SUMMARY

• Staffing – Staffing strategy, Planning, Recruitment, Selection, Employment & Retention

• (Workforce/Employment/Personnel) planning is the process of deciding what positions to fill & how

Projected Staffing Requirements

Overstaffed
(The needed headcount)

Methods: Ratio Analysis, Regression

Analysis, Scatter Plot, Trend Analysis

Compare Fully Staffed

Projected Staffing Availabilities

(The likely employee headcount)

Methods: Markov Analysis, Personnel

Replacement Charts
Understaffed
EFFECTIVE RECRUITMENT
 RECRUITMENT & SELECTION

The recruitment and selection process is a series of hurdles aimed at selecting the best
candidate for the job.

Copyright © 2017, 2015, 2013 Pearson Education, Inc.

 Why is effective
recruitment required?
• Fill open positions faster
• Tough competition in the market
for the same skillset and hence,
more likely to get better talent
onboard

EFFECTIVE
RECRUITMENT What makes recruitment
a challenge?
• Some methods are superior to
others
• Depends on non-recruitment
issues like pay sales
• Depends on employment law
 THE
RECRUITING
YIELD
PYRAMID
 HIRING FROM WITHIN

Internal Job Posting - Publishing open positions to employees on intranets or bulletin boards
Examples : ICICI Bank, Infosys, ABG, Essar (Next Moves) , Cisco Systems (Talent Connection Program)

Advantages Disadvantages
• Already aware of strengths and weakness • Rejected candidates may become
• Commitment discontented
• Morale may rise • Waste of time
• May require lesser orientation/initial • Inbreeding
training • Managers may not favour
• May be quicker to perform in the role
 HIRING FROM WITHIN

Rehiring – Hiring an old employee who has quit and who wants to rejoin

Advantage Disadvantage
• Knows the organization better than a new • Team morale
candidate • Salary issues
• Time to perform - may be lesser • Job Level
 RECRUITING FROM OUTSIDE

• Employers can’t always get all the employees they need from their current staff
• Sometimes they just don’t want to

Unlock the Hidden Job Market - half of all positions are filled informally (without formal
recruiting)
One survey found that
Informal Recruiting • 28% of those surveyed found their most recent job through word-of-mouth
or hidden job • 19% used online job boards
market • 16% direct approaches from employers and employment services
• 7% print ads
• Only 1% social media sites (although 22% used sites like LinkedIn to search for
jobs)
 EMPLOYMENT AGENCIES
There are three main types of employment agencies:
(1) Public agencies operated by federal, state, or local governments
(2) Agencies associated with nonprofit organizations
(3) Privately owned agencies
When?
• No in-house HR department
• Need to fill a position quickly
• Perceived need to attract more minority or
female applicants
• Reach currently employed individuals, who
might feel comfortable dealing with third
parties
• Reduce the time spent for recruiting
Disadvantages
Improper screening of resumes – Poor
applicants, block potentially good applicants
What to do?
• Give JDs
• Make sure the agency includes a battery of
tests in the selection process
• Review candidates hired
• Screen the agency (Externally)
• Supplement reference checking
 JOB BOARDS & ONLINE RECRUITMENT

• Hiring through their own website or job board (Search, Read, Apply if interested)

Pros Cons
• Generates more responses quicker, for a • Issue of exclusion - Older people and
longer time, at less cost some minorities are less likely to use the
• Web-based ads have a stronger effect on Internet
applicant attraction than do printed ads • Internet Overload
 NEW TRENDS

What are some of the What are organizations

newer ways of recruiting doing to minimize internet
from outside? overload?
• Social recruiting • Self-screening
• Virtual Office Tour media (E.g. – DTTL) • Pre-screening questionnaire
• Intelligent automated resume screener • Application Tracking System
(E.g. – Monster)
• ResumePal
• Video profiles
• Mobile recruiting network (E.g. –
Hewitt)
• Virtual Job Fairs
 SOCIAL MEDIA RECRUITING

