Personnel%20Planning%20and%20Recruiting

1

• Chapter 2
• Personnel Planning and Recruiting

2
After studying this chapter, you should be able
to

1. Explain the main techniques used in employment
   planning and forecasting.
2. Effectively recruit job candidates.
3. Name and describe the main internal sources of
   candidates.
4. Explain how to recruit a more diverse workforce.

3
The Recruitment and Selection Process

1. Decide what positions to fill through personnel
   planning and forecasting.
2. Build a pool of candidates for these jobs, by
   recruiting internal or external candidates.
3. Have candidates complete application forms and
   perhaps go through initial screening interviews.
4. Use selection tools such as tests, background
   investigations, and physical exams to identify
   suitable candidates.
5. Decide who to make an offer to, by having the
   supervisor and perhaps others interview the
   candidates.

4
Personnel Planning and Recruiting

• Recruiting any activity carried on by the
  organization with the main purpose of identifying
  and attracting potential employees.
• Employment or Personnel Planning
• The process of deciding what positions the firm
  will have to fill, and how to fill them.

5

• What to Forecast?
• Overall personnel needs.
• The supply of inside candidates.
• The supply of outside candidates.

6

• Outside recruiting
• Managers look outside the firm for people who
  have not worked at the firm before.
• Managers advertise in newspapers, hold open
  houses, recruit at universities, and on the
  Internet.
• External recruitment is difficult since many new
  jobs have specific skill needs.
• A multi-prong approach to external recruiting
  works best.

7

• Internal Recruiting Positions filled within the
  firm.
• Internal recruiting has several benefits
• Workers know the firms culture.
• Managers likely already know the candidates.
• Internal development can motivate employees.

8
FIGURE 5-1 Steps in the Recruitment and
Selection Process
9
FIGURE 5-2 Linking Employers Strategy to Plans
10
The Complexities of Recruiting

1. Recruitment efforts should make sense in terms of
   the companys strategic plans.
2. Some recruiting methods are better to others,
   depending on the type of job recruited for.
3. The firms image affects its recruiting results.
   For instance, the better the image and reputation
   of a company, the more it will attract
   candidates.

11
Effective Recruiting

• Advantages of Centralizing Recruitment
• Facilitates applying strategic priorities.
• Strengthens employment brand.
• Reduces duplication of HR activities.
• Spreads the cost of new HR technologies.
• Builds teams of HR experts.
• Provides better measurement of HR performance
• Allows for sharing of applicant pools.

12
Effective Recruiting

• Decentralizing Recruitment
• In General If the firms divisions are
  independent, or their recruitment needs are
  varied, it may be more sensible to decentralize
  the recruitment function.

13
Measuring Recruiting Effectiveness
14
Internal Candidates Hiring from Within
Advantages
Disadvantages

• Foreknowledge of candidates strengths and
  weaknesses
• More accurate view of candidates skills
• Candidates have a stronger commitment to the
  company
• Less training and orientation required.

• Failed applicants become dissatisfied.
• Time wasted interviewing inside candidates who
  will not be considered

15
Finding Internal Candidates
16
Outside Sources of Candidates
Locating Outside Candidates
Recruiting via the Internet
Executive Recruiters
Advertising
On-Demand Recruiting Services (ODRS)
Employment Agencies
College Recruiting
Walk-Ins
17
1- Recruiting via the Internet

• Recruiting via the Internet
• Advantages
• Cost-effective way to publicize job openings.
• More applicants are attracted over a longer
  period.
• Immediate applicant responses.
• Online pre-screening of applicants.
• Links to other job search sites.
• Computerization of applicant tracking and
  evaluation.

18
1- Recruiting via the Internet (cont)

• Disadvantages
• Extreme number of unqualified applicants.
• Personal information privacy concerns of
  applicants.

19
2- Advertising for Outside Candidates

• The Media Choice
• Selection of the best media depends on the
  positions for which the firm is recruiting.
• Newspapers local and specific labor markets.
• Professional journals specialized employees.
• Internet job sites global labor markets.

20
3-Employment Agencies
21
3- Employment Agencies

• Why Use a Private Employment Agency?
• No HR department firm lacks recruiting and
  screening capabilities.
• To attract a pool of qualified applicants.
• To fill a particular opening quickly.
• To attract a greater number of applicants.
• To reach currently employed individuals who are
  more comfortable dealing with agencies

22
3- Employment Agencies (cont)

• Avoiding Problems with Employment Agencies
• Provide the agency with accurate and complete job
  descriptions.
• Make sure tests, application blanks, and
  interviews are part of the agencys selection
  process.
• Screen agency for effectiveness in filling
  positions check with other managers or HR for
  the most effective agencies.

23
Outside Sources of Candidates (cont)

• 4-On-Demand Recruiting Services (ODRS)
• Short-term specialized recruiting
• Paid by the hour/project.
• Handles recruiting, analysis, and pre-screening.
• 5- College Recruiting
• On-campus recruiting goals
• To determine if the candidate is worthy of
  further consideration.
• To attract good candidates.

24
Outside Sources of Candidates (cont)
Outside Sources of Candidates (cont)

• 6- Walk-ins
• Seek employment through a personal, direct
  approach to the employer.

25
Developing and Using Application Forms
Uses of Application Information
Applicants education and experience
Applicants probability of success
Applicants progress and growth
Applicants employment stability
26
FIGURE 5-9 Employment Application
27
Human Resource Information System (HRIS)

• HRIS is a software or online solution for the
  data management needed by the HR department.
• Such data includes information about employee
  skills and qualifications, and their personal
  updates.
• HRIS also includes company-related documents such
  as safety guidelines, and other financial
  information.

28
Human Resource Information System (HRIS)

• It is useful in facilitating the succession
  planning which helps companies to understand
  their available talent and identify who is
  available for transition into other positions.
• When combined with career development, succession
  planning allows companies to build a talent pool
  and employees to stay committed to their career
  and employer.

29
Key Terms

• position replacement card
• qualifications inventories
• ratio analysis
• recruiting yield pyramid
• scatter plot
• succession planning
• trend analysis

• applicant tracking systems
• application form
• computerized forecasts
• employee recruiting
• employment or personnel planning
• job posting
• on-demand recruiting services (ODRS)