1. PowerPoint Presentation by Charlie Cook The University of West Alabama 1 Human Resource Management ELEVENTH EDITION G A R Y D E S S L E R © 2008 Prentice Hall, Inc. All rights reserved. Personnel Planning and Recruiting Chapter 5 Part 2 | Recruitment and Placement

2. © 2008 Prentice Hall, Inc. All rights reserved.5–2 After studying this chapter, you should be able to: 1.Explain the main techniques used in employment planning and forecasting. 2.List and discuss the main outside sources of candidates. 3.Effectively recruit job candidates. 4.Name and describe the main internal sources of candidates. 5.Develop a help wanted ad. 6.Explain how to recruit a more diverse workforce.

3. Planning and Forecasting Employment or Personnel PlanningEmployment or Personnel Planning The process of deciding what positions the firm will have to fill, and how to fill them. The process of deciding what positions the firm will have to fill, and how to fill them. What to Forecast? What to Forecast? Overall personnel needs Overall personnel needs The supply of inside candidates The supply of inside candidates The supply of outside candidates The supply of outside candidates © 2008 Prentice Hall, Inc. All rights reserved.5–3

4. © 2008 Prentice Hall, Inc. All rights reserved.5–4 Forecasting Personnel Needs Trend AnalysisScatter Plotting Forecasting Tools Ratio Analysis

5. © 2008 Prentice Hall, Inc. All rights reserved.5–5 Forecasting the Supply of Inside Candidates Manual Systems and Replacement Charts Qualification Inventories Computerized Information Systems

6. Effective Recruiting Employee Recruiting:Employee Recruiting: Finding and/or attracting applicants for the employer’s open positions. Finding and/or attracting applicants for the employer’s open positions. Why Recruiting is Important? Effective recruiting is increasingly important.Effective recruiting is increasingly important. With the dramatic changes, recruiting is becoming more challenging, and there will soon be an undersupply of workers. With the dramatic changes, recruiting is becoming more challenging, and there will soon be an undersupply of workers. © 2008 Prentice Hall, Inc. All rights reserved.5–6

7. © 2008 Prentice Hall, Inc. All rights reserved.5–7 Measuring Recruiting Effectiveness What to Measure How to Measure Evaluating Recruiting Effectiveness

8. © 2008 Prentice Hall, Inc. All rights reserved.5–8 Finding Internal Candidates Hiring from Within Job Posting Succession Planning (HRIS) Rehiring Former Employees

9. Outside Sources of Candidates Locating Outside Candidates Locating Outside Candidates 1.Advertising 2.Recruiting via the Internet 3.Employment Agencies 4.College Recruiting © 2008 Prentice Hall, Inc. All rights reserved.5–9

10. © 2008 Prentice Hall, Inc. All rights reserved.5–10 Employment Agencies Public Agencies Private Agencies Types of Employment Agencies Nonprofit Agencies

11. © 2008 Prentice Hall, Inc. All rights reserved.5–11 Recruiting A More Diverse Workforce Single Parents Older Workers Welfare-to-Work Minorities and Women The Disabled

12. © 2008 Prentice Hall, Inc. All rights reserved.5–12 Developing and Using Application Forms Applicant’s education and experience Applicant’s likelihood of success Applicant’s progress and growth Uses of Application Information Applicant’s employment stability

13. © 2008 Prentice Hall, Inc. All rights reserved.5–13 Application Forms and the Law Education Achievements Arrest Record Notification in Case of Emergency Memberships in Organizations Physical Handicaps Marital Status Housing Arrangements Areas of Personal Information

14. © 2008 Prentice Hall, Inc. All rights reserved.5–14 K E Y T E R M S employment or personnel planning trend analysis ratio analysis scatter plot computerized forecast qualifications inventories job posting succession planning application form