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    HRM Chapter 5

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    Noman Syed
    The document discusses the personnel planning and recruitment process. It outlines 5 key steps: 1) deciding what positions need to be filled through personnel planning, 2) building a candidate pool through internal or external recruiting, 3) having candidates submit applications and screening interviews, 4) using selection tools like tests to identify viable candidates, 5) having supervisors interview candidates and making job offers. It also discusses recruitment sources like employee referrals, executive recruiters, colleges, and the military. Application forms are used to collect background on applicants.

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    HRM Chapter 5

    Uploaded by

    Noman Syed
    120 views3 pages
    The document discusses the personnel planning and recruitment process. It outlines 5 key steps: 1) deciding what positions need to be filled through personnel planning, 2) building a candidate pool through internal or external recruiting, 3) having candidates submit applications and screening interviews, 4) using selection tools like tests to identify viable candidates, 5) having supervisors interview candidates and making job offers. It also discusses recruitment sources like employee referrals, executive recruiters, colleges, and the military. Application forms are used to collect background on applicants.

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    personal planning and recruitment

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    The document discusses the personnel planning and recruitment process. It outlines 5 key steps: 1) deciding what positions need to be filled through personnel planning, 2) building a candidate pool through internal or external recruiting, 3) having candidates submit applications and screening interviews, 4) using selection tools like tests to identify viable candidates, 5) having supervisors interview candidates and making job offers. It also discusses recruitment sources like employee referrals, executive recruiters, colleges, and the military. Application forms are used to collect background on applicants.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    120 views3 pages

    HRM Chapter 5

    Uploaded by

    Noman Syed
    The document discusses the personnel planning and recruitment process. It outlines 5 key steps: 1) deciding what positions need to be filled through personnel planning, 2) building a candidate pool through internal or external recruiting, 3) having candidates submit applications and screening interviews, 4) using selection tools like tests to identify viable candidates, 5) having supervisors interview candidates and making job offers. It also discusses recruitment sources like employee referrals, executive recruiters, colleges, and the military. Application forms are used to collect background on applicants.

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    Name: Syed Noman Zia

    Enrollment No.: 02-112182-056 (4B)


    Course: Human Resource
    Management
    Topic: Personnel Planning and
    Recruiting.
    Course Instructor: Ms. Sheena Pitafi

    1
    Personnel Planning and Recruiting (Summary)

    The Recruitment and Selection Process


    In this chapter before looking toward the Recruitment and selection process, let
    focus on the essential series of steps that are required by every organization and
    Managers traditionally follow these steps.

    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 candidate’s 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.

    Steps in Recruitment and Selection Process


    The procedure for determining the duties and skill requirements of a job and the
    kind of person who should be hired for it. The recruitment and selection process
    are the series of hurdles aimed at selecting the best candidate for the job.

    Step 1: Employment planning and forecasting.


    Step 2: Recruitments: Building a pool of candidates.
    Step 3: Candidates: Applicants fill application form.
    Step 4: Organizations use selections tool like test to screen out best applicants.
    Step 5: Supervisors and other interviewee finalize other candidates to make final
    choices.
    Step 6: Last, Selected candidates become employees.

    Recruitment and selection start with personnel planning and forecasting.


    Personnel planning is the process of deciding what positions the firm will have
    to fill, and how to fill them. This often starts by forecasting personnel needs,
    perhaps using trend analysis. Forecasting the supply of outside candidate is
    important, particularly when entering periods of economic expansion where
    unemployment is low and good candidates are more difficult to come by.

    2
    Employers use a variety of outside sources of candidates when recruiting
    applicants. It is quick and cost effective. One downside is too many applicants
    from too far, but employer’s use applicant tracking software to screen online
    applicants.

    Guidelines for Choosing a Recruiter:

    • Make sure the firm is capable of conducting a thorough search.


    • Meet the individual who will actually handle your assignment.
    • Ask how much the search firm charges.

    Recruitments:
     Employee referrals and Walk-ins
    Applicants who are referred to the organization by current employees:

    1. Referring employees become stakeholders.


    2. Referral is a cost-effective recruitment program.
    3. Referral can speed up diversifying the workforce

    Direct applicants who seek employment with or without encouragement


    from other sources.
    Courteous treatment of any applicant is a good business practice.

     Executive recruiters
    A special type of employment agency, are invaluable in finding and
    helping the employer hire top-level professionals and executives. However,
    the employer needs to ensure that the recruiter is conducting a thorough
    search that the recruiter is conducting a thorough search and carefully
    checking references.

     College recruiting and walk-ins and military personnel


    The recruitment process inevitably includes developing and using
    application forms to collect essential background information about the
    applicant. The application should enable you to make judgments on
    substantial matters such as the person’s education and to identify the
    persons job references and supervisors.

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