The document discusses personnel planning and recruiting. It explains that HR should implement a recruitment planning process to manage staffing vacancies within budget. The planning process establishes recruitment goals and initiatives for the next year. Proper planning involves analyzing current recruitment performance and trends collected during interviews. The document also outlines objectives of recruiting such as meeting organizational goals and employee/applicant expectations. It describes factors that affect job selection and various internal and external recruitment methods and procedures.

1. Personnel Planning and
Recruiting
Reported by: Abner B. Domingo
Professor: Dr Paul Raymundo

2. Personnel Planning and
Recruiting
 Introduction
HR should implement the recruitment planning
process as it manages the recruitment and staffing of all
vacancies within the allocated recruitment budget, the
satisfaction of managers with provided services and
balances the workload of HR Recruiters. The recruitment
planning process elaborates goals and initiatives defined
in the recruitment strategy and sets the exact
recruitment plan for the next year.
 The proper planning is about the analysis of the current
status and the performance of recruitment processes. It
is about the analysis of the new trends and fascinating
facts collected during job interviews with candidates.
Everything should be collected and closely evaluated
against the recruitment strategy.

3. Objectives and Goals
A. What is recruiting: recruiting is to build an
applicants’ pool for future needs.
B. Importance of recruiting:
 Meeting organization goals.
 Meeting employee expectations (internal
recruiting)
 Creating a good image of the organization
(external recruiting)

4. Personnel Job Selection
A. Two selection areas:
 Occupation: What kind of a job I want to
choose?
 Organization: What kind of organization I
want to work in?
B. Factors affecting personnel a job
selection:
 Ability
 Needs
 Interest
 Personality

5. Internal Recruitment
The internal recruitment process is the passive
career management tool. The organization
does not select employees for the
promotion. They can apply for the job
vacancy, and they can enrich or change
their career path. The internal recruitment
brings the internal fairness and allows to
employees to prolong their career in the
organization.

6. Internal Recruitment
 The internal recruitment is the
cheapest recruitment source. It does not
require any specific care, and it works
quite automatically. HR usually has a
clear goal of the ratio of the internal vs.
external recruitment.

7. External Recruitment
 The external recruitment enriches the
organization. The company cannot exist
without the external recruitment. Each
organization has the attrition, fluctuation
and turnover. The external recruitment
brings the new potential.

8. Procedures of Recruiting
A. Develop recruiting plans and standards.
 Recruiting plans: what kind of workers and how
many?
 Standards: basic requirement for the job posted.
B. Conduct advertising and promoting:
 Advertising: let the public know your needs.
 Promoting: let the public know your image.
C. Conduct recruiting.
D. Evaluate the results of recruiting: cost/benefits.

9. Methods of Recruiting
A. Internal recruiting:
 Job posting on billboard or company magazines.
 Grape-line or informal communication.
B. External recruiting:
 Labor market.
 Employment service agencies.
 Schools and colleges.
 Referrals and walk-ins.
 Recruiting on Internet.
 Head-hunting companies.

10. Executive Recruiters as a
Source of Candidates
The search of the executive officer or any other top
manager is a sensitive task. The CEO is personally
included in the job search. The recruiter has to be
extremely careful about providing any information.
The candidates are experienced professionals and
they expect a high confidentiality and professionalism.
The specialized headhunters offer the executive
search services. They are few excellent executive
search companies, which are trusted by executive
officers. They will not share the personal and
confidential information with the “no name”
recruitment agency.

11. Executive Recruiters as a
Source of Candidates
 The executive officer is not a person, who shares the job
resume with anyone interested. Many headhunters contact
them on the regular basis. It is hard to raise their interest to
meet for an informal interview about the job opportunity
offered. They want to know many details. The executive
search is sensitive, and just the experienced recruiter can
attract the most desired executive officers.
 The executive search company offers a full package. It
prepares the job description of the ideal candidate, it
interviews few people from the company to have a full
picture, it prepares a long list of companies to be targeted.
They call the people on the long list, and they interview them.
They motivate officers to meet to obtain details about the
vacancy. They select few candidates to be presented to the
company.

12. Managing Recruitment Agencies
Recruitment agency
 extremely powerful recruitment source for many
companies.
 they changed their operational model, and they
provide value added to the HR Department as
they outsource the significant part of the
recruitment process.
 recruitment agency is the extremely
useful recruitment source for the start-up
company.
 understands the job market, and it can deliver job
candidates quickly. The agency can help to make
the job profiles precise as they attract the right
target population.

13. Updates of Recruitment

14. Updates of Recruitment

15. Updates of Recruitment

16. Updates of Recruitment

17. Updates of Recruitment

18. Updates of Recruitment