Chapter #5
HR Planning and Recruiting
Steps in the recruiting and
selection process #152
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1. What positions do you have to fill?
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2.
3.
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5.
By doing personnel planning and forecasting
Recruit a pool of candidates by using internal
and external means
Application and initial screening.
Use selection devices, testing, background
investigations etc.
Make the offer.
Planning and forecasting
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What positions do
you have to fill?
In the future?
 Internal
 External
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You will have to make
assumptions about the
future…forecasting
Forecasting
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What will your revenues be?
What will it require in terms of people
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Projected turnover
Present SKA”s in present staff
Firms strategy
Are there any tech changes
How much money will I have?
Methods used to predict
employement needs
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Trend analysis
Ratio analysis, (sales/#
of workers required)
Scatterplotting #154
Computerized forecasts
Managerial judgement
Federal Privacy Act
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Secure applicant
information
Forecasting Supply of Inside
Candidates #155
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Qualifications
inventories
Replacement charts
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#156
Computerized HRIS
information systems
Privacy Act 1974
Forecasting
Supply of Outside candidates
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What is the rate of
unemployment?
What is the economic
outlook?
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Business Week’s outlook
page
O*Net (DOL) (by
profession)
Monthly Labor Review
Manpower Inc. surveys
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Know your law
ADS
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“ RETIRE YOUNG”
“WAITERS NEEDED”
Keep RECORDS
all applicants
Recruiting
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Develop an applicant pool
Need as many to choose from as
possible.
You need to know
Economic conditions
 Unemployment is high right now
 TO rate for your industry
 What are the right inducements?
 “nerd rustling”
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Recruiting Effectivenss
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Idea is to fine “qualified” applicants.
Selection devices
Look Table 5-1 page #160
The Recruiting Pyramid # 162
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What is the ratio of applicants to people
hired?
Interviews to offers made? Etc
What is in the job description?
Finding internal candidates
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Job posting
Look at personnel records for employees working below qualifications
Rehire former employees.
Succession Planning
Constructing Ads
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Create interest , desire, challenge, growth
Outside Sources of candidates
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Advertising
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Know the law
Know the publication and its readership
What media to use?
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Employment agencies
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Temp Agencies and
Alternative staffing
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Increasing in numbers,
Executive Recruiters
Temps are really regular ees
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They do have ee rights as all others
employees even though they technically
work for the temp firm.
The more control the firms has over temps
the more the court will view temps as
regular ees.
All Employment law applies
Offshoring/Outsourcing
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You may have to hire ee in others
countries to.
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3,000,000 jobs will be moving offsource in
the next 5 years
These are white collar jobs.
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More ways to recruit externally
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College recruiters
Referrals and walk ins
Recruiting on the internet
Public Employment agencies
On Demand Recruiting Services
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Recruiting for short term specialized projects
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These firms charge by time rather than per hire.
Applicant Tracking
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To help you monitor your applicants
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Recruitsoft.com
#115
Recruit a more diverse workforce
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Single parents
Older workers
The disabled
Minorities and women
Welfare to work programs
Global searches
Application forms
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Four types of information
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Skills and education for job?
Previous progress and growth?
Applicant stability?
To predict job success
Equal Opportunity and Application
forms # 121
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Education
Arrest record
Notification in emergency
Memberships in organizations
Physical handicaps
Marital status
Housing