Human Resource Management: Personnel Planning and Recruiting

Human Resource Management
Fifteenth Edition
Chapter 5
Personnel
Planning and
Recruiting
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 3)
5-1. Explain the main techniques used in
employment planning and forecasting.
5-2. Explain and give examples for the need for
effective recruiting.
5-3. Name and describe the main internal sources
of candidates.
5-4. Discuss a workforce planning method you
would use to improve employee engagement.
5-5. List and discuss the main outside sources of
candidates.
5-6. Explain how to recruit a more diverse
workforce.
5-7. Discuss practical guidelines for obtaining
application information.
I.
Explain the main techniques
used in employment planning
and forecasting.
Introduction
The recruitment and selection process is a series of hurdles aimed at selecting

the best candidate for the job.
Workforce Planning and Forecasting
• is the process of deciding what positions the firm
will have to fill, and how to fill them.
Strategy and Workforce Planning
Forecasting Personnel Needs
(Labor Demands) (1 of 2)
Forecasting Personnel Needs (Labor
Demands) (2 of 2)
1. Trend Analysis
2. Ratio Analysis
3. Scatter Plot
4. Managerial Judgment
Forecasting the Supply of Inside
Candidates (1 of 2)
Forecasting the Supply of Inside
Candidates (2 of 2)
Personnel Replacement Charts
Figure 5-3 Personnel or

Management Replacement
Chart Showing Development
Needs of Potential Future
Divisional Vice Presidents
Forecasting the Supply of Outside
Candidates
Predictive Workforce Monitoring
Improving Performance: HR as a
Profit Center (1 of 2)
Predicting Labor Needs
Let’s talk about it…
Matching Projected Labor Supply
and Labor Demand
Succession Planning
II.
Explain and give examples for
the need for effective recruiting.
Why Effective Recruiting Is Important
• The need for effective
recruiting
• What makes recruiting a
challenge?
The Recruiting Yield Pyramid
FIGURE 5-5 Recruiting Yield

Pyramid
The Supervisor’s Role
Line and staff cooperation in recruitment is

essential. The human resource manager charged
with filling an open position is seldom very familiar
with the job itself. So, for example, the recruiter
will want to know from the supervisor what the job
really entails and its job specifications, as well as
informal things like the supervisor’s leadership
style and how the team gets along.
III.
Name and describe the main
internal sources of candidates.
Internal Sources of Candidates
• Finding Internal Candidates
IV.
Discuss a workforce planning
method you would use to
improve employee engagement.
Employee Engagement Guide for
Managers
Many employers encourage

internal recruiting, on the
reasonable assumption that
doing so improves
employee engagement.
Promotion from Within
V.
List and discuss the main
outside sources of candidates.
Outside Sources of Candidates
Informal Recruiting and the Hidden
Job Market
• Job openings aren’t publicized
• Jobs are created and become available when
employers come across the right candidates
Recruiting via the Internet
• Pros and Cons
Pros – 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.
Cons – 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 (too
many responses)
Improving Performance Through
HRIS: Using Applicant Tracking
Applicant Tracking System (ATS)
Let’s take a look …
Improving Online Recruiting
Effectiveness
Ineffective Ad, Recycled Effective Web Ad
from Magazine to the Web (Space Not an Issue)
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Trends Shaping HR: Digital and
Social Media
Recruiters Use of Social Media
Let’s take a look …
Advertising
• The Media
• Constructing (writing) The
Ad
Constructing (writing) The Ad
Figure 5-7 Help Wanted Ad
That Draws Attention
Source: “Help Wanted Ad That Draws
Attention”, in Giombetti Associates,
Hampden, MA. Reprinted with permission.
Employment Agencies
• Public
• Nonprofit agencies
• Privately owned agencies
Recruiting Process Outsourcers
Temporary Workers and Alternative
Staffing
• Alternative staffing
• Reason for using
• The Temp Agency
• Temp Employee’s Concern
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.
Executive Recruiters
• Working with
Recruiters
• Internal Recruiting
Improving Performance: HR Tools for
Line Managers and Small Businesses
Recruiting 101
Recruiting (1 of 2)
1. Referrals and Walk-ins
2. On-Demand Recruiting
Services
3. College Recruiting
Internships
Recruiting (2 of 2)
4. Telecommuters
5. Military Personnel
Improving Performance: HR as a
Profit Center (2 of 2)
Cutting Recruitment Costs
VI.
Explain how to recruit a more
diverse workforce.
Recruiting a More Diverse Workforce (1 of 2)
1. Women
2. Single Parents
3. Older Workers
Diversity Counts
Recruiting a More Diverse Workforce (2 of 2)
4. Minorities
5. The Disabled
VI.
Discuss practical guidelines for
obtaining application
information.
Developing and Using Application
Forms (1 of 2)
• Purpose of Application Forms
• Application Guidelines
Know Your Employment Law (3 of 3)
Application Forms and EEO Law
Developing and Using Application
Forms (2 of 2)
• Using Application Forms to Predict Job
Performance
• Mandatory Arbitration
Chapter 5 Review
What you should now know….
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Human Resource Management

The recruitment and selection process is a series of hurdles aimed at selecting

Figure 5-3 Personnel or

Predicting Labor Needs

Let’s talk about it…

FIGURE 5-5 Recruiting Yield

Line and staff cooperation in recruitment is

Many employers encourage

Applicant Tracking System (ATS)

Let’s take a look …

Recruiters Use of Social Media

Let’s take a look …

Rather than bringing people in to do the company’s

Outsourcing – means having outside vendors

Offshoring – means having outside vendors or

Let’s talk about it…

Cutting Recruitment Costs

Let’s talk about it…

What you should now know….

You might also like