Human Resource Management 10e.- Gary Dessler - Download as PowerPoint by 43d7l5x

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									Personnel Planning and Recruiting


       Orlando V. Griego, PhD
Proverbs 26:10
Like an archer who
wounds at random is he
who hires a fool or any
passer-by.
 After studying this chapter,
 you should be able to:
1. Explain the main
    techniques used in
    employment planning
    and forecasting.
2. List and discuss the main
    characteristics of
    candidates.
3. Consider of views on
    hiring
4. Understand the various
    validity components of
    hiring.

                                5–3
       Finding the perfect mate?
 In groups, come up characteristics of the
  “perfect mate.” Answer these questions:
  – What characteristics would they have that would
    enhance your own personal life?
  – What unique talents would you like them to have?
  – What personality traits would they have that
    would make you want to be with them?
  – What physical qualities would you like them to
    have?




                                                   5–4
 Cisco’s John Chambers justifies his
  company’s commitment to recruitment this
  way: “If you are selecting a partner for life,
  your ability to select the partner after one
  date isn’t very good.” Job-seeking candidates
  go through a minimum of five interviews up
  and down the organizational structure before
  the company makes the decision to hire.




                                               5–5
 The War for Talent
 Establish a talent standard.
 Get actively involved in people decisions.
 Drive a simple, but probing review of
  talent.
 Instill a talent mindset in all managers,
  throughout the organization.
 Invest real money in talent.
 Stress accountability for talent.


Source: Ed Michaels, Helen Handfield-Jones and Beth Axelrod, 2002
                                                                    5–6
 The War for Talent
 Pump talent in at all levels.
 Hunt for talent all the time.
 Tap many diverse pools of talent.
 Develop creative new channels.




Source: Ed Michaels, Helen Handfield-Jones and Beth Axelrod, 2002
                                                                    5–7
The Recruitment and Selection Process
1. Decide what positions you’ll have to fill
   through personnel planning and
   forecasting.
2. Build a pool of candidates for these
   jobs by recruiting internal or external
   candidates.
3. Have candidates complete application
   forms and perhaps undergo an initial
   screening interview.
4. Use selection techniques like tests,
   background investigations, and
   physical exams to identify viable
   candidates.
5. Decide who to make an offer to, by
   having the supervisor and perhaps
   others on the team interview the
   candidates.
                                               5–8
 Steps in Recruitment and Selection Process




The recruitment and selection process is a series of
hurdles aimed at selecting the best candidate for the job.


                                                       Figure 5–1
                                                              5–9
                   Selection Devices that Could be used
                       to Initially Screen Applicants




                                                                                Note: *Higher is better.
Source: Kevin Carlson et al., “Recruitment Evaluation: The Case for Assessing                              Table 5–1
the Quality of Applicants Attracted,” Personnel Psychology 55 (2002), p. 470.
                                                                                                                5–10
                Recruiting Yield Pyramid




 Recruiting yield pyramid
   – The historical arithmetic relationships between recruitment
     leads and invitees, invitees and interviews, interviews and
     offers made, and offers made and offers accepted.
                                                            Figure 5–6
                                                                   5–11
 After studying this chapter,
 you should be able to:
1. Explain the main
    techniques used in
    employment planning
    and forecasting.
2. List and discuss the main
    characteristics of
    candidates.
3. Consider of views on
    hiring
4. Understand the various
    validity components of
    hiring.

                                5–12

								
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