personnel planning and recruiting learning...

Personnel Planning and Recruiting 5!

Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 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.


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. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 5-3

The steps in the recruitment and selection process.


The Five Steps 1. Positions to be filled 2. Pool of candidates 3. Applications and screening 4. Selection tools 5. Make an offer/contract


Review •  Positions •  Candidates •  Screening •  Selection •  Offers


Explain the main techniques used in employment planning

and forecasting.


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


Forecasting the Supply of Inside Candidates

•  Manual systems and replacement charts

•  Computerized skills inventories

•  Privacy


Forecasting the Supply of Outside Candidates

•  Talent management •  Action planning for

labor supply and demand

•  The recruiting yield pyramid


Review •  Forecasting •  Manual vs. computerized systems •  Managing talent •  Action planning •  Recruiting pyramid


Explain and give examples for the need for effective

recruiting.


The Need for Effective Recruiting

•  Why recruiting is important •  What makes recruiting a challenge? •  Organizing how you recruit o The supervisor’s role


Review

•  Importance •  Challenge •  Organizing


Name and describe the main internal sources of

candidates.


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


Review

•  Internal sources •  Finding internal candidates •  Rehiring •  Succession planning


List and discuss the main outside sources of

candidates.


Outside Candidates •  Internet recruiting o Online recruiting o Texting o Dot-jobs o Virtual job fairs o Tracking o Effectiveness

•  Advertising – media


Review

•  Internet recruiting •  Advertising •  Media


Develop a help wanted ad


Writing the Ad •  Attention •  Interest •  Desire •  Action


Employment Agencies

•  Public •  Nonprofit

agencies •  Private agencies


Temp Agencies and Alternative Staffing

•  Pros and cons •  What supervisors should know about

temporary employees’ concerns •  Legal guidelines •  Alternative staffing


Other Sources of Candidates

•  Offshoring and outsourcing jobs •  Executive recruiters o Pros and cons o Guidelines

•  On-demand recruiting services


Other Sources of Candidates

•  College recruiting o On-campus recruiting goals o The on-site visit o Internships


Recruiting

•  Referrals and walk-ins •  Telecommuters •  Military personnel •  Recruiting source use and

effectiveness


Other Issues

•  Recruiting source use and effectiveness

•  Measuring recruiting effectiveness


Review •  Writing the ad •  Employment agencies •  Temp agencies, alternative staffing •  Other sources of candidates •  Recruiting •  Measuring effectiveness


Explain how to recruit a more diverse workforce.


Recruiting a More Diverse Workforce

•  Single parents •  Older workers •  Recruiting minorities •  Welfare-to-work •  Disabled workers


Developing and Using Application Forms

•  Purpose of application forms •  Application guidelines •  Application forms and EEO law •  Predicting job performance •  Mandatory arbitration


Review

•  Recruiting a more diverse workforce

•  Developing and using application forms


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