After studying this chapter, you should be able to: 1. Explain the main techniques used in employment planning and forecasting. 2. List and discuss the main outside sources of candidates. 3. Effectively recruit job candidates. 4. Name and describe the main internal sources of candidates. 5. Develop a help wanted ad. 6. Explain how to recruit a more diverse workforce.

1. Human Resource
Management
ELEVENTH EDITION
1
GARY DESSLER
Part 2 | Recruitment and Placement
Chapter 5
Personnel Planning and Recruiting
© 2008 Prentice Hall, Inc.
All rights reserved.
PowerPoint Presentation by Charlie Cook
The University of West Alabama

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

3. Forecasting Personnel Needs
Forecasting
Tools
Trend Analysis
Ratio Analysis
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rights reserved.
Scatter Plotting
5–3

4. Forecasting the Supply of
Inside Candidates
Qualification
Inventories
Manual
Systems and
Replacement
Charts
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rights reserved.
Computerized
Information
Systems
5–4

5. Measuring Recruiting Effectiveness
Evaluating
Recruiting
Effectiveness
What to
Measure
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rights reserved.
How to
Measure
5–5

6. Finding Internal Candidates
Rehiring Former
Employees
Job Posting
Hiring from
Within
Succession
Planning (HRIS)
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rights reserved.
5–6

7. Employment Agencies
Types of
Employment
Agencies
Public
Agencies
Nonprofit
Agencies
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rights reserved.
Private
Agencies
5–7

8. Offshoring/Outsourcing White-Collar
and Other Jobs
Political and
Military Instability
Resentment and
anxiety of U.S.
employees/unions
Costs of foreign
workers
Special training of
foreign employees
Cultural
Misunderstandings
Main
Issues
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rights reserved.
Customers’
security and
privacy concerns
Foreign contracts,
liability, and legal
concerns
5–8

9. Recruiting A More Diverse Workforce
Single Parents
The Disabled
Welfare-to-Work
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Older Workers
Minorities and
Women
5–9

10. Developing and Using Application Forms
Uses of Application
Information
Applicant’s
education and
experience
Applicant’s
progress and
growth
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rights reserved.
Applicant’s
employment
stability
Applicant’s
likelihood of
success
5–10

11. Application Forms and the Law
Education
Achievements
Arrest
Record
Housing
Arrangements
Areas of Personal
Information
Marital
Status
Physical
Handicaps
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rights reserved.
Notification in
Case of
Emergency
Memberships in
Organizations
5–11

12. KEY TERMS
employment or personnel
planning
trend analysis
ratio analysis
scatter plot
computerized forecast
qualifications inventories
personnel replacement charts
© 2008 Prentice Hall, Inc. All
rights reserved.
position replacement card
recruiting yield pyramid
job posting
succession planning
alternative staffing
on demand recruiting services
(ODRS)
application form
5–12