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Personal Planning and Recruiting, TRENDS SHAPING HR: DIGITAL AND SOCIAL…
Personal Planning and Recruiting
Introduction
Decide what positions to fill, through workforce/personnel planning and foorecasting.
Build a pool of candidates for these jobs, by recruiting internal or external candidates.
Have candidates complete application forms and perhaps undergo initial screening interviews.
Use selection tools like tests, background investigations, and physical exams to screen candidates.
Decide who to make an offer to, by having the supervisor and perhaps others
interview the candidates.
Workforce Planning and Forecasting
Strategy and Workforce Planning
Forecasting Personnel Needs (Labor Demand)
TREND ANALYSIS
RATIO ANALYSIS
THE SCATTER PLOT
MANAGERIAL JUDGMENT
Forecasting the Supply of Inside Candidates
Personnel replacement charts
Forecasting the Supply of Outside Candidates
Predictive Workforce Monitoring
Succession Planning
Matching Projected Labor Supply and Demand with a Plan
Why Effective Recruiting Is Important
Improving Recruitment Effectiveness: Recruiters, Sources, and Branding
The Recruiting Yield Pyramid
KNOW YOUR EMPLOYMENT LAW
Recruiting a More Diverse Workforce
Recruiting Women
Recruiting Single Parents
Older Workers
Internal Sources of Candidates
Finding Internal Candidates
job posting
Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, like qualifications, supervisor, working schedule, and pay rate
Developing and Using Application Forms
Purpose of Application Forms
Application Guidelines
Using Application Forms to Predict Job Performance
Mandatory Arbitration
Employee Engagement Guide for Managers
Promotion from Within
Outside Sources of Candidates
Informal Recruiting and the Hidden Job Market
Recruiting via the Internet
ONLINE RECRUITMENT AROUND THE GLOBE
PROS AND CONS
Using Recruitment Software and Artificial Intelligence
Advertising
THE MEDIA
CONSTRUCTING (WRITING) THE AD
Employment Agencies
PUBLIC AND NONPROFIT AGENCIES
PRIVATE AGENCIES
Your firm doesn’t have its own human resources department and feels it can’t do a good job recruiting and screening.
You must fill a job quickly.
There is a perceived need to attract more minority or female applicants.
You want to reach currently employed individuals, who might feel more comfortable dealing with agencies than with competing companies.
You want to reduce the time you’re devoting to recruiting.
To help avoid problems:
Give the agency an accurate and complete job description.
Make sure tests, application blanks, and interviews are part of the agency’s selection process.
Periodically review equal employment data on candidate accepted or rejected by your firm, and by the agency.
Recruitment Process Outsourcers
On-Demand Recruiting Services
Offshoring and Outsourcing Jobs
Executive Recruiters
Referrals and Walk-Ins
College Recruiting
Military Personnel
TRENDS SHAPING HR: DIGITAL AND SOCIAL MEDIA
TRENDS SHAPING HR: SCIENCE IN TALENT MANAGEMENT
