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Personnel planning and recruiting

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Personnel Planning and Recruiting

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Personnel planning and recruiting

  1. 1. Personnel Planning and Recruiting Reported by: Abner B. Domingo Professor: Dr Paul Raymundo
  2. 2. Personnel Planning and Recruiting  Introduction HR should implement the recruitment planning process as it manages the recruitment and staffing of all vacancies within the allocated recruitment budget, the satisfaction of managers with provided services and balances the workload of HR Recruiters. The recruitment planning process elaborates goals and initiatives defined in the recruitment strategy and sets the exact recruitment plan for the next year.  The proper planning is about the analysis of the current status and the performance of recruitment processes. It is about the analysis of the new trends and fascinating facts collected during job interviews with candidates. Everything should be collected and closely evaluated against the recruitment strategy.
  3. 3. Objectives and Goals A. What is recruiting: recruiting is to build an applicants’ pool for future needs. B. Importance of recruiting:  Meeting organization goals.  Meeting employee expectations (internal recruiting)  Creating a good image of the organization (external recruiting)
  4. 4. Personnel Job Selection A. Two selection areas:  Occupation: What kind of a job I want to choose?  Organization: What kind of organization I want to work in? B. Factors affecting personnel a job selection:  Ability  Needs  Interest  Personality
  5. 5. Internal Recruitment The internal recruitment process is the passive career management tool. The organization does not select employees for the promotion. They can apply for the job vacancy, and they can enrich or change their career path. The internal recruitment brings the internal fairness and allows to employees to prolong their career in the organization.
  6. 6. Internal Recruitment  The internal recruitment is the  cheapest recruitment source. It does not  require any specific care, and it works  quite automatically. HR usually has a  clear goal of the ratio of the internal vs.  external recruitment.
  7. 7. External Recruitment  The external recruitment enriches the  organization. The company cannot exist  without the external recruitment. Each  organization has the attrition, fluctuation  and turnover. The external recruitment  brings the new potential.
  8. 8. Procedures of Recruiting A. Develop recruiting plans and standards.  Recruiting plans: what kind of workers and how  many?  Standards: basic requirement for the job posted. B. Conduct advertising and promoting:  Advertising: let the public know your needs.  Promoting: let the public know your image. C. Conduct recruiting. D. Evaluate the results of recruiting: cost/benefits.
  9. 9. Methods of Recruiting A. Internal recruiting:  Job posting on billboard or company magazines.  Grape-line or informal communication. B. External recruiting:  Labor market.  Employment service agencies.  Schools and colleges.  Referrals and walk-ins.  Recruiting on Internet.  Head-hunting companies.
  10. 10. Executive Recruiters as a Source of Candidates The search of the executive officer or any other top  manager is a sensitive task. The CEO is personally  included in the job search. The recruiter has to be  extremely careful about providing any information.  The candidates are experienced professionals and  they expect a high confidentiality and professionalism.  The specialized headhunters offer the executive  search services. They are few excellent executive  search companies, which are trusted by executive  officers. They will not share the personal and  confidential information with the “no name”  recruitment agency.
  11. 11. Executive Recruiters as a Source of Candidates  The executive officer is not a person, who shares the job  resume with anyone interested. Many headhunters contact  them on the regular basis. It is hard to raise their interest to  meet for an informal interview about the job opportunity  offered. They want to know many details. The executive search is sensitive, and just the experienced recruiter can  attract the most desired executive officers.   The executive search company offers a full package. It  prepares the job description of the ideal candidate, it  interviews few people from the company to have a full  picture, it prepares a long list of companies to be targeted.  They call the people on the long list, and they interview them.  They motivate officers to meet to obtain details about the  vacancy. They select few candidates to be presented to the  company.
  12. 12. Managing Recruitment Agencies Recruitment agency   extremely powerful recruitment source for many  companies.   they changed their operational model, and they  provide value added to the HR Department as  they outsource the significant part of the  recruitment process.  recruitment agency is the extremely  useful recruitment source for the start-up company.  understands the job market, and it can deliver job  candidates quickly. The agency can help to make  the job profiles precise as they attract the right  target population.
  13. 13. Updates of Recruitment
  14. 14. Updates of Recruitment
  15. 15. Updates of Recruitment
  16. 16. Updates of Recruitment
  17. 17. Updates of Recruitment
  18. 18. Updates of Recruitment