Personnel Planning and Recruiting

Reported by: Abner B. Domingo

Professor: Dr Paul Raymundo

Personnel Planning and Recruiting Introduction

HR should implement the recruitment planning process as it manages the recruitment and staffing of all vacancies within the allocated recruitment budget, the satisfaction of managers with provided services and balances the workload of HR Recruiters. The recruitment planning process elaborates goals and initiatives defined in the recruitment strategy and sets the exact recruitment plan for the next year.

The proper planning is about the analysis of the current status and the performance of recruitment processes. It is about the analysis of the new trends and fascinating facts collected during job interviews with candidates. Everything should be collected and closely evaluated against the recruitment strategy.

Objectives and Goals

A. What is recruiting: recruiting is to build an applicants’ pool for future needs.

B. Importance of recruiting: Meeting organization goals. Meeting employee expectations (internal

recruiting) Creating a good image of the organization

(external recruiting)

Personnel Job SelectionA. Two selection areas: Occupation: What kind of a job I want to

choose? Organization: What kind of organization I

want to work in?B. Factors affecting personnel a job

selection: Ability Needs Interest Personality

Internal RecruitmentThe internal recruitment process is the passive

career management tool. The organization does not select employees for the promotion. They can apply for the job vacancy, and they can enrich or change their career path. The internal recruitment brings the internal fairness and allows to employees to prolong their career in the organization.

Internal Recruitment

The internal recruitment is the cheapest recruitment source. It does not require any specific care, and it works quite automatically. HR usually has a clear goal of the ratio of the internal vs. external recruitment.

External Recruitment

The external recruitment enriches the organization. The company cannot exist without the external recruitment. Each organization has the attrition, fluctuation and turnover. The external recruitment brings the new potential.

Procedures of RecruitingA. Develop recruiting plans and standards. Recruiting plans: what kind of workers and how

many? Standards: basic requirement for the job posted.

B. Conduct advertising and promoting: Advertising: let the public know your needs. Promoting: let the public know your image.

C. Conduct recruiting.

D. Evaluate the results of recruiting: cost/benefits.

Methods of RecruitingA. Internal recruiting: Job posting on billboard or company magazines. Grape-line or informal communication.

B. External recruiting: Labor market. Employment service agencies. Schools and colleges. Referrals and walk-ins. Recruiting on Internet. Head-hunting companies.

Executive Recruiters as a Source of Candidates

The search of the executive officer or any other top manager is a sensitive task. The CEO is personally included in the job search. The recruiter has to be extremely careful about providing any information. The candidates are experienced professionals and they expect a high confidentiality and professionalism. The specialized headhunters offer the executive search services. They are few excellent executive search companies, which are trusted by executive officers. They will not share the personal and confidential information with the “no name” recruitment agency.

Executive Recruiters as a Source of Candidates

The executive officer is not a person, who shares the job resume with anyone interested. Many headhunters contact them on the regular basis. It is hard to raise their interest to meet for an informal interview about the job opportunity offered. They want to know many details. The executive search is sensitive, and just the experienced recruiter can attract the most desired executive officers.

 The executive search company offers a full package. It prepares the job description of the ideal candidate, it interviews few people from the company to have a full picture, it prepares a long list of companies to be targeted. They call the people on the long list, and they interview them. They motivate officers to meet to obtain details about the vacancy. They select few candidates to be presented to the company.

Managing Recruitment Agencies

Recruitment agency extremely powerful recruitment source for many

companies. they changed their operational model, and they

provide value added to the HR Department as they outsource the significant part of the recruitment process.

recruitment agency is the extremely useful recruitment source for the start-up company.

understands the job market, and it can deliver job candidates quickly. The agency can help to make the job profiles precise as they attract the right target population.

Updates of Recruitment

Updates of Recruitment

Updates of Recruitment

Updates of Recruitment

Updates of Recruitment

Updates of Recruitment