Introduction to Recruitment and Workforce Planning

Study Notes

Recruitment is the process of attracting qualified individuals for job openings.
Workforce Planning involves forecasting future staffing needs by analyzing the current workforce and predicting future requirements.
Key elements of workforce planning:
- Job analysis: Determining the specific requirements for each job.
- Recruitment strategies: Outlining how the company plans to attract talent.

Internal recruitment involves filling positions with existing employees.
Methods of Internal Recruitment:
- Promotions: Offering employees higher positions.
- Transfers: Moving employees to different positions or departments at the same level.
- Job Posting: Listing open positions within the company and allowing employees to apply.
- Employee Referrals: Encouraging current employees to suggest qualified candidates.
Advantages of Internal Recruitment:
- Cost-efficient: Lower advertising and onboarding expenses.
- Faster Adjustment: Employees are already familiar with the organization.
- Motivation: Provides career growth opportunities.
Disadvantages of Internal Recruitment:
- Limited Pool: Fewer candidates to choose from.
- Stagnation: Less infusion of new ideas and perspectives.
- Employee Resentment: If not promoted, employees might feel discouraged.

External recruitment attracts candidates from outside the organization.
Methods of External Recruitment:
- Job Advertisements: Posting jobs on job boards, social media, newspapers, etc.
- Recruitment Agencies: Employing third-party recruiters to find candidates.
- Campus Recruitment: Recruiting from universities and colleges.
- Employee Referrals: Employees suggesting external candidates.
- Job Fairs: Attending job fairs to interact with potential candidates.
- Social Media: Using platforms like LinkedIn to attract talent.
Advantages of External Recruitment:
- Larger Candidate Pool: More diverse and varied applicants.
- New Ideas: Fresh talent brings new perspectives.
- Specialized Skills: More likely to find candidates with specific expertise.
Disadvantages of External Recruitment:
- Higher Costs: Advertising, onboarding, and training can be expensive.
- Longer Process: External candidates take time to adjust and learn the organization’s culture.

Employer Branding: How the organization is perceived by potential employees. A strong brand can attract top talent.
Employee Value Proposition (EVP): The benefits and rewards employees receive in return for their contributions.

Internal Sources: Promotions, transfers, job posting, and employee referrals.
External Sources: Job boards, social media, headhunting, career fairs, universities, and professional networks.

Companies evaluate recruitment sources based on:
- Cost per Hire: The expense of recruitment relative to successful hires.
- Time to Fill: The time taken to fill a position.
- Quality of Hire: Performance and retention rates of employees from different sources.
- Diversity of Applicants: Different sources may attract different demographics.

Realistic Job Previews (RJPs): Providing applicants an honest view of the job, including its positive and negative aspects.
Benefits of RJPs:
- Reduces turnover by ensuring candidates understand the job, leading to improved job satisfaction.

Selection is the process of choosing the best-qualified candidate from a pool of applicants.
Goals of Selection:
- Match the right people with the right jobs.
- Minimize hiring costs and employee turnover.
- Ensure fairness and legal compliance.