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foreign
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[Music]
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Cruise we're going to discuss about
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recruitment and the first question of
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course what is recruitment for business
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going back to the basics
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recruitment is to get people for your
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company hire people
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but practically really the definition
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that we must understand here that
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recruitment is the process of actively
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seeking out finding and hiring
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candidates for a specific position of
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job remember that it has to be aligned
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to the Strategic human resource and the
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operative human resource plan
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and that it means that it has to be done
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in from inception from the first time
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that they come to the company to intake
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full integration of that company that
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element to your Workforce we have to set
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the criteria
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what do we need who are we looking for
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why do we need
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she in board
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whether the skills that the team needs
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for her to achieve success whether the
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technology technical knowledge that this
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person needs to have
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are the personal background is too
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important how mature is
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that
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that we have our expectation about this
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person doing it to have diversity in our
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team should we look for a woman in
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technology for instance
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so the first step here is identifying
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the hiring recruitment
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secondly creating a job description
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later in this section we understand what
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is ideal description
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third have the talent research and four
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star short listing and screening the
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candidates the fifth part is very
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important because it's the interview in
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meeting them
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six one is after interviewing them you
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had to evaluate and post to that to make
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an offer a job offer the seventh step is
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to the introduction and induction of
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that employee into your company and
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that's how the system works
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so we need to understand that as well as
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we have spoke before there is a
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difference between what is means telling
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acquisition in a whole overall process
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and as a purely the recruitment stage of
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that
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we are coming in the last section we
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cover the business strategy that has to
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be aligned completely through the
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process and the first part is Italian
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strategy in the talent strategy is
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Italian acquisition where we want to
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read all this process of compliance
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strategy segmentation through metrics
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technology perhaps hiring solvent or
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sources and based that in the brand that
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we have so we have the talent results
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and finally the business results Talent
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acquisition saw is part of getting your
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oral company
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performance results that is a long-term
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approach develops a pool of talent to
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meet future needs of the business as
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we've seen as a proactive and strategic
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work but they go in that in the long
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term that includes the recruitedness
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statement and we have that in the talent
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accusation at a top left but we see now
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and separate that recruitment access we
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understand that it's recruitment
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encompasses several Steps From A
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strategically sourcing leading
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generation what is the pipeline of that
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how we want to have our source of
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candidates
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are we into recruit socially
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or maybe you are facing a passive
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candidate that is there
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how are you going to do our assessment
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and selection of candidates how it's
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going to be taking the hiding process
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who is going to take place and who is
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going to be in charge of the onboarding
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and then means then that recruitment as
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a part of the talent acquisition process
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means to find and hire people in a
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refined side of competences
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this is reactive yes this is somewhat
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reactive Centric but is inserted in the
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talent acquisition process
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yes sometimes we confuse about talent
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management against Performance
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Management
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and they are together we don't have to
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see them separated
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in this chart we can see how talent
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manager includes learning development
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recruitment Performance Management
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rotation I'm still get your organization
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future needs through upskilling
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rescaling and strategic recruitment we
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are the same way they are fixing the
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needs technologically
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the software the machines we need to fix
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the staff that we have which are the
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tools and skills that our people has to
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have and handle to perform the best
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against West Performance Management that
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this focuses in creating achieving and
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measuring the progress of that employees
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based on the organizational needs and
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that's a performance control of it
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through segment setting expectations
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continuous feedback self-evolution
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recognitions these two areas get
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together to provide you the talent
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management process the talent
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acquisitions
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integrated
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going back to the process of talent
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acquisition
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and recruitment we spoke about job
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description what is a job description
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quite well as your description is a
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bright criteria of the task of
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responsibilities that the employee has
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to do
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and is composed by the profile
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that we need to fill which are the
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responsibilities that employee has the
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qualification and skills that has to had
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before get into the job what is
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education background and experience that
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it needs to have let's look at two
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examples that address that job
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description example first of all the job
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description about a music producer
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okay we can use a two or three sentence
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introduction to get to the company okay
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tell the people what are the needs that
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you look in a music producer they your
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responsibilities are quite
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straightforward as a people who arranges
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compositions runs recording sessions and
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suggests changes to instrument
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instrument effects and lyrics if guys
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the mix in mastering recorded Engineers
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the others ideas and inspiration for
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projects manager projects business
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develops production and so on all of
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that you may see there is a lot of
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description about the responsibility
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that he or she has to fulfill what are
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the qualifications that he he has to
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have before joining us and strong
