This document summarizes key points from Chapter 5 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler regarding personnel planning and recruiting. The chapter covers forecasting personnel needs, finding internal candidates, using employment agencies, developing help wanted ads, and ensuring legal compliance of application forms. It aims to help students understand techniques for employment planning, identifying internal and external candidates, effectively recruiting job candidates, and developing a diverse workforce.

1. © 2008 Prentice Hall, Inc.© 2008 Prentice Hall, Inc.
All rights reserved.All rights reserved.
PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie Cook
The University of West AlabamaThe University of West Alabama
1
Human ResourceHuman Resource
ManagementManagement
ELEVENTH EDITIONELEVENTH EDITION
G A R Y D E S S L E RG A R Y D E S S L E R
Personnel Planning and RecruitingPersonnel Planning and Recruiting
Chapter 5Chapter 5
Part 2 | Recruitment and PlacementPart 2 | Recruitment and Placement

2. © 2008 Prentice Hall, Inc. All
rights reserved. 5–2
After studying this chapter, you should be able to:
1.1. Explain the main techniques used in employmentExplain the main techniques used in employment
planning and forecasting.planning and forecasting.
2.2. List and discuss the main outside sources ofList and discuss the main outside sources of
candidates.candidates.
3.3. Effectively recruit job candidates.Effectively recruit job candidates.
4.4. Name and describe the main internal sources ofName and describe the main internal sources of
candidates.candidates.
5.5. Develop a help wanted ad.Develop a help wanted ad.
6.6. Explain how to recruit a more diverse workforce.Explain how to recruit a more diverse workforce.

3. © 2008 Prentice Hall, Inc. All
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Forecasting Personnel NeedsForecasting Personnel Needs
Trend Analysis Scatter Plotting
Forecasting
Tools
Ratio Analysis

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Forecasting the Supply ofForecasting the Supply of
Inside CandidatesInside Candidates
Manual
Systems and
Replacement
Charts
Qualification
Inventories
Computerized
Information
Systems

5. © 2008 Prentice Hall, Inc. All
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Measuring Recruiting EffectivenessMeasuring Recruiting Effectiveness
What to
Measure
How to
Measure
Evaluating
Recruiting
Effectiveness

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

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Employment AgenciesEmployment Agencies
Public
Agencies
Private
Agencies
Types of
Employment
Agencies
Nonprofit
Agencies

8. © 2008 Prentice Hall, Inc. All
rights reserved. 5–8
Offshoring/Outsourcing White-CollarOffshoring/Outsourcing White-Collar
and Other Jobsand 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. © 2008 Prentice Hall, Inc. All
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Recruiting A More Diverse WorkforceRecruiting A More Diverse Workforce
Single Parents
Older Workers
Welfare-to-Work
Minorities and
Women
The Disabled

10. © 2008 Prentice Hall, Inc. All
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Developing and Using Application FormsDeveloping 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. © 2008 Prentice Hall, Inc. All
rights reserved. 5–11
Application Forms and the LawApplication 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

12. © 2008 Prentice Hall, Inc. All
rights reserved. 5–12
K E Y T E R M S
employment or personnelemployment or personnel
planningplanning
trend analysistrend analysis
ratio analysisratio analysis
scatter plotscatter plot
computerized forecastcomputerized forecast
qualifications inventoriesqualifications inventories
personnel replacement chartspersonnel replacement charts
position replacement cardposition replacement card
recruiting yield pyramidrecruiting yield pyramid
job postingjob posting
succession planningsuccession planning
alternative staffingalternative staffing
on demand recruiting serviceson demand recruiting services
(ODRS)(ODRS)
application formapplication form