Personal Planning and Recruiting PDF

PERSONNEL PLANNING AND RECRUITING 1. The first step in the recruitment and selection process = deciding what positions to fill 2. Selection tools – refers to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job 3. Workforce...

PERSONNEL PLANNING AND RECRUITING 1. The first step in the recruitment and selection process = deciding what positions to fill 2. Selection tools – refers to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job 3. Workforce planning (or personnel) – process of deciding what positions the firm will have to fill and how to fill them 4. Succession Planning – deciding how to fill executive positions at a firm 5. Strategic Business Planning – guides employment planning and determine the types of skills and competences the firm needs 6. THREE STEPS IN SUCCESSION PLANNING a. Identify key needs b. Develop inside candidates c. Assess and choose those who will fill the key position 7. Trend Analysis – studying a firm’s past employment needs over a period of years to predict future needs 8. Ratio Analysis – determines future staff needs by using ratios between a causal factor and the number of employees required 9. Productivity levels – Both a trend analysis and a ratio analysis assume that productivity remain the same 10. Qualifications (or Skills) Inventories – contains data on employees’ performance records, educational background, and promotability; managers need to determine which current employees are available for promotion or transfer 11. Scatter plot – graphically illustrates the relationship between two variables such as sales and your firm’s staffing level 12. Personnel Replacement charts – company records showing present performance and promotability of inside candidates for a firm’s top positions 13. Markov Analysis – to forecast availability of internal job candidates 14. Outsourcing – having outside vendors supply services such as benefits management, market research 15. Trend Tools – used for projecting personnel needs 16. Primary disadvantage of using internal sources of candidates to fill vacant position = Potential to lose employees who aren’t promoted 17. Recruiting – finding and/or attracting applicants for the employer’s open positions; necessary to develop an applicant pool 18. Recruiting yield pyramid – used by employers to calculate the number of applicants a firm must generate in order to hire the required number of new employees 19. Inbreeding – a potential drawback to hiring internally 20. Intranet job postings – used for filling the vacant position by looking from within the organization 21. Outside candidates are recruited through the following: a. Advertisements b. Employment agencies c. Executive recruiters d. Online job boards (jobstreet, indeed) 22. Rehiring former employee = reduce potential problems by crediting them with the years of service they had accumulated before they left 23. Application tracking system – to help employers attract, gather, screen, compile, and manage outside applicants 24. Skills needed for the job – the greatest role in determining the best medium for a job advertisement 25. Reasons for most likely to use a private employment agency = to fill a specific job opening quickly 26. Temporary workers – floats from one assignment to another on a temporary basis 27. Alternative staffing – refers to the use of nontraditional recruitment sources 28. Executive recruiters/Headhunters – special employment agencies retained by employers to seek out top management for their clients 29. On-demand recruiting services – a service that provides short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms; they are paid through hourly rate 30. In-house temporary employee – employed directly by a company on a short-term basis 31. Contract technical employee – highly skilled worker who is supplied for a long-term project under contract from an outside technical services firm 32. Offshoring – having overseas outside vendors provide services once performed by a company’s own employees in-house 33. Schedule flexibility – primary motivation for employees over age 65