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