Trend analysis : Study of a firm’s past employment needs over a period of years to predict future needs.
Ratio analysis : A forecasting technique for
determining future staff needs by using ratios between, for example, sales volume and number of employees needed. (Eg . Man-Megawatt ratio) Steps in Recruitment and Selection The Recruiting and Selecting process can be envisioned as a series of hurdles, as illustrated in Figure 5-1: 1. Decide what positions to fill, through workforce/ personnel planning and forecasting. 2. Build a pool of candidates for these jobs, by recruiting internal or external candidates. 3. Have candidates complete application forms and perhaps undergo initial screening interviews. 4. Use selection tools like tests, background investigations, and physical exams to screen candidates. 5. Decide who to make an offer to, by having the supervisor and perhaps others interview the candidates Recruiting yield pyramid The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted. Availability from within Employers also use a mathematical process known as Markov analysis (or “transition analysis”) to forecast availability of internal job candidates. Markov analysis involves creating a matrix that shows the probabilities that employees in the chain of feeder positions for a key job (such as from junior engineer, to engineer, to senior engineer, to engineering supervisor, to director of engineering) will move from position to position and therefore be available. Succession Planning Succession planning involves developing workforce plans for the company’s top positions. Succession planning is the ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance. It entails three steps: • identify key position needs, • develop inside candidates, and • assess and choose those who will fill the key positions Recruiting via the Internet PROS & CONS Most employers recruit through their own websites, or through online job boards such as Indeed and CareerBuilder Online recruiting generates more responses quicker and for a longer time at less cost than just about any other method. And, because they are richer and more comprehensive in describing the jobs, web-based ads have a stronger effect on applicant attraction than do printed ads. But, online recruiting has two potential problems. First, older people and some minorities are less likely to use the Internet, so online recruiting may inadvertently exclude more older applicants (and certain minorities). The second problem is Internet overload: Employers end up deluged with résumés. Self-screening helps: The Cheesecake Factory posts detailed job duties listings, so those not interested needn’t apply. Another approach is to have job seekers complete a short online prescreening questionnaire, then use these to identify those who may proceed in the hiring process Offshoring and Outsourcing Jobs 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. SELECTION