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Human Resource Management

Personnel Planning & Recruiting


Ajeng Radini Tonia Anindita Dwiastuty Deisya Rasikania Fitria Tsabita Reinhat

The Recruitment & Selection Process Planning & Forecasting The Need for Effective Recruiting Internal Sources of Candidates Outside Sources of Candidates Recruiting a More Diverse Workforce Developing and Using Application Forms

The Recruitment & Selection Process


1. Decide what positions to fill, through personnel planning and forecasting.

2. Build a pool of candidates for these jobs, by recruiting internal or external candidates.
3. Have candidates complete application forms. 4. Use selection tools to identify candidates. 5. Decide who to make an offer to, by having supervisor interview the candidates.
Employment planning and forecasting Recruiting build a pool of candidates
Candidates Candidates become employee

Complete application forms

Complete application forms

Complete application forms

1. Employment (personnel) planning

Planning & Forecasting

2. Forecasting
a. Forecasting Personnel Needs - Trend Analysis - Ratio Analysis - The Scatter Plot b. Forecasting the Supply of Inside Candidates - Manual system and replacement charts - Computerized Skills Inventories - Keeping the Information private c. Forecasting the Supply of Outside Candidates

1. Recruiting is Important 2. Effective Recruiting = Challenge 3. Organizing How You Recruit - The Supervisors Role 4. The Recruiting Yield Pyramid The Need for Effective Recruiting

New Hires

50 100 150 200


Offers made (2:1)

Candidates interviewed (3:2) Candidates Invited (4:3) Leads Generated (6:1)

1200

Using Internal Source

Pros
- No substitutes for knowing a candidates strengths and weakness, as you should after working with them for some time - Current employees may also be more commited to the company - Current employees Morale may rise - Require less orientation and training than outsiders

Internal Source Of Candidates

Cons
- Employees may become discontented - Too often internal recruiting is something waste of time - Inbreeding is another potential drawback

Finding Internal Candidates


Ideally relies on Job Posting, Firms skills inventories and qualifications skills banks

Rehiring
Pros - Former employees are known quantities - Familiar with how you do things Cons - Former employees may return with less than positive attitudes - May signal current employees that the best way to get ahead is to leave company

Internal Source Of Candidates

Succession Planning
Three steps of succession planning : - Identifying key needs - Creating and assessing candidates - Selecting who will fill the position

Recruiting Via Internet


- Online Option - The Dot Jobs Domain

- Virtual Job Fairs


- Pros: Responses quicker Less cost Cons: Discrimination Overload

Outside Sources Of Candidates

Recruiting Via Internet


- Using Applicant Tracking
Tend to generate so many applicants that most firms are installing applicant tracking system to support their on and offline recruiting effort.

Outside Sources Of Candidates

Recruiting Via Internet


- Improving Online Recruiting Effectiveness
One survey showed why many Web-based recruiting turned them off, the objection is : 1. Job openings lacked of relevant information 2. Often difficult to format resumes and post them in the form required 3. Many respondents expressed about privacy information 4. Poor graphics 5. Slow feedback from the employers

Outside Sources Of Candidates

Advertising
- The media - Constructing the Advertising Guide with AIDA : Attention, Interest, Desire, Action - Employment Ads and Image

Employment Agencies
1. Public Agencies 2. Agencies Associated with non-profit Organization 3. Privately Owned Agencies

Outside Sources Of Candidates

Employment Agencies

Reasons why use an Agency:


1. Your firm doesnt have its own HRD 2. Must fill a particular opening quickly 3. Theres a perceived need to attract greater number of minority/female

4. Want to reach currently employed individuals


5. Want to cut down on the time youre devoting to recruiting

Outside Sources Of Candidates

To help avoid problems:


1. Give an accurate & complete Job Description 2. Make sure tests, application blanks, and interviews part of the agencys selection process 3. Periodically review EEOC data on candidates accepted or rejected 4. Screen the Agency

5. Make sure to supplement the Agencys reference

Temp Agencies and Alternative Staffing

Pros
More Productive

Cons
Costly

Basic Policies & Procedure


- Invoicing - Time sheets - Temp to perm policy - Recruitment of and benefits for temp employees - Dress code - Equal employment opportunity statement - Job description information

Outside Sources Of Candidates

Temp Agencies and Alternative Staffing

Six Key Concern Emerged


- Dehumanizing - Insecure and Pessimistic - Lack insurance & Pension benefits - Misled about job assignment - Underemployed - In general angry toward the corporate world

Outside Sources Of Candidates

Alternative Staffing
Temporary employees are examples of alternative staffing.

Offshoring & Outsourcing Jobs


- Offshoring

- Outsourcing Executive Recruiter - Contingent - Retained Pros


- They have many contacts - Save time - Keep the firms name confidential

Outside Sources Of Candidates

Cons
- Dont really understand what firms wants

Executive Recruiter

Guidelines
- Make sure the Firm is capable - Meet the individual who will actually handle your assignment - Ask how much the firm charges, get the agreement in writing

- Make sure the recruiter and you see eye to eye on what sort of person you
need for the position - Never rely solely on the executive recruiter to do all the reference checking

Outside Sources Of Candidates

Should you do your own executive recruiting?


Depend on firms capability to pay the recruiter.

On-Demand Recruiting Services


provide short-term specialized recruiting assistance to support specific projects.

College Recruiting
Sending an employees representatives to collage to prescreen applicants. - On-Campus

Recruiting Goals Outside Sources Of Candidates

- The On-Site Visit


- Internships

Referrals and Walk-Ins


- Pros

& Cons

- Walk-ins Telecommuters
uses at-home agent or domestic people to help the firms

Military Personnel
Provide an excellent source of trained recruiters

Outside Sources Of Candidates

Recruiting Source Use and Effectiveness


Summarized a survey of best recruiting sources and revealed several guidelines employers can use to improve the recruiting efforts effectiveness

1. Single Parents

2. Older Workers
3. Recruiting Minorities - Understand - Plan - Implement 4. Welfare-to-Work 5. The Disabled

Recruiting a More Diverse Workforce

Purpose of Application Forms


The first step in this process

Application Guidelines Reviewing the completed form Application Forms and EEO Law
1. Education 2. Arrest Record 3. Notify in case of emergency 4. Membership in organizations 5. Physical handicaps 6. Marital Status 7. Housing

Developing and Using Application Forms

Process - Video Resumes

- Two-Stage

Using Application Forms to Predict Job Performance


1. Biodata responses on the application form 2. Measures of success on the job

Mandatory Arbitration

Developing and Using Application Forms

Terimakasih

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