Staffing. HR Staffing. Determining HR needs Projecting staffing levels Job analyses Managing competencies Identifying and recruiting employees Evaluating candidates Selection tests Interviewing Managing retention. Job Analysis.
Systematic process for collecting information on the work-related aspects of a job.
Competencies Behavioral indicators Validation
Customer Focus: Aggressively monitors and anticipates customer requirements and responds to them in an appropriate manner.
Business Focus: Strategically monitors business performance and environment to enhance competitive position.
Innovation and Change: Actively seeks out new ideas and displays creativity in adapting to changing conditions.
Results Orientation: Demonstrates the drive and persistence to meet and exceed job goals for self or other.
Analysis and Planning: Uses critical thinking to solve problems and develop effective work plans.
Systems Thinking: Improves and integrates business process to meet organizational strategic goals.
Technical / Functional Expertise: Demonstrates, enhances, and shares job-related knowledge and skills.
Valuing people: Demonstrates respect for others regardless of personal background.
Commitment to Development: Develop own and others’ capabilities to better meet organizational needs.
Professionalism: Demonstrates candor, composure, and commitment to obligations in work relationships.
Empowerment: Delegates or accepts responsibility to expand own capabilities to take appropriate risks and make decisions.
Influence: Uses appropriate methods to motivate others.
Team orientation: Accepts the team approach and takes necessary action to support its processes and goals.
Recognizes that own success is linked to team success.
Supports team roles, norms and decisions.
Speaks up when the team is headed in wrong direction.
Keeps others informed of decisions and information that may affect them.
Creates and monitors teams to meet business objectives.
Sets clear expectations for teams.
Works to build commitment towards common goals.
Recognizes team for accomplishments.
Measures own success by team’s success.“Team Orientation” Behaviors
Number of jobs
to be filled
Pool of qualified and interested applicants
Job Descriptions and Minimum KSA’s
Source: E. G. Chambers, H. Hanafield-Jones, S. M. Hankin, and E. G. Michaels, III, “Win the War for Top Talent,” Workforce 77, no. 12 (December 1998): 50–56. Used with permission of McKinsey & Co.
The ratio of applicant inputs to outputs at various points in the recruitment process.
Invited to Interview
50% / 2.0
20% / 5.0
40% / 2.5
75% / 1.33
3% / 33.3