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Premiership production background
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editing abilities project management
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yes of course the ability to handle
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multiple prayers we have to have a
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strong line and pipeline of developments
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for the company
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he has to have the ability to coach and
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to Foster Teamworks with all the peers
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and the people that are behind him
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as we proactive
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you see it's more individual qualities
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here
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he has the ability to conduct Market
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Reserves sometimes to create and Foster
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client relations and develop creative
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standards so it's a creative but is also
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a manager which are the education and
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experience requirements that he has to
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have
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he has to have a bachelor degree in
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science music or bachelor degree music
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more than three years in experience
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using digital audio hardware and
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software
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and you might add whatever you want in
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this area all technical requirements
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let's see the difference with a film
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producer in a field producer is the one
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who produced loan and short-term phone
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content for multiple internet groups of
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advertisers
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it composes lawn and short-term
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integrated proposals managing
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Integrations developing timelines
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all of that is very managerial I
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understand
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but also he has to edit video clips
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operatively we're speaking now works
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closely with the network Studio
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scheduling teams that is administrative
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staff
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duties
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work hours and benefits
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job description for better when they
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include a paragraph here maybe we can
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include here long-term hours we
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separated a
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including we weekends and vacation time
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being disrupted has to be allowed to
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stress his life
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okay so you have to include here what is
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those strength conditions that will make
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this job challenge one at the same time
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quite enjoyable by people that like to
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produce something a creator
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so a qualification is ones that has to
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have a strong television of in
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production editing at abilities also
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private management to coaching again you
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may see as we saw in the music producer
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here's also a blend of creative and
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administrative skills that have to be
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done they must the educational and
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experience requirements also speak about
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they need to have a academic basis in
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communication advertising and somewhat
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have experience in television of in
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production
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editing and it has to be proficient in
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some software
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those are two examples of the
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description the more that you are
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detailed and specific
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you will have the basis for your people
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to understand what they're asking and
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expect it to be done and let's
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understand one thing
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you were coming here in job description
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is
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the things the tax to be done so far we
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have not spoken about goals on
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objectives so the skills let's take a
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little bit about the skills with skills
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are useful in requiring an entertainment
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of course we have to recreate it our
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business is focusing in that Deliverance
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of creative content to our people will
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connect
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and everyone is also interested to join
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our companies
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has to be also a lot of self-confidence
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how to steam High Auto Steam
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have the ability to sell his ideas from
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pitching to performing in front of
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audiences first internally
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to get approval of their managerial
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staffs and how to sell a project to
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Upper loaders even the board of
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directors for instance
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time management
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okay moving from one task to another we
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have to manage multiple tasks like in a
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circus we have five different scenarios
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and that has to be done all the time
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multitasking
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multi-disciplinary managing our own
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schedule
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a common land flexible time different
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demands of your time
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and also persistence
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we have to be persistent okay we have to
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knock the door we have to go back
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perhaps with we miss an opportunity we
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learn and then we adapt and we go back
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we have to keep the lessons that we
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got from an experience and then adapt
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for the next opportunity that we have
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now having said that
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how do we get the people on board well
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there are sources that are more internal
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and external those internalized like the
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ones that you wore for people that you
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look internally in your company stuff
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people do you can promote or maintain
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your transfer from one business unit to
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another perhaps in handling that
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management you have identified that a
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people that is very strong in
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copywriting
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but he has or she has a lot of abilities
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in digital software
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and maybe she can explode all her
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capabilities in that area maybe you can
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transfer to that that's an enjoyment
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internal recruitment
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okay you also can work on retired
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employees
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two days is widely speaking about how to
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get people retired at ages of 50 or 45
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years old can we benefit and we can also
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have more trust and confidence in our
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Force by ensuring them that they will be
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considered when they reach those ages if
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we relocate them to make it those
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different Works in that
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that's very important you will create
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long-term trust with your Workforce also
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how to get internal reference of
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employees maybe in your Workforce you
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know someone that is referred by your
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internal employees and that's a source
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of internal recruitment
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the benefits of internment recruitment
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are save money to get lower costs better
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field with organizational culture of
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course they know your company the
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transition is more
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less uncertainty you know they know you
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internal motivation yes there are
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disadvantages in internal recruitment
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there's a little limited recruiting
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options
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it's a potential need of more training
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perhaps when you're switching injuries
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the motivation of unpromoted employees
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yes you may promote some but you cannot
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promote all of them in the other side we
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can see the external sources of
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Recruitment and you do that through
