MANPOWER PLANNING AND

RECRUITMENT

UMA RAO G
WORKFORCE PLANNING AND FORECASTING
 DISCUSS BUSINESS STRATEGY

HERE ARE SOME GREAT QUESTIONS TO ASK YOUR TEAM:

• WHAT IS OUR STRATEGIC FOCUS OR DESIRED FUTURE STATE?
• WHAT DO WE WANT AS A COMPANY FIVE YEARS FROM NOW?
• WHAT IS MOST IMPORTANT TO SUCCESSFUL EXECUTE THE STRATEGY?
• WHAT WILL WE HAVE TO STOP, START OR CONTINUE TO GET THERE?
• WHAT DO WE HAVE TO DO EXCEPTIONALLY WELL TO WIN?
• WHAT ARE THE CAPABILITIES WE NEED TO PERFORM AT THAT EXCEPTIONAL
LEVEL?
 PERFORM A CURRENT-STATE ANALYSIS

INTERNAL SUPPLY ANALYSIS

• ASSESS TALENT SUPPLY BY ROLE
• WHAT CAPABILITIES PEOPLE HAVE VS WHAT YOU NEED
• MAKE PROJECTIONS OF SKILLS REQUIRED BASIS HISTORICAL TURNOVER
• MAKE PROJECTIONS BASIS MARKET BENCHMARKS
• FACTOR TURNOVER AND ATTRITION
 DECIDE WHICH ROLES ARE CRITICAL TO
CURRENT AND FUTURE SUCCESS

• WHICH ROLES (CURRENT OR FUTURE) WILL DISPROPORTIONATELY DRIVE THE

SUCCESS OF THE STRATEGY?
• WHICH ROLES COULD BE UNDERSTAFFED WITH LITTLE RISK TO OUR BUSINESS?
• WHAT JOBS ARE MOST VITAL?
• WHAT CURRENT OR FUTURE SKILLS WILL DISPROPORTIONATELY DRIVE THE
SUCCESS OF THE STRATEGY?
• WHAT CAPABILITIES WILL ACCELERATE OUR ABILITY TO DELIVER ON OUR
PROMISE?
 ANALYZE GAPS AND RISKS

• WOULD IT BE BEST TO TRAIN YOUR PEOPLE OR PLAN TO HIRE FROM THE

OUTSIDE?
• IF SOME OF YOUR PEOPLE ARE NEARING RETIREMENT, DO YOU NEED TO OFFER
PACKAGES TO GET PEOPLE TO STAY SO YOU DON’T LOSE THEIR KNOWLEDGE?
• OUTSIDE RISKS MAY ARISE FROM ECONOMIC OR POLITICAL CONDITIONS,
CHANGES IN THE LABOR MARKET, EVOLVING INDUSTRY TRENDS OR NEW
LEGISLATION.
 DEVELOP AN ACTION PLAN

START PRIORITIZING AND PUTTING YOUR ACTION PLAN IN PLACE:

• WHICH ROLES AND/OR SKILL GAPS PRESENT THE GREATEST STRATEGIC RISK TO
YOUR SUCCESS?
• WHAT ACTIONS SHOULD YOU TAKE REGARDING THOSE ROLES AND SKILL GAPS
THAT POSE THE GREATEST RISK?
• SMART GOALS
 SOURCES OF RECRUITMENT

• INTERNAL
• EXTERNAL
WHY EFFECTIVE RECRUITING IS IMPORTANT

Recruiters
, Sources
and Brand
are
important

Recruiting yield pyramid

 APPLICATION FORMS – 4 CRITIERIA
FOUR TYPES OF INFORMATION IS NEEDED IN APPLICATION FORMS
1. SUBSTANTIVE MATTERS LIKE EDUCATION AND EXPERIENCE FOR THE JOB
2. APPLICANT’S PREVIOUS PROGRESS AND GROWTH
3. STABILITY BASED ON EARLIER WORK RECORDS
4. PREDICT PROBABILITY OF SUCCESS OF THE CANDIDATE BASED ON DATA IN
THE APPLICATION
SOME CAUTIONS:
• BE AWARE OF THE EMPLOYMENT LAWS WHILE DESIGNING APPLICATION FORMS
• POLICE/ARREST RECORDS
• HANDICAPS/DISABILITIES
• RELATIONSHIP WITH EMERGENCY CONTACT
• MEMBERSHIP IN ORGANIZATIONS
• MARITAL STATUS
• VIDEO RESUMES

Incomplete or badly filled in application forms reflect poor work habits of the candidate
 RECRUITING COSTS

• MONEY IS NOT UNLIMITED – RECRUITMENT BUDGETS ARE CONSERVATIVE

• MORE AND MORE EFFORTS TO CUT RECRUITMENT COSTS
• INTERNAL RECRUITMENT IS PREFERRED
• REFERRALS ARE IN DEMAND
• CAUTION IN GIVING RECRUITMENT MANDATES TO EXTERNAL SEARCH FIRMS
 CLASS WORK
1. WHAT ARE INTERNAL SOURCES OF RECRUITMENT? WHY ARE THEY IMPORTANT?
2. WHAT IS ONLINE RECRUITING? WHAT ARE ITS PROS AND CONS?
3. WHAT IS AI BASED RECRUITMENT? WHAT ARE SOME CAUTIONS IN THIS?
4. WHAT IS EMPLOYEE REFERRAL PROGRAM? WHAT ARE THE ADVANTAGES OF THIS?
5. GIVE AN EXAMPLE OF A POORLY WRITTEN JOB AD? PLS PRESENT A CORRECTED VERSION OF THE SAME AD
6. PLS EXPLAIN USE OF SOCIAL MEDIA FOR RECRUITMENT? WHAT ARE THE PROS AND CONS?
7. EXPLAIN ADVERTISING AS A MEDIUM OF RECRUITING? WHAT IS AIDA? GIVE AN EXAMPLE OF AN AD THAT’S DRAWS
ATTENTION
8. WHAT ARE PRIVATE RECRUITING AGENCIES? WHEN SHOULD YOU OPT FOR THEM?
9. WHAT IS RPO?
10. WHAT IF OFFSHORING AND OUTSOURCING ?
11. WHO ARE EXECUTIVE RECRUITERS?
12. HOW CAN YOU BRING IN DIVERSITY IN WORKFORCE THRU RECRUITMENT?
13. SEARCH FOR 2 JOB ADS AND CRITIQUE THE SAME
14. WHY ARE INTERNSHIPS A GOOD SOURCE OF RECRUITMENT?
15. HOW CAN RECRUITERS INCREASE THE BRAND IMAGE OF A COMPANY?
16. IS WALK IN A GOOD METHOD OF RECRUITMENT?
17. WHAT IS SUCCESSION PLANNING ?