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Chapter 5

Personnel Planning and Recruiting

1. List the steps in the recruitment and selection process.2. Explain the main techniques used in employment planning and forecasting.3. Explain and give examples of the need for branding in effective recruiting.4. Name and describe the main internal sources of candidates.5. List and discuss the main sources of outside candidates.6. Explain how to analyze recruiting effort effectiveness.7. Explain how to recruit a more diverse workforce.

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Workforce Planning and Forecasting

Workforce (or employment or personnel) Planning

The process of deciding what positions the firm will have to fill, and how to fill them.

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Workforce Planning and Forecasting

Linking Employer’s Strategy to Plans

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Workforce Planning and Forecasting

The steps in the Recruitment and Selection Process

Step 1 Decide what positions to fill

Step 2 Build a pool of candidates

Step 3 Have candidates complete application forms

Step 4 Use selection tools

Step 5 Decide who to make an offer to,

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Workforce Planning and Forecasting

Human Resource Planning Process

Step 1 Forecasting personnel demand

Step 2 Forecasting personnel supply

Step 3 Comparing demand to supply

Step 4 Develop human resource plan

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Workforce Planning and Forecasting

Forecasting Personnel Needs (Labor Demand)

Trend Analysis The study of a firm’s past employment needs over a period of years to predictfuture needs.

Ratio Analysis A forecasting technique for determining future staff needs by using ratiosbetween a causal factor and the number of employees needed

Scatter Plot A graphical method used to help identify the relationship between twovariables.

Computerized Forecasts

The use software packages to determine of future staff needs by projectingsales, volume of production, and personnel required to maintain a volume ofoutput.

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Workforce Planning and Forecasting

Forecasting the Supply of Inside Candidates

Qualifications / Skills Inventories

Manual or computerized records listing employees’ education,career and development interests, languages, special skills, and soon, to be used in selecting inside candidates for promotion.

Personnel Replacement

Charts

Company records showing present performance andpromotability of inside candidates for the mostimportant positions.

Position Replacement Card

A card prepared for each position in a company to showpossible replacement candidates and theirqualifications.

Manual Systems and Replacement Charts

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Workforce Planning and Forecasting

Forecasting the Supply of Inside Candidates

The Matter of PrivacyKeeping the information private

Computerized Skills Inventories Computerized records listing employees’ …..

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Workforce Planning and Forecasting

Forecasting the Supply of Outside Candidates

1 General economic condition

2 Expected unemployment rate

How to find the needed data?

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Workforce Planning and Forecasting

Talent Management and Predictive Workforce Monitoring

1 Paying continuous attention

2 Being proactive

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Workforce Planning and Forecasting

Developing an Action Plan to Match Projected Labor Supply and Labor Demand

1 Demand more than supply

2 Supply more than demand

2 Supply equals demand

Shortage

Surplus

Balance

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Workforce Planning and Forecasting

Recruiting yield pyramid

The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers

accepted.

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The Need for Effective Recruiting

Employee Recruiting

Finding and/or attracting applicants for the employer’s open positions

Why recruiting is important? Developing the Brand

The Supervisor’s Role

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Internal Sources of Candidates

Internal Sources of Candidates

Hiring from Within

What are the advantages? What are the disadvantages?

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Internal Sources of Candidates

Internal Sources of Candidates

Job Posting Publicizing an open job to employees (often by literally posting it onbulletin boards) and listing its attributes.

Rehiring Former Employees Some one who left the firm

Succession Planning

The process of ensuring a suitable supply of successors for currentand future senior or key jobs.

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Sources of Outside Candidates

Outside Sources of Candidates

Hiring from outside the organization

What are the advantages? What are the disadvantages?

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Sources of Outside Candidates

Outside Sources of Candidates

Recruiting via the Internet

Advantages – disadvantages – ATS – effective internet ads andsystems

Advertising The media – constructing the ad – employment ad and image

Employment Agencies

Public and nonprofit agencies – agencies associated with nonprofitorganizations - private agencies

Temp Agencies and Alternative Staffing Benefits & costs – guidelines – alternative staffing

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Sources of Outside Candidates

Outside Sources of Candidates

Off shoring / Outsourcing Jobs Main issues

Executive Recruiters Pros & cons - guidelines

On Demand Recruiting Services

A service that provides short-term specialized recruiting to supportspecific projects without the expense of retaining traditional searchfirms

College Recruiting On campus recruiting goals – on sites visits - Internship

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Sources of Outside Candidates

Outside Sources of Candidates

Referrals Pros and cons

Telecommuters Pros and cons

Military Personnel Pros and cons

Walk Ins Pros and cons

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Sources of Outside Candidates

Outside Sources of Candidates

Recruiting source use and effectiveness

Evidenced-Based HR: Measuring Recruiting Effectiveness

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Recruiting A More Diverse Workforce

Single Parents

Recruiting Minorities

The Disabled

Older Workers

Welfare-to-Work

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Developing and Using Application Forms

Application Form

The form that provides information on education, prior work record, and skills.

Purpose of Application Forms

Application Forms and EEO Law

Mandatory Arbitration

Application Guidelines

Using Application Forms to Predict Job Performance