Mc kinsey Hr

iHRM 18.03.2012 Recruiting
International Human Resource Management:
RECRUITING
Professor: Franca Cantoni
Students: Anja Neumann
Alexandra Stahl
Paul Rauser
Dara Lowe

2. Current issues affecting Recruitment
http://blog.metahr.de/2011/02/10/recruiting-trends-2011-bekannte-
entwicklungen-verschaerfen-sich/
• Demographic Change
Demographic change in the pool of applicants
• Skills shortage
Lack of qualified workers
• Bologna-Process
Adjustment to Bachelor – master programs
• Social Media
New communication channels
• Economic crises
Effectiveness and Efficiency

3. Pitfalls in Recruiting
Scoping
When drawing up a job description and person specification, make sure
they are relevant, reflect the work and do not discriminate. For example,
do not ask for a driving licence unless the role requires driving, as this
could discriminate against people with some disabilities.
Advertising
By placing a discriminatory job advertisement, you could face claims
from unsuccessful applicants and also from would-be applicants who
were put off applying.
Wrong Spending
Spending several thousand of Euros on a national newspaper
advertisement without giving due thought to the messages being sent,
the candidate specification, package, etc.
I still have to shorten the
text…

3. Pitfalls in Recruiting
Sex and Gender
The law requires equal pay and equal treatment between the sexes.
Age
Asking candidates how old they are, or their date of birth, is not wise.
Wrong Spending
I still have to shorten the
text…

6. Evaluation of the recruitment process
- The recruitment policies, sources and methods have to be evaluated
from time to time
-A successful recruitment process shows:
• No. of successful placements
• No. of offers made
• No. of applicants
• Costs involved
• Time taken for filling up the positions

Adidas - Company Profile
• 1949 -The foundation: adidas is registered as a company, named after its
founder: 'Adi' from Adolf and 'Das' from Dassler.
• 1995 - adidas goes public
Flotation on the Frankfurt and Paris Stock Exchange
• 2012
150 subsidaries – directed from the headquarter
46,824 employees (2011)
Adidas & Reebok: Footwear, apparel and accessories
TaylorMade: Golf equipment (metalwoods, irons, putters, golf balls, footwear,
apparel and accessories)

Adidas – Recruitment Process
Media Selection Operative Approach In- or external
NEW OLD Internal
Out-
sourcing
Continous
Target
oriented
Internal External
• Company Homepage
• StepStone
• Monster
• Xing
• Facebook
• Linkedin
Homepage

NEW OLD Internal
Out-
sourcing
Continous
Target
oriented
Internal External
• StepStone
• Monster
• Xing
• Facebook
• Linkedin

NEW OLD Internal
Out-
sourcing
Continous
Target
oriented
Internal External
• StepStone
• Monster
• Xing
• Facebook
• Linkedin
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Media
Selction
•New
•Tradition
Operative
•Internal
•Outsourcing
Approach
•Continous
•Target
oriented
Internal or
External
•Internal
•External
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Adidas - Company Profile
• Internal Recruiting Process
• Social Media Recruiting
• Business Fairs
• Business Dinners
• Workshops
Participating in career fairs, case studies, etc.
“Our target is to identify, build
and foster relationships to key
universities around the world
e.g. Hochschule St. Gallen, ESADE Barcelona,
RSM Rotterdam, Hong Kong University, Babson
College Boston”
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McKinsey - Company Profile
• Founded by James McKinsey in 1926, the firm is owned by its
partners
• McKinsey & Company is one of the world's top management
consulting firms.
• With roughly 90 offices in more than 50 countries around the globe
• The company advises corporate enterprises, as well as government
agencies, institutions, and foundations on a number of business
practices

McKinsey – Building Global Leaders
The four key strengths McKinsey identifies when recruiting are
1. Achieving
2. Leadership
3. Strong communication and presentation skills
4. Problem solving

McKinsey – Building Global Leaders
• Instill a talent mindset at all levels of the organization beginning with
senior management
• Create a winning Employee Value Proposition (EVP) that brings scarce
talent through the doors, and keeps them there
• Exciting work
• Great company
• Wealth and reward
• Growth and development
• Recruit great talent continuously
• Grow great leaders
• Differentiate and affirm

McKinsey – HR Strategy
• Continuous for consulting roles
• Uses the up and out principle, therefore always finding the best talent
• Impulsive Jobs are offered for specific roles
• Uses traditional and new media recruitment
• Recruits internally as clear career paths are identified for day one.
Employee development is instilled within the culture
• Recruits externally through college milk grounds(scholarships)
graduate work shops, Graduate job sites

• McKinsey was one of the first consulting firms to actively recruit
candidates with advanced professional degrees (APDs)
• The organisation does not set out to recruit a fixed quota of graduates
in a year
•Recruiting is more like marketing
and selling; it’s a key responsibility
of all managers
•We hire at all levels – entry, mid,
and top – and look for talent in
every conceivable field
•Recruiting is like purchasing; it’s
about picking the best from a long
line of candidates
•We hire at entry levels only,
primarily from the same 6 or 7
schools

Connection
Collaboration
Content
Conversation

Mc kinsey Hr

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