HUMAN RESOURCE MANAGEMENT

Global Edition 12e

Chapter 5
Personnel Planning
and Recruiting

Part 2 Recruitment and Placement

GARY DESSLER
 What is Recruitment?

The process of finding and hiring the best-

qualified candidate (from within or outside of
an organization) for a job opening, in a timely
and cost effective manner.

The recruitment process includes analyzing

the requirements of a job,
attracting employees to that job, screening and
selecting applicants, hiring, and integrating the
new employee to the organization.

5–2
 FIGURE 5–1 Steps in Recruitment and Selection Process

The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.

5–3
 Planning and Forecasting
Employment or Personnel Planning
The process of deciding what
positions
the firm will have to fill, and how to fill
them.
Succession Planning
The process of deciding how to fill the
company’s most important executive
jobs.
What to Forecast?
Overall personnel needs
The supply of inside candidates
The supply of outside candidates
5–4
 Forecasting Personnel Needs
Forecasting Tools

Trend analysis Ratio analysis Scatter plotting

Ratio analysis between

Study of a firm’s past A graphical method
sales vol. and employee
employment needs
need

5–5
 Drawbacks to Traditional
Forecasting Techniques
They focus on projections and historical
relationships.
They support compensation plans that
reward managers for managing larger staffs.
They validate and institutionalize present
planning processes and the usual ways of
doing things.

5–6
 Internal Sources of
Candidates

Advantages Disadvantages

 Foreknowledge of  Failed applicants become

candidates’ strengths, displeased
skills and weaknesses  Time wasted interviewing
 Candidates have a stronger inside candidates who will
commitment to the not be considered.
company
 Less training and
orientation required

5–7
 Finding Internal Candidates

Hiring-from-Within Tasks

Posting open Rehiring former Succession

job positions employees planning

5–8
 Outside Sources of Candidates
Locating Outside Candidates

1 Recruiting via Internet 6 Executive Recruiters

On Demand Recruiting
2 Advertising 7
Services (ODRS)

3 Employment Agencies 8 College Recruiting

Temp Agencies and Alternative

4 9 Referrals and Walk-ins
Staffing

5 Offshoring/Outsourcing

5–9
 Recruiting via the Internet
Advantages
 Cost-effectiveness
 Immediate response of applicants
 Online pre-screening of applicants can be done

Disadvantages
 Exclusion of older and minority workers
 Unqualified applicants overload the system with cv’s
 Personal information privacy concerns of applicants

5–10
 Advertising for Outside
Candidates
The Media Choice
Selection of the best medium depends on the
positions for which the firm is recruiting.
 Newspapers: local and specific labor markets
 Trade and professional journals: specialized employees
 Internet job sites: global labor markets

Constructing (Writing) Effective Ads

Create AIDA (attention, interest, desire and
action)
Create a positive impression (image) of the firm.

5–11
 FIGURE 5–9 Help Wanted Ad that Draws Attention

5–12
 Employment Agencies

Types of Employment
Agencies

Public Nonprofit Private

agencies agencies agencies

5–13
 College
Recruiting
 On-site visits
 On-campus recruiting goals
 Invitation letters
 To determine if the candidate is
 Assigned hosts
worthy of further consideration
 Information packages
 To attract good candidates
 Planned interviews
 Timely employment
offer
 Follow-up

 Internships

5–14
 Other Sources of Outside
Applicants

Other Sources of Outside Applicants

Employee Military
Walk-ins Telecommuters
referrals personnel

5–15
 Recruiting A More Diverse
Workforce
Single parents

The disabled Older workers

Minorities and
Welfare-to-work
women

5–16
 Two-Stage Process

Is Applicant Yes Conditional

Qualified? Job Offer

Review application Make conditional job offer

information, personal contingent on meeting all
interview, testing, and “second stage” conditions
do background check

5–17