You are on page 1of 25


com & atanavy@gmail.Methodology : In Class Lecture Instructor : Ata Ur Rehman Contact : Title : H R P Periods Allocated : 03 HRM Ata Ur Rehman 3 .

Discuss three factors to consider when evaluating recruiting efforts. Identify three internal sources for recruiting. Compare internal and external sources of candidates.LEARNING OBJECTIVES Specify the strategic decisions that must be made regarding recruiting. . Outline a typical recruiting process and identify legal considerations affecting recruiting. List and briefly discuss five external recruiting sources. Discuss why more employers are using flexible staffing for recruiting.

• • The process consists of forecasting. . goal setting & strategic planning.. and program implementation & evaluation.The HRP Process • It is the process an organization uses to ensure that it has the right number and the right kind of people to deliver a particular level of output or services in the future. The process of deciding what positions the firm will have to fill. and how to fill them. Conti.

. . sales volume & number of employees needed.Forecasting The attempt to determine the Supply of and Demand for various types of Human Resources to predict areas within the organization where there will be future labor Shortages or Surpluses. for example.  Trend analysis. Conti. The study of a firm’s past employment needs over a period of years to predict future needs. Techniques used are:  Ratio analysis. A forecasting technique for determining future staff needs by using ratios between.

It is a graphical method that is used to identify relationship between two variables i. Computerized forecasting is used to determine future staff needs by projecting sales. and personnel required to maintain this volume of output. .Forecasting  Scatter Plot Method. using software packages. business activity and personnel requirement. volume of production.  Use of Computers.e.

Profit levels • for a Parts Manufacturers Demand for labor in the production. Organizations differ in the sophistication with which such forecasts are derived. Automakers Sales levels. assembler job category . Leading Indicators of the Demand Hypothetical Auto Parts manufacturers. Employment Levels. Inventory Levels. demand forecasts are developed around specific job categories or skill areas relevant to the Organization’s current and future state.Determining the Labor Demand • Typically.

Outsourcing: An organization’s use of an outside organization for a broad set of services. .Transitional Matrix: Matrix showing the proportion (or number) of employees in different job categories at different times. Downsizing: The planned elimination of large numbers of personnel designed to enhance Organizational Effectiveness.

• Affirmative action plans forecast and monitor the proportion of various protected group members.Workforce Utilization Review • A comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market. .

The Hiring Process • Recruitment: The activity carried out by the organization with the primary purpose of identifying & attracting potential employees. Selection: The process of making a hire or no hire decision. Recruitment • Selection • Socialization/ Orientation . Socialization: The process of orienting new employees with the organization. with the help of tests/ interviews etc.

Challenges/ Considerations in the Hiring Process • Determining which characteristics. Evaluating the applicants’ motivation levels. or age is against the law. • • • . religion. color. are most important to performance. Discrimination between candidates on the basis of race. sex. Deciding who should make the selection decision. national origin. that differentiate people.

Alternative Staffing: The use of nontraditional recruitment sources.Employment ‘at – will’ Policies: Policies which state that either an employer or an employee can terminate the employment relationship at any time regardless of cause. . Due – process Policies: Policies by which a company formally lays out the steps an employee can take to appeal a termination decision.

• Recruiting activity should match with organizational and HR plans. • HR planning efforts help to align HR strategies with organizational goals and plans.Strategic Approach to Recruiting • Recruitment should be made part of Strategic Planning to ensure participation and ownership by the employees. while also maintaining employee recruiting channels in the organization. . • Outside recruiting sources should be kept in contact to maintain visibility.

Strategic Recruiting Steps • Human Resource Planning:  How many employees are needed?  When will employees be needed?  What specific KSAs needed?  Diversity goals to be met? • Organizational Responsibilities:  HR staff and operating managers. .  Training of recruiters.  Recruiting presence & image.

 External methods.  EEO/ diversity considerations. . • Recruiting Methods:  Internal methods.Strategic Recruiting Steps • Strategic Recruiting Decisions:  Organizational base Vs outsourcing.based.  Regular Vs flexible staffing.  Internet/ web.  Recruiting source choices.

Recruiting Sources Internal Sources (Promotion from within): • Current employees – by Job Posting i. Succession planning – ongoing process of symmetrically identifying.rehiring of former/ retired employees. Conti.. publicizing the open job to employees & listing the job’s attributes. • • Rehiring . . assessing & developing organizational leadership to enhance performance.e.

Employment Agencies – outsourcing the entire recruitment process to an outside agency..External Sources: • Referrals & walk-ins – referred by old employee or other stakeholders. • • Advertisements – media & construction are both important. • • On Demand Recruitment Services (ODRS) – A new type of employment relationship. showing the candidates actual workplace.term specialized recruiting to support specific projects. ODRS provides short. Conti.e. . On site visits – invite candidates for on-sight visits i. giving in electronic & print media.

Internships – firms accommodate the prospective employees for internship programs and then absorb the brighter once. used internationally. can help in • • • . Recruitment via internet – although a new trend here but a well. Customers – firm’ customers acquiring desired candidates.recognized cost effective method.• Institutes & collages – Recruitment team visits the schools / colleges to attract the candidates through Job Fair.

Characteristics of Recruiters • Recruiter’s functional area • Recruiter’s traits:  Warmth  Informativeness • • Recruiter’s realism – ethical picture Enhancing recruiter’s impact:  Provide timely feedback  Avoid negative behavior  Recruiting should be done in teams – not in isolation .

Candidates are required to deposit the complete forms. . previous progress & growth. stability based on previous record. • Different forms are used for different positions. and candidates future likely success or otherwise.Developing Job Application Form • The purpose of the form is to collect information on education/ skills/ experiences. • Application forms are used to predict who all candidates will prove to be successful and who will not be successful in the firm.

Recruiting must be viewed strategically. The applicant population is affected by recruiting method. applicant qualifications required. The decision to use internal or external sources should be based on the advantages and disadvantages associated with each. recruiting message. or use some combination of these sources. An organization must decide whether it will look primarily within the organization or outside for new employees. Two general groups of recruiting sources exist: internal sources and external sources. A growing number of employers are turning to flexible staffing. Using temporary employees and employee leasing are two common approaches to flexible staffing.CONCLUSION Recruiting is the process of generating a pool of qualified applicants for organizational jobs through a series of activities. which makes use of recruiting sources and workers who are not employees. . and administrative procedures. and discussions should be held about the relevant labor markets in which to recruit.


. Design and describe a recruiting process for filling openings for a sales representative’s job for a pharmaceutical manufacturer. and be specific. Discuss some ways firms can make college recruiting more effective. Give examples. 5. What advantages and disadvantages of flexible staffing have you seen in organizations in which you have worked? 4. Discuss the advantages and disadvantages of recruiting internally versus externally. What internal sources for recruiting have you seen work effectively? What internal sources have you seen work ineffectively? Why? 6.1. 3. Discuss what strategic recruiting considerations should be addressed by HR executives at a midsized bank with locations in several cities. 2.

HRM Ata Ur Rehman 25 .