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Planning &
Recruitment
RAHMA HASEEB
OUTLINE
• Recruitment process
• Planning & Forecasting
• Internal and external recruiting
• Outside sources
• Advantages of HR planning
• Effective HR planning
Recruitment & Selection Process
Forecasting Personnel Needs
Planning & Forecasting
Employment or Personnel Planning
•The process of deciding what positions the firm will
have to fill, and how to fill them.
Succession Planning
•The process of deciding how to fill the company’s most
important executive jobs.
What to Forecast?
•Overall personnel needs
•The supply of inside candidates
•The supply of outside candidates
Drawbacks of the Traditional
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.
INTERNAL RECRUTING
• Any method of identifying and attracting job
candidates from within the organization can be
considered internal recruiting.
SOURCES OF INTERNAL RECRUITMENT:
• 1. Transfer
• 2. Promotion
• 3. Employee referrals
• 4. Former employee
• 5. Dependents and relatives of deceased and
disabled employee.
EXTERNAL RECRUITING
External recruitment is the assessment of an available
pool of job candidates, other than existing staff, to see
if there are any sufficiently skilled or qualified to fill and
perform existing job vacancies.
SOURCES OF EXTERNAL RECRUITMENT:
•1. Advertisements
•2. Educational institute
•3. Placement agencies
•4. Employment exchange
•5. Labor contractors
•6. Recruitment at factory gate
•7. Job portals
Outside Sources
• Recruiting via the Internet
Advantages
Cost-effective way to publicize job openings
More applicants attracted over a longer period
Immediate applicant responses
Online prescreening of applicants
Links to other job search sites
Automation of applicant tracking and evaluation
Disadvantages
Exclusion of older and minority workers
Excessive number of unqualified applicants
Personal information privacy concerns of applicants
Advertising for Outside candidates
The Media Choice
•Selection of the best medium depends on the positions for
which the firm is recruiting.
•Newspapers: local and specific labor markets
•Trade and professional journals: specialized employees
•Internet job sites: global labor markets
Effective Ads
•Create attention, interest, desire, and action (AIDA).
•Create a positive impression of the firm.
Outside Sources
Executive Recruiters (Headhunters)
•Contingent-based recruiters
•Retained executive searchers
•Internet technology and specialization trends
Guidelines for Choosing a Recruiter
•Make sure the firm is capable of conducting a thorough
search.
•Meet individual who will handle your assignment.
•Ask how much the search firm charges.
•Never rely solely on the recruiter to do reference checking.
Outside Sources
• College Recruiting
• Employee Referrals
• Walk-ins
NEED & IMPORTANCE OF HR PLANNING: