Please enable JavaScript.
Coggle requires JavaScript to display documents.
PERSONNEL PLANNING & RECRUITING (Developing & Using Application…
PERSONNEL PLANNING & RECRUITING
Developing & Using Application Forms
Purpose
Substantive matters
Draw conclusions about applicant's previous progress & growth
Draw tentative conclusions about the applicant's stability
Application guidelines
Applicant exaggeration
Forms & EEO Law
Education
Arrest record
Notify in case of emergency
membership in organizations
physical disabilities
marital status
housing
video resumes
Application forms uses
Predict job performance
Mandatory arbitration
must be a fair process
clauses turn some candidates off
negative impact on the attractiveness of the company as a place of work
Effective recruiting
Why important?
Finding and attracting qualified candidates is not easy, as the economy picks up it will only become more challenging
Developing the brand
Employer should build its brand or reputation amongst potential applicants
Branding requires a multi pronged approach
Creating an environment in which employees like to work
Supervisor's role
Explain what the position entails
Explain what to look for
Sources of candidates
Internal Sources
Using internal sources
Finding internal candidates
Rehiring
Succession Planning
Improving productivity through HRIS
External Sources
Recruiting via the Internet
Texting
The dot-jobs domain
Virtual job fairs
Intelligent automated resume screening
Using applicant tracking
Advertising
The media
newspaper
trade and professional journals
YouTube
Writing the Ad
Create interest with the aspects of the job
Spotlighting words
Prompt action with a statement like “call today”
Employment agencies
Public & non profit agencies
Private agencies
Temporary agencies & alternative staffing
Legal & other temporary guidelines
Temporary employees' concerns
Treated by employers in dehumanizing way
Insecure about their employment
Worried for their lacj of insurance benefits
Misled their job assignments
Underemployed
Alternative staffing
Offshoring & outsourcing jobs
Executive recruiters
Pro & Cons
recruiter can save top management’s time
recruiter’s fee might turn out to be small when compared to the executive time saved
recruiter really understands your needs
employer must explain completely what sort of candidate is required and why
recruiters interested in persuading you to hire a candidate than finding one who will really do the job.
On-demand recruiting services (ODRS)
College recruiting
On-campus recruiting
The on-site visit
Internships
Referrals & walk-ins
Telecommuters
Military personnel
Recruiting more diverse workplace
single parents
older workers
minorities
understand
plan
implement
welfare-to-work
the disabled
Workforce planning & forecasting
Strategy & workforce planning
Process
Forecast the employer;s demand for labor
Identify supply-demand gaps
Develop action plans to fill the projected gaps
Needs
Trend analysis
Ration analysis
The scatter plot
Improving productivity through HRIS
computerized personnel forecasting
Qualification inventories
Manual strength
Replacement charts
Computerized employee skills inventories
Keeping the information private
Supply of outside candidates
Formal labor market analysis
Talent management & predictive workforce monitoring
Action Plan
Identify the positions to be filled
Potential internal & external sources
Training, development, and promotional activities
Recruiting Yield Pyramid