dessler_hrm12_im_05 Personnel Planning and Recruiting.doc

dessler_hrm12_im_05 Personnel Planning and Recruiting
PART TWO RECRUITMENT AND PLACEMENT

CHAPTER


T Five

Personnel Planning
and Recruiting

5

Lecture Outline


Strategic Overview
Planning and Forecasting
Forecasting Personnel Needs
Forecasting the Supply of Inside Candidates
Forecasting the Supply of Outside Candidates
The Need for Effective Recruiting
Why Recruiting is Important
What Makes Effective Recruiting a Challenge?
Organizing How You Recruit
Measuring Recruiting Effectiveness
The Recruiting Yield Pyramid
Internal Sources of Candidates
Using Internal Sources: Pros and Cons
Finding Internal Candidates
Rehiring
ession Planning
Improving Productivity through HRIS
Outside Sources of Candidates
Recruiting via the
Advertising
Employment Agencies
Temp Agencies and Alternative Staffing
Offshoring/Outsourcing White-Collar & Other Jobs
Executive Recruiters
On-Demand Recruiting Services
College Recruiting
muters
Military Personnel
Single Parents
Older Workers
Recruiting Minorities and Women
Welfare-to-Work
The Disabled
Developing and Using Application Forms
Purpose of Application Forms
Application Guidelines
Using Application Forms to Predict Performance
In Brief: This chapter explains the process of forecasting personnel requirements, discusses the pros and cons of methods used for recruiting job candidates, describes how to develop an application form, and explains how to use application forms to predict job performance1>.
Interesting Issues: The has changed the face of recruiting, particularly in advertising for applicants. Employers can now reach more potential applicants in less time, and less expensively. However, this tool has generated some challenges. Employers may get too many applicants, or fail to reach certain segments of the population.

ANNOTATED OUTLINE

I. Planning and Forecasting
A. Forecasting Personnel Needs – Forecast revenues, and then estimate the size of