Personnel Planning and Recruiting

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 After studying this chapter, you should be able to:

1. Explain the main techniques used in

employment planning and forecasting.
2. Effectively recruit job candidates.
3. Name and describe the main internal sources of
candidates.
4. Explain how to recruit a more diverse
workforce.

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 The Recruitment and 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 and perhaps go
through initial screening interviews.
4. Use selection tools such as tests, background investigations,
and physical exams to identify suitable candidates.
5. Decide who to make an offer to, by having the supervisor
and perhaps others interview the candidates.

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 Personnel Planning and Recruiting

• Recruiting: any activity carried on by the

organization with the main purpose of identifying
and attracting potential employees.

• Employment or Personnel Planning:

The process of deciding what positions the firm
will have to fill, and how to fill them.

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 • What to Forecast?
- Overall personnel needs.
- The supply of inside candidates.
- The supply of outside candidates.

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 1. Outside recruiting:
• Managers look outside the firm for people who have
not worked at the firm before.
• Managers advertise in newspapers, hold open
houses, recruit at universities, and on the Internet.
• External recruitment is difficult since many new
jobs have specific skill needs.
• A multi-prong approach to external recruiting works
best.

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 2. Internal Recruiting: Positions filled within the
firm.
Internal recruiting has several benefits:

1. Workers know the firm’s culture.

2. Managers likely already know the candidates.

3. Internal development can motivate employees.

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 FIGURE 5-1 Steps in the Recruitment and Selection Process

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 FIGURE 5-2 Linking Employer’s Strategy to Plans

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 The Complexities of Recruiting

1. Recruitment efforts should make sense in terms of

the company’s strategic plans.
2. Some recruiting methods are better to others,
depending on the type of job recruited for.
3. The firm’s image affects its recruiting results. For
instance, the better the image and reputation of a
company, the more it will attract candidates.

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 Internal Candidates: Hiring from Within

Advantages Disadvantages
• Foreknowledge of • Failed applicants become
candidate’s strengths and dissatisfied.
weaknesses
• Time wasted interviewing
• More accurate view of inside candidates who
candidate’s skills will not be considered
• Candidates have a stronger
commitment to the company
• Less training and orientation
required.

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 Finding Internal Candidates

Rehiring Former
Job Posting
Employees

Hiring from Within

Succession
Planning (HRIS)

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 Outside Sources of Candidates

Locating Outside Candidates

1 Recruiting via the Internet 4 Executive Recruiters

On-Demand Recruiting
2 Advertising 5
Services (ODRS)
3 Employment Agencies 6 College Recruiting

7 Walk-Ins

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 1- Recruiting via the Internet

1. Recruiting via the Internet:

- Advantages:
○ Cost-effective way to publicize job openings.
○ More applicants are attracted over a longer period.
○ Immediate applicant responses.
○ Online pre-screening of applicants.
○ Links to other job search sites.
○ Computerization of applicant tracking and evaluation.

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 1- Recruiting via the Internet (cont)

- Disadvantages:
○ Extreme number of unqualified applicants.
○ Personal information privacy concerns of
applicants.

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 2- Advertising for Outside Candidates

• The Media Choice:

- Selection of the best media depends on the
positions for which the firm is recruiting.
○ Newspapers: local and specific labor markets.
○ Professional journals: specialized employees.
○ Internet job sites: global labor markets.

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 3-Employment Agencies

Types of Employment
Agencies

Private Temporary Executive

Agencies Agencies Recruiters

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 3- Employment Agencies

• Why Use a Private Employment Agency?

- No HR department: firm lacks recruiting and
screening capabilities.
- To attract a pool of qualified applicants.
- To fill a particular opening quickly.
- To attract a greater number of applicants.
- To reach currently employed individuals who are
more comfortable dealing with agencies

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 3- Employment Agencies (cont)

• Avoiding Problems with Employment Agencies:

- Provide the agency with accurate and complete job
descriptions.
- Make sure tests, application blanks, and interviews are
part of the agency’s selection process.
- Screen agency for effectiveness in filling positions –
check with other managers or HR for the most
effective agencies.

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 Outside Sources of Candidates (cont)

4-On-Demand Recruiting Services (ODRS):

- Short-term specialized recruiting:
○ Paid by the hour/project.
○ Handles recruiting, analysis, and pre-screening.
5- College Recruiting
- On-campus recruiting goals:
○ To determine if the candidate is worthy of further
consideration.
○ To attract good candidates.
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 Outside Sources
Outside of Candidates
Sources (cont)(cont)
of Candidates

6- Walk-ins:
- Seek employment through a personal, direct
approach to the employer.

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 Developing and Using Application Forms

Uses of Application
Information

Applicant’s Applicant’s Applicant’s Applicant’s

education and progress and employment probability of
experience growth stability success

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 FIGURE 5-9
Employment
Application

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 Human Resource Information System (HRIS)

• HRIS is a software or online solution for the data

management needed by the HR department.
• Such data includes information about employee skills
and qualifications, and their personal updates.
• HRIS also includes company-related documents such as
safety guidelines, and other financial information.

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 Human Resource Information System (HRIS)

• It is useful in facilitating the succession planning

which helps companies to understand their available
talent and identify who is available for transition into
other positions.
• When combined with career development, succession
planning allows companies to build a talent pool and
employees to stay committed to their career and
employer.

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 Key Terms

applicant tracking systems position replacement card

application form
computerized forecasts
employee recruiting
employment or personnel
planning
job posting
on-demand recruiting services
(ODRS)
qualifications inventories
ratio analysis
recruiting yield pyramid
scatter plot
succession planning
trend analysis

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