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Human Resource Management, 15e (Dessler) : The Recruitment and Selection Process

The document summarizes the key aspects of personnel planning, recruitment, and selection. It discusses forecasting personnel needs, identifying internal and external candidate pools, screening applicants, and making hiring decisions. Recruitment methods include using employment agencies, advertising, referrals, and online sources. The goal is to attract qualified candidates and make effective hiring choices.

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Alhareth
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318 views

Human Resource Management, 15e (Dessler) : The Recruitment and Selection Process

The document summarizes the key aspects of personnel planning, recruitment, and selection. It discusses forecasting personnel needs, identifying internal and external candidate pools, screening applicants, and making hiring decisions. Recruitment methods include using employment agencies, advertising, referrals, and online sources. The goal is to attract qualified candidates and make effective hiring choices.

Uploaded by

Alhareth
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Human Resource Management, 15e (Dessler)

Chapter 5 Personnel Planning and Recruiting


The Recruitment and Selection Process

1. Decide what positions to fill through personnel planning and forecasting .

2. Build a candidate pool by recruiting internal or external candidates.

3. Have candidates complete application forms and undergo initial screening interviews.

4. Use selection tools to identify viable candidates.

5. Decide who to make an offer to, by having the supervisor and others interview the
candidates.

What to Forecast?

1. Overall personnel needs


2. The supply of inside candidates
3. The supply of outside candidates

Forecasting Tools

1. Trend Analysis
2. RatioAnalysis
3. Scatter Plotting

Drawbacks to Traditional Forecasting Techniques

· They focus on projections and historical relationships.


· They do not consider the impact of strategic initiatives on future staffing levels.
· They support compensation plans that reward managers for managing ever-larger
staffs.
· They “bake in” the idea that staff increases are inevitable.
· They validate and institutionalize present planning processes and the usual ways of
doing things.

Using Computers to Forecast Personnel Requirements

 Computerized Forecasts

Ø Software that estimates future staffing needs by:

· v Projecting sales, volume of production, and personnel required to maintain


different volumes of output.
· v Forecasting staffing levels for direct labor, indirect staff, and exempt staff.
· v Creating metrics for direct labor hours and three sales projection scenarios
minimum, maximum, and probable.

Forecasting the Supply of Inside Candidates

 Qualification Inventories ‫فحص المؤهالت‬


1. Manual Systems and Replacement Charts
2. Computerized Information Systems

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Human Resource Management, 15e (Dessler)
Chapter 5 Personnel Planning and Recruiting
HR departments can help screen out potential identity thieves by following four basic
rules:

1. Perform background checks on anyone who is going to have access to personal


information.

2. If someone with access to personal information is out sick or on leave, don’t hire a
temporary employee to replace him or her. Instead, bring in a trusted worker from another
department.

3. Perform random background checks such as random drug tests.Just because someone
passed five years ago doesn’t mean their current situation is the same.

4. Limit access to information such as SSNs, health information, and other sensitive data to
HR managers who require it to do their jobs.

Forecasting Outside Candidate Supply

· Factors In Supply of Outside Candidates

 General economic conditions


 Expected unemployment rate

· Sources ofInformation

 Periodic forecasts in business publications


 Online economic projections

Effective Recruiting

· External Factors Affecting Recruiting

 Ø Supply of workers
 Ø Outsourcing of white-collar jobs
 Ø Fewer “qualified” candidates

· Other Factors Affecting Recruiting

 Ø Consistency of recruitment with strategic goals


 Ø Types of jobs recruited and recruiting methods
 Ø Nonrecruitment HR issues and policies
 Ø Successful prescreening of applicants
 Ø Public image of the firm
 Ø Employment laws

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Human Resource Management, 15e (Dessler)
Chapter 5 Personnel Planning and Recruiting

Advantages of Centralizing Recruitment

 Strengthens employment brand


 Facilitates applying strategic priorities
 Reduces duplication of HR activities
 Reduces cost of new HR technologies
 Builds teams of HR experts
 Provides better measurement of HR performance
 Allows for sharing of applicant pools

Internal Candidates: Hiring from Within


Advantages Disadvantages
· Foreknowledge of candidates’ strength · Failed applicants become discontented
sand weaknesses · Time wasted interviewing inside
· More accurate view of candidate’s skills candidates who will not be considered
· Candidates have a stronger commitment · Inbreeding strengthens tendency to
to the company maintain the status quo
· Increases employee morale
· Less training and orientation required

Outside Sources of Candidates

 Recruiting via the Internet


 Advertising
 Employment Agencies
 Temp Agencies and Alternative Staffing
 Offshoring/Outsourcing
 Executive Recruiters
 On Demand Recruiting Services(ODRS)
 College Recruiting
 Referrals and Walk-ins

Types of Employment Agencies

1. Public Agencies
2. Nonprofit Agencies
3. Private Agencies

Why Use a Private Employment Agency

 No HR department: firm lacks recruiting and screening capabilities.


 To attract a pool of qualified applicants.
 To fill a particular opening quickly.
 To attract more minority or female applicants.
 To reach currently employed individuals who are more comfortable dealing with
agencies.
 To reduce internal time devoted to recruiting.

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Human Resource Management, 15e (Dessler)
Chapter 5 Personnel Planning and Recruiting
Integrated Employee Recruitment System

 Requisition Management System


 Integrated Recruiting Solution
 Screening Services
 Hiring Management

Uses of Application Information

 Applicant’s education and experience


 Applicant’s progressand growth
 Applicant’s employment stability
 Applicant’s likelihood of success

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