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Chapter 5

Personnel Planning
and Recruiting

Part Two | Recruitment and Placement

Copyright 2011 Pearson Education, Inc. PowerPoint Presentation by Charlie Cook


publishing as Prentice Hall The University of West Alabama
WHERE WE ARE NOW

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LEARNING OUTCOMES
1. List the steps in the recruitment and selection process.
2. Explain the main techniques used in employment
planning and forecasting.
3. Explain and give examples for the need for effective
recruiting.
4. Name and describe the main internal sources of
candidates.
5. List and discuss the main outside sources of
candidates.
6. Develop a help wanted ad.
7. Explain how to recruit a more diverse workforce.

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The Recruitment and Selection Process
1. Decide what positions to fill..
2. Recruiting internal or external candidates.
3. Use selection tools to identify best candidates.
4. Decide who to make an offer to, by having the
supervisor and others interview the candidates.

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FIGURE 52 Linking Employers Strategy to Plans

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Planning and Forecasting
Employment or Personnel Planning
The process of deciding what positions
the firm will have to fill, and how to fill them.
Planning
The process of deciding how to fill the
companys most important executive jobs.
What to Forecast?
Overall personnel needs
The supply of inside candidates
The supply of outside candidates

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Forecasting Outside Candidate Supply
Factors In Supply of Outside Candidates
General economic conditions
Expected unemployment rate

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Organizing How You Recruit

Advantages of Centralizing Recruiting Efforts

Facilitates Reduces Ensures Fosters effective


strategic duplication of compliance with use of online
priorities HR activities laws recruiting

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Internal Sources of Candidates
Advantages Disadvantages

Knowledge of candidates Time wasted interviewing


strengths inside candidates who will
and weaknesses not be considered
More accurate view of
candidates skills
Candidates have a stronger
commitment
to the company
Less training and
orientation required

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Finding Internal Candidates

Hiring-from-Within Tasks

Posting open Rehiring former Succession


job positions employees planning (HRIS)

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Outside Sources of Candidates

Locating Outside Candidates

Executive Recruiters / Head


1 Recruiting via the Internet 6
Hunters
On Demand Recruiting
2 Advertising 7
Services (ODRS)

3 Employment Agencies 8 College Recruiting

Agencies and Alternative


4 9 Referrals
Staffing

5 Outsourcing

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Recruiting via the Internet
Advantages
Cost-effective way
More applicants attracted over a longer period
Immediate applicant responses
Links to other job search sites
Automation of applicant tracking and evaluation
Disadvantages
Unqualified applicants overload the system
Personal information privacy concerns of applicants

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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

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FIGURE 59 Help Wanted Ad that Draws Attention

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Employment Agencies

Types of Employment
Agencies

Public Nonprofit Private


agencies agencies agencies

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Avoiding Problems with
Employment Agencies
Give agency an accurate and complete job description.
Make sure tests, application blanks, and interviews are
part of the agencys selection process.
Review candidates accepted or rejected by your firm or
the agency for effectiveness and fairness of agencys
screening process.
checking the final candidates references yourself.

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Employee Referrals and Walk-ins
Employee Referrals
Referring employees become stakeholders.
Referral is a cost-effective recruitment program.
Referral can speed up diversifying the workforce.
Relying on referrals may be discriminatory.

Walk-ins
Seek employment through a personal direct approach to the
employer.
Courteous treatment of any applicant is a good business
practice.

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KEY TERMS
employment (or personnel) planning
trend analysis
ratio analysis
scatter plot
qualifications (or skills) inventories
personnel replacement charts
position replacement card
employee recruiting
recruiting yield pyramid
job posting
succession planning
applicant tracking systems
alternative staffing
on-demand recruiting services (ODRS)
college recruiting
application form
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means, electronic, mechanical, photocopying, recording, or
otherwise, without the prior written permission of the publisher.
Printed in the United States of America.

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