Kpmg recruitment

ANALYSING THE EFFECTIVENESS OF ONLINE/ E-RECRUITMENT

© [year] [legal member firm name], a [jurisdiction] [legal structure] and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved.

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cutting through complexity

One of the largest professional services company in the world.

One of the Big Four auditors, along with Deloitte, EY and PwC.

Three areas of services: audit, tax, and advisory.

Employees- 162000

Global headquarters are located in Amsterdam, the Netherlands.

Revenue US$26.5 billion (2015)

The name "KPMG" was chosen when KMG (Klynveld Main Goerdeler) merged with Peat Marwick.


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OBJECTIVES

To study the current recruitment process at KPMG.

To determine the most effective method of recruitment.

To explore the advantages of e-recruitment over the traditional methods.

Evaluate the changes that e-recruitment are bringing.


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RESEARCH METHODOLOGY

•50 respondents•Convenience sampling

Type of study

Sampling

•Questionnaire•Formal interaction•InternetData collection

method

•Pie chart•Bar chart

Statistical tool used

• Descriptive study


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RECRUITMENT AND SELECTION PROCESS

Recruitment comes from partner/ department head

Pass on the requirement to the recruiter who in turn pass it further to the “Sourcing team COE” .

Sourcing/pooling the candidates from networking/portal sites

Sourcing / Telephonic interview / HR F2F round

Technical round with business

Final round F2F with Partner/Director

HR final discussion (salary negotiation etc.)

Offer roll out

If no

REJECT


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EFFECTIVE METHOD OF RECRUITMENT

100%

Usage of online recruitment.

yes no100%

Methods of recruitment

modern trditional

88%

13%

SNS used for recruitment

linkedin others facebook twitter yahoo

100%

Portal sites usednaukri.com monster.comothers


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Cont...

Founded-1997

As of March 31,2014 Naukri.com had a database of about 37 million registered job seekers.

TOTAL NUMBER OF USERS IN INDIA

28million (as on November/2014)

2009 2010 2011 2012 2013 2014 2015 (Q1)

Q2

5590

145202

277

347 364 380

Linkedin users in millions

naukri.com

monster.com

indeed.com

timesjob.com

shine.com

21.67%

5.35%

3.21%

3.06%

3.03%

Traffic share

https://en.wikipedia.org/wiki/File:Naukri_Logo.png


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CURRENT SCENARIO OF SNS


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ADVANTAGES

63%19%

19%

Reason behind choosing online recruitment.

Cost and time reductionAccess to passive candidatesGlobal access

Job Posting38%

Recruiting services38%

End-to-end re-

cruitment19%

Head hunting6%

Services availed through internet.

56%

19%

13%13%

Information provided in the career page

News article Training coursescandidates support Links


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E-RECRUITMENT TRENDS

naukri63%

linkedin25%

referral13%

Maximum candi-dates are hired us-

ing:25%

56%

19%

Improvement areasImplement a strong internet recruiting plan.

Develop strategies to reach target candidates.

Try to solve possible lack of technical know-how in the HR department.

Learn to be more productive

naukri38%

linkedin

63%

Emerging trend in e-recruitment:


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FINDINGS

Cost saved during the past one year (1.50 cr).

Timely closings almost all the time.

Widely access to passive candidates via LinkedIn.

Want to hire mostly from there competitors.

Very rigid in terms of CA attempt.

Employer branding to e-branding.

Elimination of 3rd party recruiter.

Technology friendly.


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RECOMMENDATION

Recruitment process must be carried out quick.

Candidates should be answered quickly.

Investment should be to get more LinkedIn access.

Focus on other candidates and not only the ones from other Big4.

Ensure that SNS are kept up-to-date.

Use social media tool as part of a wider recruitment strategy.


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MILLENIALS

Millenial are changing the recruiting industry. An Aberdeen study found that 73% of 18-34 year olds found their last job through a social network.


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CONCLUSION

The adoption of e-recruitment is about more than just technology , it is about the

recruitment system being able to attract the right candidate.

Online recruitment offers clear advantages over traditional recruitment methods.

Social media allows both candidates and companies a way to digitize referrals,

conduct research, market themselves, and create a larger candidate pool.

For e-recruitment to deliver, it is about developing the capability of HR to facilitate the

system and to view the staffing process as an end-to-end process, similar to that of a

supply-chain

Thank youPresentation by

Renu Adhikari

ITS,Ghaziabad

PGDM 2014-16


The KPMG name, logo and “cutting through complexity” are registered trademarks or trademarks of KPMG International.

Date post:	14-Feb-2017
Category:	Recruiting & HR
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Kpmg recruitment

Recruiting & HR