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advertisement
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campus recruitment company recruitment
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placement agencies Outsourcing
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consultancies
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has Hunters employees in changes label
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contractors
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all of them include a lot of benefits
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they when you bring people that is fresh
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to your company
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it's coming from the outside world they
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bring you new innovative ideas French
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Minds do you have more options for
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recruitment you have a wider pool of
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applicants you have better chance
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to hire people with experience and you
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upgrade
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the experience and the talents of the
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world all your Talent Force
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but there are also disadvantages
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how about higher costs of recruiting so
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through a Headhunter or Outsourcing
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agency the feast that they charge you
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they sometimes they'll be really harmed
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your budget
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how about the risk about hiring decision
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because you have a bias okay
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recommendation or you you don't read
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really well in the hiring interviewing
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some Pro process that you understand you
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you face in the future let's take for
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instance I can hire a producer that is
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very good I can hire creative people who
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it's very productive very creative but
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she cannot be working in terms of more
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than two people
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does that means an obstacle for her
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hiring and development maybe yes
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how about the also these advantages when
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you
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rely on you bring out people from the
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same industry for another company would
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you bring one of your competitors
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you substrate people from one of your
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competitor staff and you bring to your
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agency
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does that works all the time of course
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not
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let's talk about an example
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Hey Joe
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bring somewhere from Google to Apple
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because they are all digital you know
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technical companies that doesn't mean
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that they will fit in the new
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environment there has been plenty of
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examples where people are from Yahoo for
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instance they have not made a fit into
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Google or people from Google they have
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not made the fit into Amazon because the
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culture of the company is different the
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leadership of the company to start with
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is different apple is a company driven
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by a transformational approach that was
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said by Steve Jobs and in in the other
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side we have the Bill Gates approach of
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transactional
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of the yet basus approach in Prime where
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it's more transactional step by step
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people is not always fits in all the
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systems and those are the disadvantages
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when you make hiring from different
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companies now let's face and focus in
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the external sources of recruitment when
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you bring someone and you hire a
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contractor an Outsourcing agency that
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will
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make a charge for that
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we change that Duty externally and they
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had to work together with your HR
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department
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because HIV department has to be sure
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that everything is aligned to the plan
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to extraday needs of the company
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but outsources is important sometimes we
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don't have the time
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we have exp for instance there's
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Outsourcing Headhunters are very
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experienced in a certain kind of field
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in area where we don't have that
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experience
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they should act like an extension of the
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company HR it's a resource
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yeah they have to be partners in an
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holistic way
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you may see that like a funeral with the
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really to work from the top to bottom
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and in different layers
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of Outsourcing
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so we have the Headhunters again the
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recruitment what is head hunting
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I have spoken the recession into term
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head countries
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well Headhunter is a process of
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recruiting individuals to fill senior
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positions in organization basically has
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to deal with the process of finding
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highly skilled or very experienced
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exclusive candidates or special top
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management roles
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I mean sometimes all of above
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this is a very proactive process where
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the president said we did are always in
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the lockout for the person that is
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really fulfilled
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the the description
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okay this tribal recruiting is
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undertaken by the board of directors the
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head of human resources and they are
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irresponsible of the function of the
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company for instance I need to hire a
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CMO Chief marketing
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organization officer I have to do that
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to a Headhunter and who is going to be
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related there the same it's CEO by
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itself but also the top HRS that will be
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working with the sale to realign that to
00:19:09
the needs of the company because
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sometimes we as human beings we can bias
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our decision
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what is the difference against
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recruitment head hunting is really the
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range of the job sometimes I have spoken
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Headhunter is costly or top levels of
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the organization the state of the job
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long term a strategically one the skills
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on demand
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people with a lot of PR and experience
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dealing with certain kind of leveling
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for instance has to be a lot of loving
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with the government with the
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shareholders
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headquarters required sometimes a
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certain kind of networking size to be
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done the time required is also important
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the range of the jobs in Headhunter is
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really focused into a one
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to five candidates recruitment in the
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country who had a wide range of pool of
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candidates about the state of the job we
00:20:03
have Headhunter is a limited as we have
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spoken recruitment is all the process
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that is conducted the skills and how do
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you have to master you have to get
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people who really mastered the pro the
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profession
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really experience candidates in leading
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the organization and recruitment you may
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be hard facing people in the entry and
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mid-level set
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and also in networking in headquarting
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as a specific focused in a certain kind
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of areas I have spoken the experience
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the example is in marketing maybe sales
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sometimes building recruitment you can
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expand that
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scope
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in time the Headhunter Islam based on
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quality in recruitment as we have a
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wider pool of choices
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the time is reduced
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foreign
