Issues In Job Recruitment and Research

Saturday, January 14, 2006

McDonald's saves £1.2m with recruitment overhaul

McDonald's saves £1.2m with recruitment overhaul
Personnel Today10 January 2006 00:00This article first appeared in Personnel Today magazine.

McDonald's has achieved a 30% reduction in its 90-day staff turnover levels, leading to savings of £1.2m since overhauling its recruitment processes in April last year.

The 'Hire the smile' initiative sees candidates attend an initial competency-based interview. If successful, they then take part in an on-the-job assessment known as 'Try before you buy'.

The practical assessment, which lasts a day for graduates and an hour or so for crew member applicants, takes place in partnership with an existing crew member, who then provides feedback on the applicant's likely fit with the store culture.

As well as the significant cost savings, the initiative - which has so far been rolled out to 780 of McDonald's 1,250 stores in the UK and to 70% of its franchised operations - has boosted mystery shopper scores and seen crew turnover fall by almost 9% to its lowest ever level.

David Fairhurst, vice-president for people at McDonald's UK, said: "Some people are naturally gifted at engaging customers, and we want staff members who enjoy that, as it is not necessarily something you can learn. The opinion of peers is also vital, as it is important that they feel new staff are going to add something."

The fast-food chain has also pioneered the use of on-street information kiosks, 'iPlus Points', for recruitment advertising - a move that helped the burger giant recruit 1,000 new staff in just four weeks last November.

McDonald's trialled the iPlus Points at 100 sites across London as part of its Christmas recruitment drive. During the month-long trial, 28,000 people clicked through to view job information, with 12,000 of those printing off extra information.

"Long, stuffy application forms are not what our brand is about, and the iPlus Points are a perfect fit - friendly, simple and convenient," said Fairhurst.

The trial, which is likely to be extended to other areas such as Bristol and Manchester in 2006, should be emulated by other employers, according to Fairhurst.


Author: Dan Thomas

Friday, January 13, 2006

Hospital turns up heat for recruiting

Daytona Beach News 11.5.05

As Bert Fish Medical Center officials ease requirements that some physicians work extra hours, they have placed a renewed emphasis on finding new doctors. Recently, the hospital's board of commissioners amended its medical staff bylaws to allow some longtime members to opt out of taking "call." Call is when a doctor, usually a specialist, makes himself or herself available outside normal office hours to handle emergencies or admissions for patients who do not have a regular physician. The new bylaws establish a senior staff designation. This allows doctors with at least 30 years at Bert Fish or who are 70 years old or older or who suffer a disability to decline call hours if so they choose.

HR Marketing that actually makes sense!!!

By Double Dubs

So Workstream.com has an offer out to Webhire.com clients to convert them at a "significant discount." 1 "Workstream guarantees to reduce current WebHire recruiting software costs by up to 50% for qualified WebHire Recruiter and Restrac customers. " What exactly does "up to 50%" mean? Isn't a reduction of 1% a fulfillment of the guarantee?
Ok - that's not really what I wanted to talk about. Let's start from the beginning. Kenexa purchases WebHire which I think is a brilliant move. Why you ask? (you were going to ask, right?) Does WebHire have the best software out there? Nope.
Are they old and sometimes considered legacy software? Yes - not to say they are not pretty decent.
So Kenexa makes a move to supplement it's TMS (talent management) with a mediocre TAS (talent acquisition) ? Pretty much.
Ok - here's the brilliance. For all the hype with modern, cutting edge TAS systems, I'm guessing that WebHire was among the healthiest. WebHire had a huge subscriber base. True, they may not have ever upgraded from ResTrac, and also true that fees were not what Taleo charges, but they had FAR more clients than anyone else (kinda an educated guess - I don't have money riding on this one). What does this mean? It means that Kenexa bout into a huge base of clients to market to.
Due to WebHire's rather low comparative costs, they were among the healthiest of the TAS's out there. So these two factors combined, and this was actually one of the smarter moves of the year. Workstream's offer also makes sense. Sure, they might be buying the business (losing $$$ up front), but the potential for future gain is incredible. For each WebHire client they convert, if they can sell an additional performance module, things are looking up. Personally I think Webhire has tons clients from the good 'ol days, so this is a ripe market.2 Add to that the fact that Kenexa can't possibly integrate the WebHire system any time soon (next few quarters) and a few conversions to a fully integrated WorkStream solution starts sounding pretty good. Anyway, for once I like how a couple vendors are marketing in this space. There's a window of opportunity and both Kenexa and Workstream are trying to jump through.