5-1
Personnel Planning
and Recruiting 5
5-2
Learning Objectives
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 for the
need for effective recruiting.
5-3
Learning Objectives
4. Name and describe the main
internal sources of candidates.
5. List and discuss the main outside
sources of candidates.
6. Develop a help wanted ad.
7. Explain how to recruit a more
diverse workforce.
5-4
Human Resources
Planning Process
Forecast
demand
Analyze
supply
Plan and implement
programs to balance
supply and demand
5-5
The steps in the recruitment
and selection process.
5-6
The Five Steps
• Positions to be filled
• Pool of candidates
• Applications and screening
• Selection tools
• Make an offer
5-7
Review
• Positions
• Candidates
• Screening
• Selection
• Offers
5-8
Explain the main techniques
used in employment planning
and forecasting.
5-9
Workforce Planning and
Forecasting
• Strategy and workforce planning
• Forecasting personnel needs (labor
demand)
oTrend analysis
oRatio analysis
oThe scatter plot
oMarkov analysis
5-10
5-11
5-12
5-13
5-14
Forecasting the Supply of
Inside Candidates
• Manual systems
and replacement
charts
• Computerized skills
inventories
• Privacy
5-15
Forecasting the Supply of
Outside Candidates
• Talent management
• Action planning for labor supply
and demand
• The recruiting yield pyramid
5-16
The recruiting yield
pyramid
5-17
Review
• Forecasting
• Manual vs. computerized systems
• Managing talent
• Action planning
• Recruiting pyramid
5-18
Explain and give examples
for the need for effective
recruiting.
5-19
Employee recruiting
• Employee recruiting means finding
and/or attracting applicants for the
employer’s open positions.
5-20
The Need for Effective
Recruiting
• Why recruiting is important
• What makes recruiting a challenge?
• Organizing how you recruit
oThe supervisor’s role
5-21
Review
• Importance
• Challenge
• Organizing
5-22
Name and describe the main
internal sources of
candidates.
5-23
Internal Sources of
Candidates
• Using internal sources
• Finding internal candidates
• Rehiring
• Succession planning
o Identify key needs
oDevelop inside candidates
oAssess and choose
5-24
Review
• Internal sources
• Finding internal candidates
• Rehiring
• Succession planning
5-25
List and discuss the main
outside sources of
candidates.
5-26
Outside Candidates
• Internet recruiting
oOnline recruiting
oTexting
oDot-jobs
oVirtual job fairs
oTracking
oEffectiveness
• Advertising – media
5-27
Review
• Internet recruiting
• Advertising
• Media
http://www.careerbuilder.com
5-28
Develop a help wanted ad
5-29
Writing the Ad
• Attention
• Interest
• Desire
• Action
5-30
Employment Agencies
• Public
• Nonprofit
agencies
• Private agencies
5-31
Temp Agencies and
Alternative Staffing
• Pros and cons
• What supervisors should know about
temporary employees’ concerns
• Legal guidelines
• Alternative staffing
5-32
Other Sources of
Candidates
• Offshoring and outsourcing jobs
• Executive recruiters
oPros and cons
oGuidelines
• On-demand recruiting services
5-33
Other Sources of
Candidates
• College recruiting
oOn-campus recruiting goals
oThe on-site visit
o Internships
5-34
Recruiting
• Referrals and walk-ins
• Telecommuters
• Military personnel
• Recruiting source use and
effectiveness
5-35
Other Issues
• Recruiting source use
and effectiveness
• Measuring recruiting
effectiveness
5-36
Review
• Writing the ad
• Employment agencies
• Temp agencies, alternative staffing
• Other sources of candidates
• Recruiting
• Measuring effectiveness
5-37
Explain how to recruit a more
diverse workforce.
5-38
Recruiting a More Diverse
Workforce
• Single parents
• Older workers
• Recruiting minorities
• Welfare-to-work
• Disabled workers
5-39
Developing and Using
Application Forms
• Purpose of application forms
• Application guidelines
• Application forms and EEO law
• Predicting job performance
• Mandatory arbitration
5-40
Review
• Recruiting a more
diverse workforce
• Developing and
using application
forms
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