RECRUITMENT AND SELECTION

Workforce planning

process of deciding which positions to fill and how to fill them

identify; eliminate gaps

The goal of workforce planning is to _____ and _____ between employer's workforce needs and the current employees who might be suitable for filling those needs

Workforce planning

this is the first step before recruiting and hiring employees

• review the client's business plan and workforce data

• forecast and identify what positions are to be filled

• develop a workforce strategy plan

What are the (3) steps in Workforce Planning Methodology?

TRUE

TRUE OR FALSE:

Reviewing the client's business plan and workforce data helps the company to know how many vacant positions there are and what skills are required to fill them

review the client's business plan and workforce data

This step in Workforce Planning Methodology helps understand how projected business changes may influence client's headcount and skills requirements

forecast and identify what positions are to be filled

This step in Workforce Planning Methodology helps understand what new future positions will be filled

forecast and identify what positions are to be filled

This step in Workforce Planning Methodology helps to identify what current employees might be promotable

develop a workforce strategic plan

This step in Workforce Planning Methodology prioritizes key workforce gaps

• what positions to fill

• who does the company currently have that can fill them

What are the (2) key workforce gaps?

develop a workforce strategic plan

This step in Workforce Planning Methodology identifies specific plans for filling any gaps

recruitment

This refers to filling workforce gaps by conducting external hiring

training

This is implemented to current employees who is deemed as promotable in order to bridge workforce gaps

various metrics

This used to monitor the process of implemented plans in filling workforce gaps

Succession Planning

process of filling up executive jobs

forecasts

In Strategy and Workforce Planning, employment plans are built on _____

• personnel needs (demand for employees)

• supply of inside candidates (those who are already working in the company)

• supply of outside candidates (bringing in new people)

What are the three (3) sets of employment plans based on forecasts?

need-supply gaps

After making forecasts, _____ can be identified from which training and

recruitment plans can be developed to fill in anticipated gaps

TRUE

TRUE OR FALSE:

Forecasting Personnel Needs (Labor Demand) starts with estimating what the demand will be

FALSE

HIGH demand for products/services = need for more employees

TRUE OR FALSE:

low demand for products/services = need for more employees

• Short-term demand

• Long-term demand

What are the two (2) types of demand in Forecasting Personnel Needs (Labor Demand)?

FALSE

a company’s future staffing NEEDS reflect demand for its products or services

TRUE OR FALSE:

a company’s future staffing does not necessarily need to reflect demand for its products or services

Short-term demand

This is a demand that makes forecasts based on daily, weekly, and seasonal (holidays or occasions) sales trends

Long-term demand

This demand could be estimated by managers through speaking with customers, following industry publications, and watching economic forecasts

FALSE

In making forecasts based on long-term demand, future predictions are NOT precise and are helpful for addressing potential changes in product demands

TRUE OR FALSE

In making forecasts based on long-term demand, future predictions are considered as precise and are helpful for addressing potential changes in product demands

Trend Analysis

study of a firm’s employment levels over the past few years

Trend Analysis

provides an initial rough estimate of future staffing needs

Ratio Analysis

making forecasts based on historical ratio between some causal factor (like sales) and the number of employees required

• some causal factor (like sales)

• the number of employees required

What are the two (2) factors important in Ratio Analysis?

Scatter Plot

shows graphically how two variables are related

FALSE

In a scatter plot graph, if two variables are RELATED, the points being plotted will tend to fall on a straight line

TRUE OR FALSE:

In a scatter plot graph, if two variables are unrelated, the points being plotted will tend to fall on a straight line

Forecasting Supply of Inside Candidates

determining which existing employees are qualified or trainable for projected job openings

Personnel Replacement Charts

used particularly for the firm’s top positions

Personnel Replacement Charts

shows the present performance and promotability for each position’s potential replacement

Position Replacement Card

create a card for each position showing possible replacements, as well as present performance, promotion potential, and training

Markov Analysis

forecasts 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 (e.g. junior engineer to engineer to senior engineer, and so on) will move from position to position and therefore be available to fill the key position

Forecasting the Supply of Outside Candidates

done usually if there won’t be enough skilled inside candidates to fill anticipated openings

Forecasting the Supply of Outside Candidates

this can be done by looking at the locale or industry’s unemployment rates

forecasting workforce availability

means trying to see whether finding suitable candidates from outside the company would be easier or if there is a supply of outside candidates

Predictive Workforce Planning

continuous planning of how projected employee shortfalls can be filled with the current recruitment or employee retention plans.

workforce plan

Workforce planning should culminate in a _____

• positions to be filled

• potential internal and external candidates or sources

• training and promotions that filling the jobs would entail

• resources that are required to implement the plans

What are the (4) parts that workforce plan should be able to identify?

• recruiter fees

• training costs

• interview expenses

What are the (3) resources required for implementing workforce plans?

Succession Planning

systematically identifying, assessing, and developing organizational leadership to enhance performance

• identify key position needs

• develop inside or bring in outside candidates

• assess and choose inside (or outside) candidates who will fill the key positions

What are the (3) main steps in succession planning?

