Assey: Lecture Outline

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In brief: This chapter explains the process of forecasting personnel requirements, discusses the pros and cons of eight methods used for recruiting job candidates, describes how to develop an application form, and explains how to use application forms to predict job performance.

Interesting issues: Despite lots of publicity and widespread knowledge of EEO laws, many organizations still ask questions that are highly suspect, and some questions that are clearly violations of federal regulations. It may be useful to discuss causes of this and the potential consequences of those violations.

Lecture Outline

I.The Recruitment and Selection Process

A.Employment Planning and Forecasting

B.Building a Pool of Candidates

C.Application Forms and Initial Screening Interview

D.Utilizing Various Selection Techniques

E.Sending Viable Candidates to the Supervisor

F.Conducting Final Selection Interviews

Figure 4-1 on page 123 outlines the selection process.

II.Employment Planning and Forecasting

A.How to Forecast Personnel Needs

1.Factors to consider after sales projections & staff requirements

a.projected turnover
b.quality and nature of employees
c.decisions to upgrade product quality or enter new markets
d.technological and administrative changes resources available

2. Trend Analysis

3.Ratio Analysis

4.Scatter Plot

Figure 4-2 on page 125 gives a sample scatter plot.

5.Using Computers to Forecast Personnel Requirements

6.Managerial Judgment

B.Forecasting the Supply of Insider Candidates

1.Qualifications Inventories

2.Manual Systems and Replacement Charts

a.personnel inventory and development record
(shown in Figure 4-3 on page 127)
b.personnel replacement charts
(sample shown in figure 4-4 on page 128)
c.position replacement cards

3.Computerized Information Systems

4.The Matter of Privacy

C.Internal Sources of Candidates

1.Job Posting

2.Hiring Employees—The Second Time Around

3.Succession Planning

D.Forecasting the Supply of Outside Candidates

1.General Economic Conditions

2.Local Market Conditions

3.Occupational Market Conditions

III.Recruiting Job Candidates


1.Figure 4-6 shows a sample Recruiting Yield Pyramid

2.Research Insight

B.Advertising as a Source of Candidates

1.Principles of Help Wanted Advertising

a.attract attention
b.develop interest
c.create desire
d.prompt action

Table 4-2 on page 138 gives advantages and disadvantages of various media.

C.Employment Agencies as a Source of Candidates


a.Federal, state, or local government operated
b.Nonprofit organizations
c.Privately owned

2.Reasons for Using Employment Agencies

a.don't have your own HR department
b.past difficulty generating sufficient qualified applicants
c.opening must be filled quickly
d.perceived need to attract more minority or female applicants
e.want to reach those who are currently employed

3.Using Temporary Help Agencies

a.six concerns with temporary workers
b.six guidelines for working with temporary employees

4.Alternative Staffing Techniques

D.Executive Recruiters as a Source of Candidates

1.Make Sure the Firm is Capable of Conducting a Thorough Search

2.Meet the Individual Who Will be Handling Your Assignment

3.Ask How Much the Search Firm Charges

4.Choose a Recruiter You Can Trust

5.Talk to Some of Their Clients

Small Business Applications:
page 148 of the text; see Discussion Boxes solutions at the end of this chapter

E.College Recruiting as a Source of Candidates

Table 4-3 on page 151 identifies the top factors in selecting college recruiters.

Table 4-4 on page 151 identifies the top factors in...
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