This document discusses techniques for personnel planning, recruitment, and hiring. It covers forecasting personnel needs, finding internal and external candidates, measuring recruiting effectiveness, developing a diverse workforce, and legal considerations for application forms. The key topics are employment forecasting methods, sources for candidates such as employment agencies and offshoring, evaluating recruiting metrics, and creating application forms that comply with antidiscrimination laws.

1. Personnel Planning and Recruiting Chapter 5 Part 2 | Recruitment and Placement

3. Forecasting Personnel Needs Trend Analysis Scatter Plotting Forecasting Tools Ratio Analysis

4. Forecasting the Supply of Inside Candidates Manual Systems and Replacement Charts Qualification Inventories Computerized Information Systems

5. Measuring Recruiting Effectiveness What to Measure How to Measure Evaluating Recruiting Effectiveness

6. Finding Internal Candidates Hiring from Within Job Posting Succession Planning (HRIS) Rehiring Former Employees

7. Employment Agencies Public Agencies Private Agencies Types of Employment Agencies Nonprofit Agencies

8. Offshoring/Outsourcing White-Collar and Other Jobs Political and Military Instability Cultural Misunderstandings Customers’ security and privacy concerns Foreign contracts, liability, and legal concerns Special training of foreign employees Costs of foreign workers Resentment and anxiety of U.S. employees/unions Main Issues

9. Recruiting A More Diverse Workforce Single Parents Older Workers Welfare-to-Work Minorities and Women The Disabled

10. Developing and Using Application Forms Applicant’s education and experience Applicant’s likelihood of success Applicant’s progress and growth Uses of Application Information Applicant’s employment stability

11. Application Forms and the Law Education Achievements Arrest Record Notification in Case of Emergency Memberships in Organizations Physical Handicaps Marital Status Housing Arrangements Areas of Personal Information