fundamentals of Human Resource Management 4 th edition by R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright. CHAPTER 5 Planning for and Recruiting Human Resources. What Do I Need to Know?. Discuss how to plan for human resources needed to carry out the organization’s strategy.
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fundamentals ofHuman Resource Management 4theditionby R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright
Planning for and Recruiting Human Resources
There are three major steps to forecasting:
Objective measures that accurately predict future labor demand.
It answers two questions:
As the average age of many workers in skilled trades grows, the coming demand for workers in many trades is expected to outstrip supply in the United States. There is a potential for employers in some areas to experience a labor shortage because of this.
A public accounting firm of 250 employees realizes they have a surplus of 15 support personnel (not auditors). What should they do?
Hire temporary workers
Offer early retirement
Downsize people in those positions
Wait for attrition and implement a hiring freeze for those positions
Several personnel policies are especially relevant to recruitment:
Image advertising, such as in this campaign to recruit nurses, promotes a whole profession or organization as opposed to a specific job opening.
This ad is designed to create a positive impression of the profession, which is now facing a shortage of workers.
Cost Per Hire
Find the cost of using a particular recruitment source for a particular type of vacancy.
Divide that cost by the number of people hired to fill that type of vacancy.
A low cost per hire means that the recruitment source is efficient.
In your last job search, what was your experience with a recruiter or other point of contact before you were offered the job?
Lousy, I didn’t take the job
Lousy, but I took the job anyway
Great, but I didn’t take the job
Great, I took the job
The experience wasn’t memorable.
True = A False = B
Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents.
Applicants respond positively to recruiters whom are warm and informative
Personnel policies are more important than the recruiter when deciding whether or not to take a job.
Realistic job previews should highlight the positive characteristics of the job rather than the negative.
You are the regional HR director of the restaurant chain (e.g., Ruby Tuesday’s or TGI Fridays) and responsible for recruiting all staff for the restaurants in your region.
One of the stores in your region needs to hire servers.
What knowledge, skills, and abilities are required for the positions you are recruiting?
Will your sources of applicants be internal, external, or both? Explain.
What recruiting strategies will you use?
What metrics will you use to measure your success?