atplrecruitmentselectioncasestudy-130717112853-phpapp02

8/12/2019 atplrecruitmentselectioncasestudy-130717112853-phpapp02

1/3

RECRUITMENT & SELECTION FOR A MEDIA COMPANY

Acelerar helps a Media Organization to simplify its

Recruitment Processandmeetthedesiredgoals

From 2012 to 2013 A media organization had been reviewing and refining its

Strategies for improving its client activity and to increase its ROI through Humane

containment, supervision and targeted intervention. During this period it was noticed

that it wasbecoming more difficult to attract sufficient numbers andquality of suitable

applicants for vacant positions. The Company was experiencing problems attracting

applicants for entry level and for professional positions; the company also expanded

itssearch to attract theright quality andquantity of applicants to deliver its services to

theirkey clients.

TheChallenge

BusinessNeed:

Acelerar

Technologies

Cost-per-

hire

SecondChallenge-PoorHiringmadeAdverseFinancialImpact

The Company faced problem, in employing the right skills,

knowledge and attitude individual who can help the organization to

achieve its objectives. The Company received lot of applications for

their required positions but due to large number of applications they

ended up hiring individuals which didnotconsist of required talent. It

was a lengthy process for them due to which candidates may begin

looking elsewhere and with further searching done by

it was also found that it was an inaccurate job

description.

This Media Organizationalso facedproblems in termsof

which also resulted in more attrition level and thus the

company faced problem in meeting their objective and to mark their

presence in themarket.

Hiring a wrong person for the job proved to be a costly affair for the

management, sincea lotof time andmanagers/staffeffort wasspent

in the whole selection process. There were enormous costs which

were associated which were interviewing candidates ,training new

hires,advertising andotherrelated administrativeactivities. Thereisalways a substantial financial impact of poor hiring decisions on the

organization affectingits recruitment budget adversely

The Client

A media company with itsroot inUS with clients baseacross theglobe.


2/3

RECRUITMENT & SELECTION CASE STUDY

TheSolution

Acelerar Technologies helped the Company to look at several strategies to improve attraction and

retentionacross all role types. We recognized theneed to address their image as an organization

toattract thedifferent typesofapplicants thecompanywas looking for.

Improve recruitmentandselectionpractices andthe wayjobs were described

Attract more of the right people to the agency

Improvepublicawareness of thejob diversity in theagency, and

Changetheirimageand alterperceptionsof theinternaland external labourmarket

Acelerar containsa talentedrecruitment teamwhich is not only fast-pacedbut also come up withinnovativethoughts.Acelerar changed theway their industryperceived to be.To kick-start

The initiative, Acelerar prepared a creative campaign. It added to the job description with the

headline which said PUTYOUR SKILLS TOBETTER USE positioned at a Media Company as

a place where people could be creative and make a statement.The message reminded people of

an innovative and irreverent culture that the company has for their employees. The team of

Acelerar gave all possible information about the job, and ensured that the candidate had

understood the whole perspective, because any missing link shall later on result into employee

frustration.A detaileddescriptionabout theJobrequirementwas prepared in theJobDescription.

In order to increase efficiency in hiringandretentionand to ensureconsistency andcompliance in

therecruitmentand selectionprocess, it wasrecommendedandthe followingstepswere followed

by theAcelerar Recruitment team. Details for each step include theminimum recommended best

practice toattract a talentedand diverse applicantpool:

Withthisin mind, wesetout to:

Step1: IdentifiedVacancy andEvaluatedthe Need

Step2: DevelopedthePositionDescription

Step3: DevelopedRecruitment Plan

Step4: Selectedthe Search Committee

Step5: PostPositionandImplement Recruitment Plan

Step6: ReviewedApplicantsandDevelopShort List

Step7:Scheduledwiththe clientto theConduct Interviews

Step8:SelectHire

Step9: FinalizeRecruitment


3/3

HEADQUARTERS REGIONAL OFFICE UNITED STATES

Contact: [email protected]

1st Floor, STP-Complex, H-146/147, Third Floor Pruneyard Center Gomti Nagar, Sector 63, 1999 South Bascom AveLucknow-226010 (UP) Noida - 201301 Campbell, CA 95008India India USATel: +91.923.544.3893 Tel: +91.114.657.2182 Tel: +1.917.338.6764

2010 Acelerar. All rights reserved. All brand names and trademarks belong to their respective owners.

Allocating appropriate time and resources to select the right person for therole is likely to have many positive effects: and this resulted in

Good employees resulted in higher retention rate.

High performing employees provided the key clients service generatinghigher client satisfaction.

More capable employees who were confident were able to cope with multiple tasks and adapt morequickly to new roles.

Capable employees worked well in a team and needed less attention from management. Once theycommence work they will require fewer hours of hands-on supervision.

High performing employees got interested in ongoing learning and self development.

Good employees will most likely had more and better ideas that improved productivity and work practices.

Good employees, thus inspired and helped in development of other staff members also.

TheBenefits

atplrecruitmentselectioncasestudy-130717112853-phpapp02

Documents