• internal training and cross-functional experiences

• job rotation

• external training

• global/regional assignments

What are the (4) various methods for providing employees with developmental experiences required to be viable replacements?

Employee recruiting

The purpose of this is to fill up positions within the organization

Employee recruiting

finding and/or attracting applicants for the employer’s open positions

Employee recruiting

process of identifying, screening, shortlisting, and hiring

FALSE

POSITIVE PROCESS refers to attracting as many candidates as possible for vacant positions

TRUE OR FALSE:

negative process refers to attracting as many candidates as possible for vacant positions

Recruitment sourcing

involves determining what recruitment options are (referrals, online ads, etc.)

Recruitment sourcing

assessing which options are the best for the job in question

TRUE

TRUE OR FALSE:

employer’s brand or reputation affects recruiting success

Recruiting Yield Pyramid

used to gauge the staffing issues needed to be addressed

• recruitment leads and invitees

• invitees and interviews

• interviews and offers made

• offers made and offers accepted

Recruiting Yield Pyramid shows the historical arithmetic relationships between these four (4) aspects:

internal sources or “hiring from within”

This is often the best sources of candidates

internal recruiting

This is assumed to improve employee engagement

• size of the organization

• recruiting policy,

• image of organization (branding)

• image of job

What are the (4) factors to consider in internal recruiting?

inbreeding

refers to a situation when managers look for employing “clones” of their current “effective” workforce

Job Posting

publicizing an open job to a company’s employees by posting on company intranets or bulletin boards

Qualifications Skills Inventories

reveal which employees have the right background for the open job

• Promotions

• Transfers

• Recruitment of Former Employees

• Internal Advertisements or Job Postings

• Employee Referrals

• Previous Applicants

What are the (6) types of Internal Sources of Recruitment?

Promotions

the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities, and status

Transfers

process of interchanging from one job to another without any change in the designation and responsibilities

Recruitment of Former Employees

This type of Internal Sources of Recruitment is cost-effective and saves plenty of time

Internal Advertisements or Job Postings

process of posting and advertising jobs within the organization

Employee Referrals

hiring new employees through references of current emplyees

Previous Applicants

hiring team examines the profiles of previous applicants from the organizational recruitment database

• demographic factors

• labour market

• unemployment rate

• labour laws

• legal considerations

• competitors

What are the (6) factors to consider when getting outside sources of candidates?

carried out by putting a notice regarding job vacancy on the notice board of the organization

Informal Recruiting

recruitment through “serendipitously” encoutering the “right candidates”; not being publicized at all

employers post job opening ads on their websites and job boards (such as In

internet overload

This refers to a situation where employers end up being bombarded with resumes

self-screening

this is a remedy where a company posts detailed job duties listings and by having applicants answer a short online pre-screening questionnaire

Recruitment Software

uses online systems such as Applicant Tracking Systems (ATS)

Applicant Tracking Systems (ATS)

online systems that help employers attract, gather, screen, compile, and manage applicants

Advertising

most prevalent and common external sources of recruitment

TRUE

TRUE OR FALSE:

the best medium depends on the positions in which one is recruiting

• Attention

• Interest

• Desire

• Action

What does AIDA stand for?

Employment Exchanges

a government entity where details of the job seekers are deposited and given to the employers for filling the vacant positions

Employment Agencies

job seekers usually register themselves with agencies and in this way, agencies have a database of qualified candidates and organizations can use their services at the time of requirement

• Public agencies

• Non-profit agencies

• Private agencies

What are the (3) main types of Employment Agencies?

Public agencies

Employment agency that is operated by federal, state, or local governments (e.g., DOLE in the Philippines)

Non-profit agencies

Employment agency that is associated with non-profit organizations

Private agencies

important sources of clerical, white-collar, and managerial personnel

Private agencies

A type of employment agency that charge fees for each applicant they place (placement fee)

Recruitment Process Outsourcers

special vendors that handle all or most of an employer’s recruiting needs

Recruitment Process Outsourcers

they sign short-term contracts and receive a monthly fee that varies with the amount of actual recruiting needed to be done

On-Demand Recruiting Services

recruiters who are paid by the hour or project

Outsourcing

having outside vendors supply services previously done by a company’s employees

Offshoring

having outside vendors abroad supply services

Executive Recruiters or Professional Associations

known as headhunters or “search firm”

Executive Recruiters or Professional Associations

special employment agencies employers retain to seek out top-management talent for their clients; include seeking out candidates for key executive and technical positions

• Retained Executive Recruiters

• Contingency-based Recruiters

What are the (2) types of Executive Recruiters or Professional Associations?

Retained Executive Recruiters

This refers to recruiters who focus on executive positions and are paid regardless of whether the employer hires the executive through search firm’s efforts.

Contingency-based Recruiters

This refers to recruiters who focus on handling junior to middle-level management job searches; their fees are around 15% to 25% of the executive’s total first-year pay (salary plus bonus)