Chapter 2 Personnel Planning and Recruiting. After studying this chapter, you should be able to:. Explain the main techniques used in employment planning and forecasting. Effectively recruit job candidates. Name and describe the main internal sources of candidates.
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Personnel Planning and Recruiting
The process of deciding what positions the firm will have to fill, and how to fill them.
Internal recruiting has several benefits:
Evaluating Recruiting Effectiveness
What to Measure
How to Measure
Foreknowledge of candidate’s strengths and weaknesses
More accurate view of candidate’s skills
Candidates have a stronger commitment to the company
Less training and orientation required.
Failed applicants become dissatisfied.
Time wasted interviewing inside candidates who will not be considered
Rehiring Former Employees
Hiring from Within
Succession Planning (HRIS)
Locating Outside Candidates
Recruiting via the Internet
On-Demand Recruiting Services (ODRS)
Types of Employment Agencies
4-On-Demand Recruiting Services (ODRS):
Short-term specialized recruiting:
Paid by the hour/project.
Handles recruiting, analysis, and pre-screening.
5- College Recruiting
On-campus recruiting goals:
To determine if the candidate is worthy of further consideration.
To attract good candidates.
Outside Sources of Candidates (cont)
Uses of Application Information
Applicant’s education and experience
Applicant’s progress and growth
Applicant’s employment stability
Applicant’s probability of success
applicant tracking systems
employment or personnel planning
on-demand recruiting services (ODRS)
position replacement card
recruiting yield pyramid