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    Shahid Hossain MGT 351

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    fariha mehzabin
    The recruitment and selection process involves forecasting future personnel needs through various techniques like trend analysis, ratio analysis, and computer models. It also includes developing a pool of qualified candidates through methods such as job postings, employment agencies, and databases of current employee skills. Maintaining privacy of employee records and following legal guidelines during the hiring process are also important aspects. The overall goal is to obtain the right people internally or externally to fill future job openings based on a company's strategic plans.

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    Shahid Hossain MGT 351

    Uploaded by

    fariha mehzabin
    26 views6 pages
    The recruitment and selection process involves forecasting future personnel needs through various techniques like trend analysis, ratio analysis, and computer models. It also includes developing a pool of qualified candidates through methods such as job postings, employment agencies, and databases of current employee skills. Maintaining privacy of employee records and following legal guidelines during the hiring process are also important aspects. The overall goal is to obtain the right people internally or externally to fill future job openings based on a company's strategic plans.

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    The recruitment and selection process involves forecasting future personnel needs through various techniques like trend analysis, ratio analysis, and computer models. It also includes developing a pool of qualified candidates through methods such as job postings, employment agencies, and databases of current employee skills. Maintaining privacy of employee records and following legal guidelines during the hiring process are also important aspects. The overall goal is to obtain the right people internally or externally to fill future job openings based on a company's strategic plans.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    26 views6 pages

    Shahid Hossain MGT 351

    Uploaded by

    fariha mehzabin
    The recruitment and selection process involves forecasting future personnel needs through various techniques like trend analysis, ratio analysis, and computer models. It also includes developing a pool of qualified candidates through methods such as job postings, employment agencies, and databases of current employee skills. Maintaining privacy of employee records and following legal guidelines during the hiring process are also important aspects. The overall goal is to obtain the right people internally or externally to fill future job openings based on a company's strategic plans.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 6

    Shahid Hossain

    MGT 351

    Chapter 4 The recruitment and selection process

    -This process includes


    -Formulating plans for future openings
    -Analysis of the positions to be open soon
    -Determining whether interviewing internal or external
    candidates

    -Its an integral part of a firm’s strategic plans


    -Firms must know in advance how to find right people for
    future advancement

    -The process includes


    -Employment planning and forecasting
    -Build a pool of candidates
    -Call for applications to be filled out by applicants
    -Test to screen out most applicants

    -Factors of forecasting personnel needs


    -Demand for the product or services are good indicator

    - Other factors may include


    -Projected turnover
    -Quality and nature of employees
    -Some of the employee’s skills may become
    obsolete
    -In those positions they may have to hire new
    people
    -Technological or administrative change
    -The financial resources available to the firm

    -Specific techniques for personnel forecasting


    -Trend analysis
    -Study of a firms’ past employment needs to predict
    future needs

    1
    Shahid Hossain
    MGT 351

    -Past may not hold always true for future prediction


    -Environmental conditions may change

    -Ratio analysis
    -Forecasting technique for future staff need by using
    ratios of sales volume and number of employees
    needed
    -E.g. if 200,000 dollar sales were generated by 100
    sales people than the
    ratio is $2000 sales: 1 sales man. From here we can
    calculate how many people we need for 8 million
    dollar sales
    -Shortfall
    -Like trend analysis ratio analysis also
    assumes that productivity remains static
    and salespeople cannot be motivated to
    increase sales when actually the can be
    motivated

    -Scatter diagram
    -Graphical method used to identify relationship
    between two variables

    -Computerized forecast
    -There software packages available to determine the
    firm’s future personnel needs using the forecast
    number on sales and personnel
    -Required data
    -This method is very helpful to find the staff need for
    clerical positions, assembly line workers etc.

    2
    Shahid Hossain
    MGT 351

    -Managerial judgment
    -Judgment may include
    -Decisions to enter into new market or venture
    new opportunity
    -Technological and administrative changes

    -Forecasting supply of inside candidates


    -Managers usually try to hire from inside first

    -Qualification inventory
    -This info helps HR to promote employees

    -Manual system and record keeping charts


    -A form called “personnel inventory and development
    record” is set up
    -Employee’s education and company-sponsored
    training are listed

    -Computerized information system


    -Many software packages are available for this
    -Even Access can be used to do query
    -Data in the computerized information system includes

    -The matter of privacy


    -Employee’s data bank stores a great deal of information that
    can be very personal
    -Federal law protects an employee’s privacy
    -These data banks are only accessible to those who are
    privileged

    -Internal sources of candidates


    -Advantages of hiring from within
    -Raises the spirit of competition
    -Inside candidates require less training and orientation

    3
    Shahid Hossain
    MGT 351

    -Problems:
    -Many managers may know well in advance who they
    will hire internally
    -Those who don’t get the promotions may become
    disloyal

    -Personnel record
    -This record may uncover employees who already have
    education and skills beyond but are underutilized

    -Skill banks
    -Computerized stored database on employees’ skills can be
    very useful for inter department transfer where a dept. may
    require additional skills for a task that their depts.. may not
    have.

    -Succession planning
    -Big companies usually have plans for suitable replacement if
    the CEO gets sick
    -Some qualified senior managers are selected for this
    contingency plans and they are given advance training
    -Sometimes they are even kidnapped

    -Forecasting the supply of outside candidates


    -Involves searching outside for employees
    -Requires knowledge of
    -
    -
    -

    -General economic condition


    -Know the unemployment rate first
    -Several govt. agencies publish these rates periodically
    including dept, of labor and many universities

    4
    Shahid Hossain
    MGT 351

    -Occupational market condition

    -Recruiting job candidates


    -Once the HR dept. is instructed they start to get the
    applicants pool
    -How the recruiters conduct interviews is very important
    -HR must make sure that the job description or other
    requirement have not been changed in due course of time

    -Advertising for candidates


    -Two decisions have to be made
    -Media type and the ad itself

    -Principals of help wanted ads


    -AIDA model is usually followed
    -A for Attentions
    -Ad must be able to attract attention
    -I for Interest
    -D for Desire
    -A for Action
    -Ad should be able to prompt action

    -Legal challenge
    -Many believe that ads that are gender specific should be
    made illegal
    -Employers should not be age specific

    -Employment agencies
    -Privates agencies for personnel is a new concept in BD
    -They conduct the initial interviews and then they send them
    to the client’s company to be further interviewed
    -Firms may use these agencies if in the past they had
    difficulties to pool candidates
    -For every hire using the help of the agency, they agency will
    charge a commission

    5
    Shahid Hossain
    MGT 351

    -Advantages of using agency


    -As per Wall street Journal
    -Using agency help in cutting cost for interviews
    -Helps in interviewing the potentials only
    -Helps you to select the most qualified candidates
    -Disadvantages of using agency
    -Unqualified may by-pass initial interviews nab end directly
    to the client co.

    -How to overcome the problems of the agencies

    -Contingent workers and temp agencies


    -Students, part timers, seasonal workers, etc
    -They work part time, full time but on contractual basis

    -Who are temp agencies?


    -Usually they are expert in supplying blue-collar
    workers and minor clerical workers

    -Headhunters
    -Also known as executive recruiters
    -Usually they deal with higher paid jobs
    -HCEs and NHCEs

    -Qualification of a headhunter
    -Make sure the firm is capable to search extensively
    -Choose a recruiter you can trust
    -Talk to some of their clients

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