4-5 Copyright © 2015 Pearson Education, Inc. 5-1 Personnel Planning and Recruiting

4-

5

Copyright © 2015 Pearson Education, Inc.

5-1

Personnel Planning and Recruiting

4-

Copyright © 2015 Pearson Education, Inc.

5-2

1. Explain the main techniques used in

employment planning and forecasting.

2. Explain and give examples for the

need for effective recruiting.

3. Name and describe the main internal

sources of candidates.

Learning Objectives

4-

Copyright © 2015 Pearson Education, Inc.

5-3

4. List and discuss the main outside

sources of candidates.

5. Explain how to recruit a more diverse

workforce.

6. Developing and Using Application

Forms: Discuss practical guidelines for

obtaining application information.

Learning Objectives

4-

Copyright © 2015 Pearson Education, Inc.

5-4

Explain the main techniques used in employment

planning and forecasting.

4-

Copyright © 2015 Pearson Education, Inc.

5-5

Workforce Planning and Forecasting

• Workforce planning ideally precedes

recruitment and selection

o Differs from succession planning

• Towers Watson Workforce MAPS

4-

Copyright © 2015 Pearson Education, Inc.

5-6

Workforce Planning and Forecasting

• Strategy and workforce planning

• Forecasting personnel needs (labor demand)o Trend analysiso Ratio analysiso The scatter plot

4-

Copyright © 2015 Pearson Education, Inc.

5-7

Forecasting the Supply of Inside Candidates

• Manual systems and replacement charts• Computerized skills

inventories• Markov analysis • Privacy

4-

Copyright © 2015 Pearson Education, Inc.

5-8

List and discuss the main outside sources of

candidates.

4-

Copyright © 2015 Pearson Education, Inc.

5-9

• Informal Recruiting and the Hidden

Job Market

o Job openings aren’t publicized

o Jobs are created and become

available when employers come

across the right candidates

Outside Candidates

4-

Copyright © 2015 Pearson Education, Inc.

5-10

Outside Candidates

• Internet recruitingoOnline

recruiting o TextingoDot-jobso Virtual job fairso Trackingo Effectiveness

• Advertising – media

4-

Copyright © 2015 Pearson Education, Inc.

5-11

• Attention

• Interest

• Desire

• Action

Writing the Ad

4-

Copyright © 2015 Pearson Education, Inc.

5-12

Employment Agencies

• Public

• Nonprofit

agencies

• Private agencies

4-

Copyright © 2015 Pearson Education, Inc.

5-13

Temp Agencies and Alternative Staffing

• Pros and cons

• What supervisors should

know about temporary

employees’ concerns

• Legal guidelines

• Alternative staffing

4-

Copyright © 2015 Pearson Education, Inc.

5-14

Outside Candidates

• Offshoring and Outsourcing Jobs

• Executive Recruiters

• Referrals and Walk-Ins

• On-Demand Recruiting Services

• College Recruiting

• Telecommuters

4-

Copyright © 2015 Pearson Education, Inc.

5-15

IMPROVING PERFORMANCE: HR as a Profit Center

Cutting Recruitment Costs

• GE Medical hires about 500 technical

workers a year

oCut its hiring costs by 17%

oGE is also using more recruitment

process outsourcers

4-

Copyright © 2015 Pearson Education, Inc.

5-16

Other Issues

• Recruiting

source use and

effectiveness

• Measuring

recruiting

effectiveness

4-

Copyright © 2015 Pearson Education, Inc.

5-17

• Internet recruiting

• Advertising

• Media

Review

4-

Copyright © 2015 Pearson Education, Inc.

5-18

• Writing the ad

• Employment agencies

• Temp agencies, alternative

staffing

• Other sources of candidates

• Recruiting

• Measuring effectiveness

Review

4-

Copyright © 2015 Pearson Education, Inc.

5-19

Explain how to recruit a more diverse workforce.

4-

Copyright © 2015 Pearson Education, Inc.

5-20

• Recruiting women

• Single parents

• Older workers

• Recruiting minorities

• Disabled workers

Recruiting a More Diverse Workforce

4-

Copyright © 2015 Pearson Education, Inc.

5-21

Review

• Recruiting a more

diverse workforce

• Developing and

using application

forms