• Avoiding Crisis Hiring

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Staffing Strategies

• Replacement Planning
• Succession Planning
• PATH (Planned Alternative to Hiring)
• Continuous Hiring
• Job Design
• Temporary Staffing 2
Replacement Planning

• Answers the question: If so and so

leaves today who can I replace him/her
with tomorrow?
• A short term strategy for maintaining the
performance of essential tasks.

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Sample Replacement Form
Position Primary Primary Secondary
Assignment Replacement Replacement
Director Al Knight Sara Stein Denny
OCD Koch McElhoe

Senior Sara Stein Cindy Brewer Sue Ann

Consultant Koch Ford

Sr Trainer Denny Sue Ann Ford ?

McElhoe
Trainer Sue Ann Ford ? ?

Secretary Kathy Carrie

Anderson Hansen
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Succession Planning

• Answers the question: Who can I

develop within my organization to meet
my future staffing needs?
• A long term strategy for supporting the
vision of the organization, preparing for
job changes, and building general
abilities and competencies.
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Staffing Strategies Compared
Variable Replacement Succession

Time Frame 0-12 months 12-36 months

Readiness Best Available Best Development

Potential

Focus Within Unit Development of a

Pool of Talent

Criteria Past Performance Future Potential

(Performance (Assessment Center)
Management)

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Staffing Strategies Compared
Variable Replacement Succession Planning
Planning

Standard Meets Minimum Promotable to Next two

Expectations Levels

Experience Base Manager's judgment Inputs from Multiple

Managers

How Evaluated Performance over time Varied Job Assignments,

by one Manager Multiple Rating, Testing,
and Assessment

Scope Bottom 90% Top 10%

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PATH (Planned Alternative to
Hiring)

• Answers the question: If so and so

leaves today who are the people who can
perform his/her essential tasks from my
current work group?
• A strategy for buying time in order to
recruit and hire a productive replacement
when none exists.
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Continuous Hiring

• Answers the question: How do I employ

a highly skilled person even when I have
no immediate need?
• A strategy for hiring outstanding
candidates when they become available.

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Job Design

• An opportunity to change a job to fit

emerging needs.
• A strategy for enhancing cross-functional
capabilities within a job.

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Temporary Staffing

• Provides an opportunity to “try out”

employees without giving an implied
promise of permanent employment.
• A strategy for increasing options for your
PATH.

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Chapter Four

• Attracting Employees

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Recruiting Techniques

• Internal
– Job Posting
– Direct Contact
– Managerial Reviews

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Recruiting Techniques

• External
– Classified Advertising
– Employee Referrals
– Employment Agencies and Executive Search
Firms
– Community Training Organizations
– Job Fairs
– Electronic and On-line Recruiting
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