1.

HR planning and forecasting techniques

i. HR planning (what position needed and how)
ii. Succession Planning
 Trend Analysis
 study a firm’s past employment needs to predict future needs
 not only passage of time but also other factors such as technology (if AI
can do the job/productive employee  may hire less)
 Ratio Analysis
 historical ratio between a causal factor and the no. of employees needed
2. Adv and Disadv of internal source of candidates
Source:
- Rehire former employees (but they may not have very positive attitudes and may
mislead current employees about how to get ahead)
Adv:
- Know candidates’ strengths and weaknesses
- More accurate assessment of candidate’s skills
- Candidate have a stronger commitment to the company
- Increase employee morale
- Less training and orientation required
Disadv
- Failed applicants become discontented
- Inbreeding of the status quo
3. Main external sources of candidates
i. Employee referrals
ii. Job search platforms
iii. On-campus interview
iv. Executives search firms
Adv: (they can reach currently employed but not actively looking new job
candidates, save top management’s time, maybe cost-effective compare to
executive’s time saved)
Disadv: (employer has to provide comprehensive explanation the kind of
candidate they want and why, they maybe just persuading you instead of

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 looking for the right person, SWA better not use this as they have their own
unique company culture)
4. Effective recruitment ad to increase the applicant pool
- TITLE
- SPOTLIGHT KEY FEATURES
- PROMPT ACTION + CONTACT INFO
- CONVEY CULTURE
*** AIDA Ad  Attention, Interest, Desire, Action
*** Don’t sugarcoat job drawbacks as it will increase turnover
5. Access the cost effectiveness of recruiting sources
i. Quality
- Recruiting Yield Ratio (the % move to next stage) (higher = the method better)
- Cost per hire (all cost/no. of ppl hired) (cheaper better ofc)

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