Chapter 5

Personnel Planning and Recruiting

Q: The Recruitment and Selection Process

1. Decide what positions we’ll have to fill through personnel

planning and forecasting. Here personal planning means prediction
and future forecasting.

2. Build a pool of candidates for these jobs by recruiting internal or

external candidates. Here pool of candidates means a list of the
 candidates either within the company or outside to fill these roles.
It is important because we have to know them whom we are
recruiting.

3. Candidates fill out forms and may have a quick interview to see if
they're a good match or not. It saves time by filtering out unsuitable
candidates.

4. Use different selection methods to see if the candidates are a good

fit for the job. Like background checks it's like looking at
someone's past experiences. Then psychological tests for ensure if
he or she will handle the pressure or adjust to the challenging
environment.

5. The boss and maybe some team members talk to the candidates to
pick whom they want to offer the job.
Ex: Imagine Towers Watson helping a bakery. First, they see how much
money the bakery might earn from selling cakes and how many cake
decorators and bakers the bakery will need. Then, they predict the bakery
might need new roles like a pastry chef and notice they're short on bakers.
So, they make a plan they'll hire a new pastry chef and train some current
staff to become bakers. This way, the bakery has the right team to make
delicious treats and grow their business.
It's a series of steps or challenges to find the perfect person for the job.
Each step helps narrow down the candidates until you find the best fit.
Q: Types of Planning
Employment or personnel planning: The process of deciding what
positions the firm will have to fill, and how to fill them. Employment
planning is crucial because it ensures the right people are in the right roles
at the right time, preventing staffing issues, minimizing costs, fostering
employee growth, and keeping the company active and competitive.
Succession planning: The process of deciding how to fill the company’s
most important executive jobs. This is important because it ensures the
company always has skilled and ready-to-go people in line for those
crucial positions. It prevents a situation where the company is trying to
find someone suitable for a top job, keeping things running smoothly.
Succession planning steps: For backup planning
1. Identifying and analyzing key jobs.
2. Creating and assessing candidates.
3. Selecting those who will fill the key positions.
EX: Succession planning is like having backup players on a sports team.
Just as substitutes are ready to step in during a game, it involves training
employees to take over key roles if current leaders can't. This keeps the
company ready for changes, ensuring smooth operations.
Q:What to forecast?
forecasting means gathering three things:
1. How many people we will need overall for the company?
2. How many people from within the company might be available for
these positions?
3. How many candidates from outside the company might be available
for these positions?
Q: Trend Analysis: This is like looking at a company's past to predict its
future needs. By studying how many employees they needed before and
how many they'll need next, based on those patterns.
Q: Ratio Analysis: This is guessing how many new employees a
company might need based on something specific, like sales or customers.
It assumes this relationship stays the same over time.
Q: Scatter plot:
A graphical method is used to help identify the relationship between two
variables. It shows points on a graph where each point represents how one
thing changes as the other changes.
EX: The hospital's HR director wants to figure out how many nurses
they'll need as the hospital grows from 500 to 1,200 beds. To do that, she
needs to see the correlation between the number of beds and nurses
required. This helps her plan for having enough nurses when the hospital
gets bigger.

Q:Write down the factors that effective recruiting process ?

1. External factors affecting recruiting
I. Looming Under supply of Workers: It means hiring an
unqualified employee under pressure. Usually, we did not take their
participation.
II. Lessening of Outsourcing: Imagine a company that used to send
some of its work to other countries to be done. Now, they've decided
to keep more of that work here at home. So, instead of having people
in different countries do the job, they're hiring more people locally.
This change could mean more job opportunities for people in your
town or country.
III. Fewer "Qualified" Candidates: There's a decreasing number of
people who meet the standards or requirements for specific jobs,
making it harder to find suitable candidates.
EX: Imagine a company that used to hire people from other countries for
work, like making products. Now, they're struggling because there aren't
enough skilled workers available abroad, and it's also getting expensive
to send jobs there. At the same time, in their area, they're finding fewer
people with the right skills for these jobs. So, they're having a tough time
finding enough qualified workers, both from other countries and locally.
2. Internal factors affecting recruiting:
1. Matching Recruitment with Goals: Making sure that how a
company hires people matches what it wants to achieve in the long
term.
2. Resources, Jobs, and How to Hire: Deciding based on what the
company has (like money and tools) the specific jobs needed, and
the best ways to find people for those roles.
3. Other HR Matters: Looking at things besides hiring, such as
company rules and how different parts of the company work
together.
4. Teamwork and Coordination: Making sure different teams within
the company work well together for a smooth recruitment process.
EX: A company aiming to be innovative looks for creative people, while
a small startup might use social media to find new employees because it's
cheaper. Working together inside the company is key to hiring the best
people.
Q: Advantages of centralizing recruitment:
1. Strengthens employment brand
2. Easy in applying strategic principles
3. Reduces duplication of HR activities
4. Reduces the cost of new HR technologies
5. Provides for better measurement of HR performance

Q: What are benefits of hiring internal sources of candidates?

