HUMAN RESOURCE MANAGEMENT

Global Edition 13e

Chapter 5: Personnel Planning and Recruiting

Edited from online book presentations

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.
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.
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The steps in the recruitment and
selection process.

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The Five Steps

• Positions to be filled
• Pool of candidates
• Applications and screening
• Selection tools
• Make an offer

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Explain the main techniques used in
workforce/personnel planning and
forecasting.

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Workforce Planning and Forecasting

• Strategy and workforce planning

• Forecasting personnel needs (labor
demand)
– Trend analysis
– Ratio analysis
– The scatter plot
– Markov analysis

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Forecasting the Supply of Inside
Candidates

• Manual systems and replacement charts

– Personnel inventory and development record
– Personnel replacement charts (Top position)
– Position replacement card
• Computerized skills inventories
• Privacy

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Forecasting the Supply of Outside
Candidates
• Talent management
• Action planning for labor supply and demand
• The recruiting yield pyramid

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Review

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

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Explain and give examples for the
need for effective recruiting.

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The Need for Effective Recruiting
• Why recruiting is important
• What makes recruiting a challenge?
• Organizing how you recruit
– The supervisor’s role

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Name and describe the main internal
sources of candidates.

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Internal Sources of Candidates
• Using internal sources
• Finding internal candidates
• Rehiring
• Succession planning
– Identify key needs
– Develop inside candidates
– Assess and choose

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List and discuss the main outside
sources of candidates.

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Outside Candidates
• Internet recruiting
– Online recruiting
– Texting
– Dot-jobs
– Virtual job fairs
– Applicant Tracking systems
– Effectiveness
• Advertising – media

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Develop a help wanted ad

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Writing the Ad

• Attention
• Interest
• Desire
• Action

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Employment Agencies

• Public
• Nonprofit agencies
• Private agencies

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Temp Agencies and
Alternative Staffing

• Pros and cons

• What supervisors
should know about
temporary employees’
concerns
• Legal guidelines
• Alternative staffing

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Other Sources of Candidates

• Offshoring and
outsourcing jobs
• Executive
recruiters
– Pros and cons
– Guidelines
• On-demand
recruiting services

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Other Sources of Candidates

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

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Recruiting

• Referrals and walk-ins

• Telecommuters
• Military personnel
• Recruiting source use and effectiveness

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Other Issues

• Recruiting source use

and effectiveness
• Measuring recruiting
effectiveness

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Review

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

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Explain how to recruit a more diverse
workforce.

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Recruiting a More Diverse Workforce

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

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Developing and Using Application Forms

• Purpose of application forms

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

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