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Chapter 3 HR Planning and Recruiting

The document discusses the recruitment and selection process. It outlines the key steps which include employment planning and forecasting to determine position needs, recruiting internally or externally to build a candidate pool, having candidates complete applications and initial screenings, and conducting interviews to decide on final offers. Internal recruiting sources like job postings and succession planning are mentioned alongside external sources like advertising. Methods for forecasting personnel needs like trend and ratio analysis are also summarized. Ways to overcome issues with recruiting older workers and persons with disabilities are briefly outlined.

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Daphne Dublin
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74 views

Chapter 3 HR Planning and Recruiting

The document discusses the recruitment and selection process. It outlines the key steps which include employment planning and forecasting to determine position needs, recruiting internally or externally to build a candidate pool, having candidates complete applications and initial screenings, and conducting interviews to decide on final offers. Internal recruiting sources like job postings and succession planning are mentioned alongside external sources like advertising. Methods for forecasting personnel needs like trend and ratio analysis are also summarized. Ways to overcome issues with recruiting older workers and persons with disabilities are briefly outlined.

Uploaded by

Daphne Dublin
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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CHAPTER3: INTRODUCTION: The influenced by an

HR organization’s short term as well as long


term operational and development needs.
PLANNING  HRM on the other hand entails the
process of attracting an encouraging
AND eligible individuals to apply for different
position in an organization.
RECRUITING
THE RECRUITMENT AND
SELECTION PROCESS

 Decide what positions you ‘ll have to fill throl personal


planning and forecasting.
 Build a pool of candidates for these jobs by
recruitment internal or external candidates.
 Have candidates complete application forms and
perhaps undergo an initial screening interview.
 Decide who to make an offer to, by having the
supervisor and perhaps others on the team interview
the candidates.
Recruiting:
Employment planning
Build a pool of
and forecasting
STEPS
candidates
RECRUITMENT AND
SELECTION
PROCESS
Use selection tools like
Applicants complete tests to screen out most
application forms applicants
Internal Sources of Candidates: Hiring
From Within
 Advantages:  Disadvantages
 Foreknowledge of candidates’ strengths and  Failed applicants become disconnected
weaknesses  Time wasted interviewing inside candidates
 More accurate view of candidate’s skills who will not be considered
 Candidates have a stronger commitment to the  Inbreeding of the status quo
company
 Increase employee morale
 Less training and orientation required
Outside Sources Of Candidates

On demand
 Constructing
 Advertising recruiting services
an effective (ODRS).
 The Media: selection of the  Wording related to job
best medium depends on the interest factors should  A service that short-term
positions for which the firm is evoke the applicant’s specialized recruiting to
recruiting. attention, interest, desire, support specific projects
 Newspaper (local and specific and action (AIDA) and without the expense of
labor markets). create a positive retaining traditional
 Trade and professional impression of the firm. search firms.
journals.
 Internet job sites.
 Marketing programs.
Forecasting Personal Needs

 Ratio analysis:
 Trend analysis:
 A forecasting technique for determining
 The study of a firm’s past employment fully staff needs by using rations between
need a period of years to predict future a cause and the number of employees
needs. needed.
 Assumes that the relationships between
the causal factor and staffing needs is
constant.
Finding Internal Candidates
 Job posting  Succession Planning
o Publicizing an open job to employees (often o The process of ensuring a suitable supply of
by literally posting it on bulletin boards) and
successors for current and future senior or
listing its attributes.
keys jobs.
 Rehiring former employees
 Succession planning steps :
 Advantages: They are known quantities. o Identifying and analyzing key jobs.
o They known the firm and its culture. o Creating and assessing candidates.
 Disadvantages: They may have less- than o Selecting those who will fill the key positions.
positive attitudes.
o Rehiring may sent the wrong message to
current employees about how to get ahead.
Revise policies that make it difficult for older
workers to remain employed

Establish corporate guidelines that clearly


defines the inclusive nature of your
recruitment, compensation, benefits,
professional development & social programs

- avoid unconscious prejudice


- consider using `blind hiring’ techniques to
evaluate candidates
AY(S) TO OVERCOME THE ISSUES
- provide a flexible working hours
- provide a child care center

Develop pre-training programs to educate


employees to create a culture of respect and
tolerance

- provide facilities for the disabled


- develop resources and policies to recruit
disabled person

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