Human Resource

Management
ELEVENTH EDITION
1
GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 5

Personnel Planning and Recruiting

© 2008 Prentice Hall, Inc.

All rights reserved. PowerPoint Presentation by Charlie Cook
www.bzupages.com The University of West Alabama
After studying this chapter, you should be able to:

1. Explain the main techniques used in employment

planning and forecasting.
2. List and discuss the main outside sources of
candidates.
3. Effectively recruit job candidates.
4. Name and describe the main internal sources of
candidates.
5. Develop a help wanted ad.
6. Explain how to recruit a more diverse workforce.

© 2008 Prentice Hall, Inc. All rights reserved. 5–2

 Forecasting Personnel Needs

Forecasting
Tools

Trend Analysis Ratio Analysis Scatter Plotting

© 2008 Prentice Hall, Inc. All rights reserved. 5–3

 Forecasting the Supply of
Inside Candidates

Qualification
Inventories

Manual
Computerized
Systems and
Information
Replacement
Systems
Charts

© 2008 Prentice Hall, Inc. All rights reserved. 5–4

 Measuring Recruiting Effectiveness

Evaluating
Recruiting
Effectiveness

What to How to
Measure Measure

© 2008 Prentice Hall, Inc. All rights reserved. 5–5

 Finding Internal Candidates

Rehiring Former
Job Posting
Employees

Hiring from
Within

Succession
Planning (HRIS)

© 2008 Prentice Hall, Inc. All rights reserved. 5–6

 Employment Agencies

Types of
Employment
Agencies

Public Nonprofit Private

Agencies Agencies Agencies

© 2008 Prentice Hall, Inc. All rights reserved. 5–7

 Offshoring/Outsourcing White-Collar
and Other Jobs

Political and
Military Instability

Resentment and
Cultural
anxiety of U.S.
Misunderstandings
employees/unions

Main
Costs of foreign
Issues Customers’
security and
workers
privacy concerns

Foreign contracts,
Special training of
liability, and legal
foreign employees
concerns

© 2008 Prentice Hall, Inc. All rights reserved. 5–8

 Recruiting A More Diverse Workforce

Single Parents

The Disabled Older Workers

Minorities and
Welfare-to-Work
Women

© 2008 Prentice Hall, Inc. All rights reserved. 5–9

 Developing and Using Application Forms

Uses of Application
Information

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

education and progress and employment likelihood of
experience growth stability success

© 2008 Prentice Hall, Inc. All rights reserved. 5–10

 Application Forms and the Law

Education
Achievements

Housing Arrest
Arrangements Record

Areas of Personal
Information Notification in
Marital
Case of
Status
Emergency

Physical Memberships in
Handicaps Organizations

© 2008 Prentice Hall, Inc. All rights reserved. 5–11

 KEY TERMS

employment or personnel position replacement card

planning recruiting yield pyramid
trend analysis job posting
ratio analysis succession planning
scatter plot alternative staffing
computerized forecast on demand recruiting services
qualifications inventories (ODRS)
personnel replacement charts application form

© 2008 Prentice Hall, Inc. All rights reserved. 5–12