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Recruitment and Selection

Forecasting Staffing need


Trend analysis : Study of a firm’s past
employment needs over a period of years to
predict future needs.

Ratio analysis : A forecasting technique for


determining future staff needs by using ratios
between, for example, sales volume and number
of employees needed. (Eg . Man-Megawatt
ratio)
Steps in Recruitment and Selection
The Recruiting and Selecting process can be envisioned as a
series of hurdles, as illustrated in Figure 5-1:
1. Decide what positions to fill, through workforce/
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
undergo initial screening interviews.
4. Use selection tools like tests, background investigations,
and physical exams to screen candidates.
5. Decide who to make an offer to, by having the supervisor
and perhaps others interview the candidates
Recruiting yield pyramid The historical arithmetic relationships between recruitment
leads and invitees, invitees and interviews, interviews and offers made, and offers
made and offers accepted.
Availability from within
Employers also use a mathematical process known as
Markov analysis (or “transition analysis”) to forecast
availability of internal job candidates.
Markov analysis involves creating a matrix that shows
the probabilities that employees in the chain of feeder
positions for a key job (such as from junior engineer,
to engineer, to senior engineer, to engineering
supervisor, to director of engineering) will move from
position to position and therefore be available.
Succession Planning
Succession planning involves developing workforce
plans for the company’s top positions.
Succession planning is the ongoing process of
systematically identifying, assessing, and developing
organizational leadership to enhance performance.
It entails three steps:
• identify key position needs,
• develop inside candidates, and
• assess and choose those who will fill the key
positions
Recruiting via the Internet
PROS & CONS
Most employers recruit through their own websites, or through online job
boards such as Indeed and CareerBuilder
Online recruiting generates more responses quicker and for a longer time
at less cost than just about any other method. And, because they are
richer and more comprehensive in describing the jobs, web-based ads
have a stronger effect on applicant attraction than do printed ads.
But, online recruiting has two potential problems.
First, older people and some minorities are less likely to use the Internet,
so online recruiting may inadvertently exclude more older applicants (and
certain minorities).
The second problem is Internet overload: Employers end up deluged with
résumés. Self-screening helps: The Cheesecake Factory posts detailed job
duties listings, so those not interested needn’t apply. Another approach is
to have job seekers complete a short online prescreening questionnaire,
then use these to identify those who may proceed in the hiring process
Offshoring and Outsourcing Jobs
Rather than bringing people in to do the company’s
jobs, outsourcing and offshoring send the jobs out.
Outsourcing means having outside vendors supply
services (such as benefits management, market
research, or manufacturing) that the company’s
own employees previously did in-house.
Offshoring means having outside vendors or
employees abroad supply services that the
company’s own employees previously did in-house.
SELECTION