• Use it to post job openings

• Reduce dependency on third-party agencies (E.g. – TCS)
• Keep a tab on potential suitable candidates, even if they are not actively searching for a job
now (E.g. – LinkedIn Recruiter)
• Maintain a dialogue with prospective job seekers even before they are interested in seeking a
job (E.g. – Theladders.com)
• This trend is growing in India (E.g. – CTS, Tata Group, HCL)
• Cost saving for HCL by leveraging LinkedIn was $50,000
• Favourite platforms in India (Facebook, LinkedIn, Twitter)
 ONLINE RECRUITING EFFECTIVENESS

A survey on Web-based recruiting

found
• Job openings lacked relevant information
(such as job descriptions);
• It was often difficult to format résumés • Fewer companies give job seekers the option of
and post them in the form required
• Concern about privacy
• Slow follow-up responses
• Most place employment information one click away from
their home pages
• Applicants can submit their résumés online at most Fortune
500 firms’ websites.
completing online applications, although that’s what most
applicants prefer.
• The best Web ads don’t just transfer newspaper ads to the
Web
 ADS & AIDA PRINCIPLE

• Attention - A strong, interesting and relevant headline

• Interest - The first paragraphs must grab the reader's attention so as to read on and find out more
• Desire - Sell the benefits of the job
• Action – Last step which encourages the candidate to apply

http://blog.hirerabbit.com/17-recruitment-ads-that-will-bring-a-smile-to-your-face/
 TEMPORARY WORKERS AND
ALTERNATIVE STAFFING

• Alternative staffing
• Reason for using
• Cost
• Flexibility
• Fill in for employees who are sick/on vacation
• Using the Temp Agency
• Temp Employee’s Concern
• Freelancer’s websites (E.g. – Upworks)
 EXECUTIVE HIRING

• Also known as headhunters

• Special employment agencies employers retain to seek out top-management talent for their
clients
• % of positions filled might be small – but critical positions
• Make sure the firm can conduct a thorough search
• Make sure to ask how much the search firm charges. Get the agreement in writing.
• Make sure the recruiter and you agree on what sort of individual to hire for the position
• Ask if the recruiter has vetted the final candidates
• Never rely solely on any recruiter do all the reference checking
• Industry specific
• Internal Recruiting
 REFERRALS & WALK-INS

• Employee referral
• Employer posts announcements of openings and
• Requests for referrals on its website, bulletin boards, and/or wallboards
• It often offers prizes or cash awards for referrals that lead to hiring
• Walk-Ins
• Direct applications made at your office
• Particularly for hourly workers
• An ad outside - most cost-effective way of attracting good local applicants.
 ON-DEMAND RECRUITING

On-demand recruiting services (ODRS)

• Are recruiters who are paid by the hour or project, instead of a percentage fee, to support a
specific project.
 CAMPUS RECRUITMENT

College recruiting
• Sending an employer’s representatives to college campuses to prescreen applicants and
• Create an applicant pool from the graduating class
• ‘Employer of choice on campus’ (E.g. – HUL)
Internships
• Win-win situation
• Students can hone business skills, learn more about potential employers, and discover one’s
career likes (and dislikes)
• Employers can use the interns to make useful contributions while evaluating them as possible
full-time employees.
• A recent study found that about 60% of internships turned into job offers.
• Many interns, particularly in industries like fashion and media, report long unpaid days doing
menial work
 OTHER GROUPS

Telecommuters
Telecommuters do all or most of their work remotely, often from home, using information
technology.

Military Personnel
Returning and discharged military personnel provide an excellent source of trained and
disciplined recruits.
 DIVERSE WORKFORCE

• Women
• Single parents
• Older workers
• Minorities
• Disabled
 APPLICATION FORM

• Good way to quickly collect verifiable and fairly accurate historical data from the job
candidate (Education, Experience, Skills)
• Employers should carefully review their application forms to ensure they comply with equal
employment laws.
• Questions to review include those asking about:
• Employment History
• Education
• Job Experience

• Fake biodatas
• Signatures
• Mandatory Arbitration
 OUTSOURCING/OFFSHORING

Rather than bringing people in to do the company’s jobs, outsourcing and offshoring send the
jobs out.
• Outsourcing – means having outside vendors supply services (such as benefits management,
market research, or manufacturing) that the company’s own employees previously did in-
house.
• Offshoring – means having outside vendors or employees abroad supply services that the
company’s own employees previously did in-house.