Hiring from Within
➢ Foreknowledge of candidates’ strengths and weaknesses
➢ More accurate view of the candidate’s skills
➢ Candidates have a stronger commitment to the company
➢ Increases employee morale
➢ Less training and orientation required
Q: Finding Internal Candidates
Job posting: Job posting means telling employees about an open job by
putting up a notice on boards, sharing its details, and what's needed for
the role.
For example, advertisements, posted via email, through meetings, etc.

Rehiring former employees: It means bringing back people who used to

work at the company but left for some reason. It's like welcoming them
back to their old job after they've been away for a while. But it does not
happen in our country because it is considered disrespected.
Advantages:
1. They're familiar faces with a history at the company.
2. They understand how the company works and fits into its
environment.
Disadvantages:
1. They might not bring the most positive attitude back with them.
2. Other employees might think rehiring means leaving and returning
is the way to get promoted or succeed.
Q:What methods or channels do you use to attract candidates from
outside the company when recruiting for new positions?
Advertising: Choosing Where to Advertise: Picking the best places to
how job openings based on the types of jobs and where potential
candidates might see them.
• Local Newspapers
• Specialized Magazines
• Online Job Sites
By Making the Ad Effective:
• Creating Interest: Using words that make the job sound
exciting to catch people's attention.
• Building Desire: Making the job sound appealing so people
want to apply.
• Prompting Action: Encouraging people to apply and making
the company look good.
Q: Temporary Agencies and Alternative Staffing
Benefits of Temporary: The company hires temporary for restructure
the company then the company pays a substantial amount of benefits.
1. They get paid only for the time they work.
2. Increased Productivity: Temporary are quite productive as they
focus on the job at hand.
3. Cost Savings: No need to spend on recruiting, screening, or
managing their payroll.
4. Flexible Workers: They're known as part-time workers, fitting in as
needed.
Disadvantages of Temporary:
1. Companies pay fees to temporary agencies for providing temporary
workers.
2. Temporary workers might not feel as attached or committed to the
company compared to full-time employees.
Q: How does offshoring or outsourcing affect both white-collar
sectors?
A company sent its software development work to another country.
Differences in work culture and language caused misunderstandings,
slowing down progress. Additionally, customers worried about their data
safety, affecting the company's reputation.

Q: Outside Sources of Candidates

1. College Recruiting Goals: Attend job fair on campus
➢ To Determine if the candidate is worthy future.
➢ To attract good candidates to apply for jobs.
2. Recruitment Process: On-site visits.Like
➢ Invitation letters (job offer by invitation letter)
➢ Assigned hosts
➢ Information package
➢ Planned interviews
➢ Timely employment offer
➢ Follow-up
3. Internships: 60% of candidates get a job during an internship based on
performance by the preferred company.
4. Employee referrals: Applicants who are referred to the organization
by current employees.
➢ Referring to employees becoming stakeholders.
➢ Referral is a cost-effective recruitment program.
➢ Referral can speed up diversifying the workforce
5. Walk-ins
➢ Direct applicants who seek employment with or without
encouragement from other sources.
➢ Courteous treatment of any applicant is a good business practice.
6. Recruiting via the Internet More firms and applicants are utilizing the
Internet in the job search process.
Advantages of Internet recruiting
➢ Cost-effective way to publicize job openings
➢ More applicants attracted over a longer period
➢ Immediate applicant responses
➢ Online pre screening of applicants
➢ Links to other job search sites
➢ Automation of applicant tracking and evaluation

Q: What is Application form?

The form provides information on education, prior work records, and
skills.
Q: Uses of information from applications.
1. Judgments about the applicant’s educational and experience
qualifications
2. Conclusions about the applicant’s previous progress and growth
3. Indications of the applicant’s employment stability
4. Predictions about which candidate is likely to succeed on the job