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