trainee
GMT scheme at an entry level for attracting the best
talent
• Develop a job description that delineates the key
responsibilities and outputs of the position. Then,
define the behavioral characteristics of the person
you feel is your ideal candidate. Finally, list your five -
ten key responsibilities and characteristics you will
use to screen resumes, perform phone screens and
eventually, establish the questions for the
candidates you interview.
JOB DE SCRIP TIO N & ROL E CLARITY
• Lar se n & Toubro - Engineering major Larsen &
Toubro has developed a competency matrix which
lists 73 competencies-that vary across managerial
levels-which are required for an Employee to
succedd in his role

• As matrix is linked to business strategy on the one

hand and Recruitment requirements on the other,
strategic needs drive the company's Recruitment
policies, making the process of Selection easier, and
more focused.
Ta p Your Employ ee Netw ork s in Rec ru iting
Can di da tes

• Spread word-of-mouth information about the

position availability, or eventual availability, to each
employee so they can constantly look for superior
candidates in their networks of friends and
associates.
• Encourage employees to gather business cards from
and develop relationships with high potential
possible employees
• National Panasonic - The Japanese white-goods
major has developed an Employee Network for
Recruiting Talent
REC RUIT HIGH P OTEN TIAL E MPLO YA BL E
CA NDIDA TES

• Recruit high potential candidates who can

increase their employability after their stint
with you.
• When someone leaves Radio Mirchi, the
Company believes that their resumes should
be worth three times what it was when they
joined.
USE O F T ECH NOLO GY FO R R ECR UIT MENT

• Texas Instruments uses a PC–based program developed to

recruit college students. The interactive disk program helps
match an applicant’s skills with positions available at the
company and provides feedback on individual job-searching
techniques.  

• “We’re also planning to replace our 50 HR legacy systems

with one integrated system from PeopleSoft,” says Doug
Heard, manager of human resources reengineering at TI.
“Employee status and recruitment information is a good hook
into training, and we’d like to have that data available in a
client/server-based architecture because it will support our
overall strategies.”
USE O F T ECH NOLO GY FO R R ECR UIT MENT

• Employees at Federal Express can apply for jobs online

through the company’s Human Resources Information System
(HRIS), called PRISM. If for example,
• A courier from Miami wants to move to California, she can
access PRISM from a desktop computer and look at all the job
postings based in the Golden state.
• She can then apply for one of the jobs and will be ranked
according to her qualifications and tenure at the company. If
the candidate is not hired, PRISM informs her who landed the
job and why she was passed over.
• The system also informs the candidate of what additional
training is necessary in order to get the job, says Jim Candler,
FedEX’s managing director of personnel information systems,
Use A P oi nt P er son For S al ary N ego ti ati on

• A salary negotiation window exists from the time you

offer a job to a candidate until your candidate
accepts the job. The results of this negotiation leave
a candidate feeling wanted or devalued. The results
of this negotiation leave the employer excited to
welcome the candidate or feeling as if he lost. A
positive employer and a positive employee are the
result of a successful salary negotiation.
• A well trained single designated individual should
negotiate salaries with the candidate on behalf of
the employee.
REFE RENCE CH ECKS

• Checking the background of the candidate is very

important. Reference checks with previous
employers as well as Community representatives are
crucial.
• A MNC when recruiting in Goa even checked the
character of the employees with the local Parish
Priest.
BENCH MARK ING W ITH THE B EST
RECRU IT ME NT P RACT IC ES
• Implementing “Smart Recruitment” practices will
create an energized, enthusiastic, educated
workforce

• These Practices provide difference between

retraining a highly qualified workforce and
searching needlessly and expensive for new talent

• The cost of retaining an employee is far lesser than

recruiting a new one
 TO BE THE BEST,
DO WHAT THE BEST DO