Value chain of recruitment

In the “VALOA for the Future” seminar in 2010, Blue1 HRD Consultant Riina Hellström demonstrated the phases of recruitment using a value chain. The value chain revealed the different phases between a vacant post and a student studying the field in question.

The value chain demonstration highlights the multiple phases of recruitment. The differences between the recruitment channels used by employers and those used by students were also apparent. These recruitment channels do not meet in the process, and the parties experience difficulties with identifying the other party who is pursuing the same goal.

HRD Consultant Riina Hellström began to analyze the problematic value chain from the students’ perspective.

The recruitment channels of the student and the employer often fail to meet in the value chain, and the message is not passed on.

Value chain of recruitment:

  1. Education includes the obligation to complete a field-specific internship period during studies.
  2. The student wants to find an internship place that is suitable for his/her studies where he/she can form contacts with work life in addition to receiving study credits.
  3. The institution’s recommendations concerning an internship place include e.g. the duration of internship, the recommended salary, work orientation, and reporting on the internship period to the instructor.
  4. Career Services to students help each student to find a suitable internship place that fulfills the above-mentioned criteria.
  5. Information channels to students allow students to look for information about jobs they need.
    Intersection of information channels
  6. The employer uses information channels to look for competence required in a specific task.
  7. The employer’s recruiter must plan an internship place within the organization, including the duration of internship, salary, work orientation, and the guidance of the intern.
  8. Workload of the employer’s recruiter
  9. Employer’s personnel department
  10. Employer’s recruitment process; does the organization have an internship process?
  11. Employer; wishes to get the job done as fast as possible, without extra trouble. The employer may not like the recruitment process, because it may be too slow to meet a sudden need for additional workforce.
  12. Task/job:
    • In the case of a project, additional workforce is needed fast. Projects have few personnel, which may reduce the chances of interns to be employed. On the other hand, the project itself may be coordinated by interns.
    • During the holiday season, temporary summer posts are available as the permanent staff is on holiday.