Dessler hrm16 PPT 05

Human Resource Management
Sixteenth Edition
Chapter 5
Personnel Planning and

Recruiting
Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 2)
5.1 Define workforce planning, and explain how to develop a
workforce plan.
5.2 Explain the need for effective recruiting and how to make
recruiting more effective.
5.3 Discuss the main internal sources of candidates.
Learning Objectives (2 of 2)
5.4 Describe how to use recruiting to improve employee
engagement.
5.5 Discuss the main outside sources of candidates, and
create an employment ad.
5.6 Explain how to recruit a more diverse workforce.
5.7 Discuss practical guidelines for obtaining application
information.
Learning Objective 5.1: Define Workforce
Planning, and Explain How to Develop a
Workforce Plan
Introduction
The recruitment and selection process is a series of hurdles aimed at

selecting the best candidate for the job.
Workforce Planning and Forecasting
• Also known as employment or personnel planning.
• The process of deciding what positions the firm will have
to fill, and how to fill them.
Workforce Planning by Towers Watson
Maps
Source: © Towers Watson 2012. Used with permission.
Strategy and Workforce Planning
• Workforce planning should be an integral part of the firm’s
strategic planning process.
Improving Performance: The Strategic
Context
Four Seasons
Let’s talk about it…
Forecasting Personnel Needs (Labor
Demands)
1. Trend Analysis
2. Ratio Analysis
3. Scatter Plot
4. Managerial Judgment
Forecasting the Supply of Inside
Candidates
Personnel Replacement Charts
Figure 5-3 Personnel or Management Replacement Chart Showing
Development Needs of Potential Future Divisional Vice Presidents
Forecasting the Supply of Outside
Candidates
• Managers’ sense of what’s happening
• Supplement with formal labor market analysis
Predictive Workforce Monitoring
• Annual plans may not be sufficient.
– Plan continuously
• Matching projected labor supply and demand with a plan.
Succession Planning
• Systematically identifying, assessing, and developing
organizational leadership to enhance performance.
• Three steps:
– Identify key position needs
– Develop inside candidates
– Assess and choose those who will fill the key positions
Learning Objective 5.2: Explain the Need
for Effective Recruiting and How to Make
Recruiting More Effective
Why Effective Recruiting Is Important
• Improving recruitment effectiveness:
– Recruiters
– Sources
– Branding
The Recruiting Yield Pyramid
Figure 5-5 Recruiting Yield Pyramid
Know Your Employment Law:
Recruiting Employees
In practice, “the key question in all recruitment procedures is
whether the method limits qualified applicants from applying.”
Learning Objective 5.3: Discuss the
Main Internal Sources of Candidates
Internal Sources of Candidates
• Finding Internal Candidates
• Current employees
• “hiring from within”
• Job posting
• Qualifications skills inventories
Learning Objective 5.4: Describe How to
Use to Recruiting to Improve Employee
Engagement
Employee Engagement Guide for
Managers
Promotion from Within
Fed Ex
Learning Objective 5.5: Discuss the Main
Outside Sources of Candidates, and Create
an Employment Ad
Outside Sources of Candidates
• Employers can’t always get all the employees they need
from their current staff, and sometimes they just don’t
want to.
Informal Recruiting and the Hidden Job
Market
• Job openings aren’t publicized.
• Jobs are created and become available when employers
come across the right candidates.
Recruiting via the Internet
• Ads on company Website
• Job boards
• Virtual job fairs
• Pros and cons
Using Recruitment Software and
Artificial Intelligence
• Applicant Tracking System (ATS)
– Online systems
– From application service providers (ASPs)
• Artificial intelligence systems
– Automating the resume analysis
– Beware of bias
Trends Shaping HR: Science in Talent
Management
Google’s People Operations (HR)
Let’s take a look …
Improving Online Ads
Ineffective Ad, Recycled from Magazine to Effective Web Ad (Space Not an Issue)
the Web
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Trends Shaping HR: Digital and Social
Media
LinkedIn and Beyond
Let’s take a look …
Advertising
• The media Figure 5-7 Help Wanted Ad That Draws
Attention
• Constructing (writing)
the ad
Source: “Help Wanted Ad That Draws Attention”, in

Giombetti Associates, Hampden, M A. Reprinted with
permission
Employment Agencies
• Public agencies
• Nonprofit agencies
• Private agencies
Outside Sources: RPOs and ODRS
• Recruiting Process Outsourcers (RPOs)
• On-Demand Recruiting Services (ODRS)
HR and the Gig Economy: Temporary
Workers and Alternative Staffing
• Alternative staffing
• Reason for using
• The Temp Agency
• Temp Employees’ Concerns
Know Your Employment Law
• Contract Employees
– Employer’s liability
– Don’t treat temporary workers as “employees”
Poaching
• Can produce good recruits, but can be problematic
– Uber’s agreement to pay Google $245 million
Offshoring and Outsourcing Jobs
• Outsourcing
– Outside vendors supply services
• Offshoring
– Outside vendors or employees abroad supply services
– Not just blue-collar jobs
Executive Recruiters
• Working with Recruiters
– Use caution
• Internal Recruiting
Improving Performance: HR Tools for
Line Managers and Small Businesses
Recruiting 101
Recruiting
• Referrals and Walk-ins
– Employee referral campaigns
– Walk-ins: direct applications
• On-Demand Recruiting Services
• College Recruiting
• Internships
• Military Personnel
Improving Performance: HR as a Profit
Center
Cutting Recruitment Costs
Learning Objective 5.6: Explain How
to Recruit a More Diverse Workforce
Recruiting a More Diverse Workforce
• Women
• Single Parents
• Older Workers
• Minorities
• The Disabled
Learning Objective 5.7: Discuss Practical
Guidelines for Obtaining Application
Information
Developing and Using Application
Forms (1 of 2)
• Purpose of Application Forms
– First step in prescreening progress
– Quickly collect candidate data
• Application Guidelines
– Detailed employment history
Know Your Employment Law
• Application Forms and EEO Law
– Education
– Arrest record
– Notify in case of emergency
– Membership in organizations
– Physical handicaps
– Marital status
– Housing
– Video resumes
Developing and Using Application
Forms (2 of 2)
• Using Application Forms to Predict Job Performance
– Biodata
• Mandatory Arbitration
Chapter 5 Review
What you should now know….
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Human Resource Management

Personnel Planning and

The recruitment and selection process is a series of hurdles aimed at

Source: © Towers Watson 2012. Used with permission.

Let’s talk about it…

Promotion from Within

Google’s People Operations (HR)

Let’s take a look …

LinkedIn and Beyond

Let’s take a look …

Source: “Help Wanted Ad That Draws Attention”, in

Let’s talk about it…

Cutting Recruitment Costs

Let’s talk about it…

What you should now know….

This work is protected by United States copyright laws and is

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