Dessler15e HRM Ch05

Human Resource Management
Fifteenth Edition
Chapter 5
Personnel
Planning and
Recruiting
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 3)
5-1. Explain the main techniques used in
employment planning and forecasting.
5-2. Explain and give examples for the need for
effective recruiting.
5-3. Name and describe the main internal sources
of candidates.
5-4. Discuss a workforce planning method you
would use to improve employee engagement.
5-5. List and discuss the main outside sources of
candidates.
5-6. Explain how to recruit a more diverse
workforce.
5-7. Discuss practical guidelines for obtaining
application information.
I.
Explain the main techniques
used in employment planning
and forecasting.
Introduction
The recruitment and selection process is a series of hurdles aimed at selecting

the best candidate for the job.
Workforce Planning and Forecasting
• is the process of deciding what positions the firm
will have to fill, and how to fill them.
Workforce Planning by Towers
Watson MAPS
Source: © Towers Watson 2012.

Used with permission.
Strategy and Workforce Planning
Improving Performance: The Strategic
Context
Four Seasons
Let’s talk about it…
Forecasting Personnel Needs
(Labor Demands) (1 of 2)
Forecasting Personnel Needs (Labor
Demands) (2 of 2)
1. Trend Analysis
2. Ratio Analysis
3. Scatter Plot
4. Managerial Judgment
Forecasting the Supply of Inside
Candidates (1 of 2)
Forecasting the Supply of Inside
Candidates (2 of 2)
Personnel Replacement Charts
Figure 5-3 Personnel or

Management Replacement
Chart Showing Development
Needs of Potential Future
Divisional Vice Presidents
Forecasting the Supply of Outside
Candidates
Predictive Workforce Monitoring
Improving Performance: HR as a
Profit Center (1 of 2)
Predicting Labor Needs
Matching Projected Labor Supply
and Labor Demand
Succession Planning
II.
Explain and give examples for
the need for effective recruiting.
Why Effective Recruiting Is Important
• The need for effective
recruiting
• What makes recruiting a
challenge?
The Recruiting Yield Pyramid
FIGURE 5-5 Recruiting Yield

Pyramid
Know Your Employment Law (1 of 3)
Recruiting Employees
The Supervisor’s Role
III.
Name and describe the main
internal sources of candidates.
Internal Sources of Candidates
• Finding Internal Candidates
IV.
Discuss a workforce planning
method you would use to
improve employee engagement.
Employee Engagement Guide for
Managers
Promotion from Within
V.
List and discuss the main
outside sources of candidates.
Outside Sources of Candidates
Informal Recruiting and the Hidden
Job Market
• Job openings aren’t publicized
• Jobs are created and become available when
employers come across the right candidates
Recruiting via the Internet
• Pros and Cons
Improving Performance Through
HRIS: Using Applicant Tracking
Applicant Tracking System (ATS)
Let’s take a look …
Trends Shaping HR: Science in Talent
Management
Google’s People Operations (HR)
Improving Online Recruiting
Effectiveness
Ineffective Ad, Recycled Effective Web Ad
from Magazine to the Web (Space Not an Issue)
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Trends Shaping HR: Digital and
Social Media
Recruiters Use of Social Media
Advertising
• The Media
• Constructing (writing) The
Ad
Constructing (writing) The Ad
Figure 5-7 Help Wanted Ad
That Draws Attention
Source: “Help Wanted Ad That Draws
Attention”, in Giombetti Associates,
Hampden, MA. Reprinted with permission.
Employment Agencies
• Public
• Nonprofit agencies
• Privately owned agencies
Recruiting Process Outsourcers
Temporary Workers and Alternative
Staffing
• Alternative staffing
• Reason for using
• The Temp Agency
• Temp Employee’s Concern
Contract Employees
Trends Shaping HR: The New
Extended Workforce
Freelance Programmers, Designers or Marketers
Offshoring and Outsourcing Jobs
Executive Recruiters
• Working with
Recruiters
• Internal Recruiting
Improving Performance: HR Tools for
Line Managers and Small Businesses
Recruiting 101
Recruiting (1 of 2)
1. Referrals and Walk-ins
2. On-Demand Recruiting
Services
3. College Recruiting
Internships
Recruiting (2 of 2)
4. Telecommuters
5. Military Personnel
Improving Performance: HR as a
Profit Center (2 of 2)
Cutting Recruitment Costs
VI.
Explain how to recruit a more
diverse workforce.
Recruiting a More Diverse Workforce (1 of 2)
1. Women
2. Single Parents
3. Older Workers
Diversity Counts
Recruiting a More Diverse Workforce (2 of 2)
4. Minorities
5. The Disabled
VI.
Discuss practical guidelines for
obtaining application
information.
Developing and Using Application
Forms (1 of 2)
• Purpose of Application Forms
• Application Guidelines
Application Forms and EEO Law
Developing and Using Application
Forms (2 of 2)
• Using Application Forms to Predict Job
Performance
• Mandatory Arbitration
Chapter 5 Review
What you should now know….
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Human Resource Management

The recruitment and selection process is a series of hurdles aimed at selecting

Source: © Towers Watson 2012.

Let’s talk about it…

Figure 5-3 Personnel or

Predicting Labor Needs

Let’s talk about it…

FIGURE 5-5 Recruiting Yield

• Pros and Cons

Applicant Tracking System (ATS)

Let’s take a look …

Google’s People Operations (HR)

Let’s take a look …

Recruiters Use of Social Media

Let’s take a look …

Freelance Programmers, Designers or Marketers

Let’s talk about it…

Let’s talk about it…

Cutting Recruitment Costs

Let’s talk about it…

What you should now know….

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