1. 4-5 Copyright © 2015 Pearson Education, Inc. 5-1 Personnel Planning and Recruiting

2. 4- Copyright © 2015 Pearson Education, Inc. 5-2 1. Explain the main techniques used in employment planning and forecasting. 2. Explain and give examples for the need for effective recruiting. 3. Name and describe the main internal sources of candidates. Learning Objectives

3. 4- Copyright © 2015 Pearson Education, Inc. 5-3 4. List and discuss the main outside sources of candidates. 5. Explain how to recruit a more diverse workforce. 6. Developing and Using Application Forms: Discuss practical guidelines for obtaining application information. Learning Objectives

4. 4- Copyright © 2015 Pearson Education, Inc. 5-4 Explain the main techniques used in employment planning and forecasting Explain the main techniques used in employment planning and forecasting.

5. 4- Copyright © 2015 Pearson Education, Inc. 5-5 Workforce Planning and Forecasting Workforce planning ideally precedes recruitment and selection o Differs from succession planning Towers Watson Workforce MAPS

6. 4- Copyright © 2015 Pearson Education, Inc. 5-6 Workforce Planning and Forecasting Strategy and workforce planning Forecasting personnel needs (labor demand) o Trend analysis o Ratio analysis o The scatter plot

7. 4- Copyright © 2015 Pearson Education, Inc. 5-7 Forecasting the Supply of Inside Candidates Manual systems and replacement charts Computerized skills inventories Markov analysis Privacy

8. 4- Copyright © 2015 Pearson Education, Inc. 5-8 List and discuss the main outside sources of candidates.

9. 4- Copyright © 2015 Pearson Education, Inc. 5-9 Informal Recruiting and the Hidden Job Market o Job openings aren’t publicized o Jobs are created and become available when employers come across the right candidates Outside Candidates

10. 4- Copyright © 2015 Pearson Education, Inc. 5-10 Outside Candidates Internet recruiting o Online recruiting o Texting o Dot-jobs o Virtual job fairs o Tracking o Effectiveness Advertising – media

11. 4- Copyright © 2015 Pearson Education, Inc. 5-11 Attention Interest Desire Action Writing the Ad

12. 4- Copyright © 2015 Pearson Education, Inc. 5-12 Employment Agencies Public Nonprofit agencies Private agencies

13. 4- Copyright © 2015 Pearson Education, Inc. 5-13 Temp Agencies and Alternative Staffing Pros and cons What supervisors should know about temporary employees’ concerns Legal guidelines Alternative staffing

14. 4- Copyright © 2015 Pearson Education, Inc. 5-14 Outside Candidates Offshoring and Outsourcing Jobs Executive Recruiters Referrals and Walk-Ins On-Demand Recruiting Services College Recruiting Telecommuters

15. 4- Copyright © 2015 Pearson Education, Inc. 5-15 IMPROVING PERFORMANCE: HR as a Profit Center Cutting Recruitment Costs GE Medical hires about 500 technical workers a year o Cut its hiring costs by 17% o GE is also using more recruitment process outsourcers

16. 4- Copyright © 2015 Pearson Education, Inc. 5-16 Other Issues Recruiting source use and effectiveness Measuring recruiting effectiveness

17. 4- Copyright © 2015 Pearson Education, Inc. 5-17 Internet recruiting Advertising Media Review

18. 4- Copyright © 2015 Pearson Education, Inc. 5-18 Writing the ad Employment agencies Temp agencies, alternative staffing Other sources of candidates Recruiting Measuring effectiveness Review

19. 4- Copyright © 2015 Pearson Education, Inc. 5-19 Explain how to recruit a more diverse workforce.

20. 4- Copyright © 2015 Pearson Education, Inc. 5-20 Recruiting women Single parents Older workers Recruiting minorities Disabled workers Recruiting a More Diverse Workforce

21. 4- Copyright © 2015 Pearson Education, Inc. 5-21 Review Recruiting a more diverse workforce Developing and using application forms