Week 2 Discussion

Personnel Planning and Recruiting

Job analysis and the methods managers use to create job descriptions, job speci�cations, and competency pro�les or models is key to speci�cations of performance of the talent pool. The goal is to improve effectiveness in recruiting candidates. The topics we discuss include personnel planning and forecasting, using promotion from within in order to foster engagement, recruit job candidates, and develop and use application forms, and then we will turn to the methods managers use to select the best employees from this applicant pool.

Workforce Planning

Planning is the process of deciding what positions the �rm will have to �ll and how to �ll them. Its aim is to identify and address the gaps between the employer’s workforce today and its projected workforce needs. Workforce planning should precede recruitment and selection. It should embrace all future positions, from the maintenance clerk to the chief executive of�cer (CEO).

The Recruiting Pyramid

Filling a relative handful of positions might require recruiting dozens or hundreds of candidates. Maintaining a quality A, B, C list of candidates will help in this process.

There are some practical rules to use in determining whether to go outside or promote from within. Employers can’t always get all the employees they need from their current staff, and sometimes, they just don’t want to.

Promotion from Within or Outside?

New people, new ideas 

Great worker ≠ Great manager 

Right �t for the new role

Better for your existing team

Know Your Employment Law

If you recall in your reading of the equal employment opportunity (EEO) and the law, there are numerous federal, state, and local laws and court decisions that restrict what employers can and cannot do when recruiting job applicants. In practice, the key question in all recruitment procedures is whether this method limits quali�ed applicants from applying. Recruiting a diverse workforce isn’t just a social responsibility. Given the rise in minority, older workers, and women candidates, it is a necessity.

Application Guidelines

Ineffective use of the application can cost the employer dearly. Most employers require several application forms to outline the speci�c job and requirements.

Link to Resources

Refer to the following link to learn more.

4 Things Your Boss Won’t Tell You about Advancing Your Career   (https://www.themuse.com/advice/4-

things-your-boss-wont-tell-you-about-advancing-your-career) 

Additional Materials

From your course textbook, Human Resource Management, review the following chapter:

Personnel Planning and Recruiting

From the South University Online Library, review the following articles:

Resource Planning (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=ers&AN=89163954&site=eds-live)

The Strategic Aspect of Planning the Personnel Local Policy in the Direction of Sustainable Development of the Local Market 

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(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=92609986&site=eds-live)

The Effects of Workforce Trends and Changes on Organizational Recruiting:  A Practical Perspective (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=edo&AN=ejs41757476&site=eds-live)

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