Personnel Planning and Recruiting
FIGURE 5–1 Steps in Recruitment and Selection Process
FIGURE 5–2 Linking Employer’s Strategy to Plans
Planning and Forecasting
Forecasting Personnel Needs
FIGURE 5–3 Determining the Relationship Between Hospital Size and Number of Nurses
Drawbacks to Traditional Forecasting Techniques
Using Computers to Forecast Personnel Requirements
Forecasting the Supply of Inside Candidates
The Matter of Privacy
FIGURE 5–5 Keeping Data Safe
Forecasting Outside Candidate Supply
Effective Recruiting
Effective Recruiting (cont’d)
TABLE 5–1 Selection Devices that Could be Used to Initially Screen Applicants
FIGURE 5–7 Recruiting Yield Pyramid
Internal Candidates: Hiring from Within
Finding Internal Candidates
Succession Planning
Outside Sources of Candidates
Outside Sources of Candidates (cont’d)
FIGURE 5–9 Ineffective and Effective Web Ads
Advertising for Outside Candidates
FIGURE 5–10 Help Wanted Ad That Draws Attention
Employment Agencies
Slide 26
Slide 27
Temp Agencies and Alternative Staffing
Concerns of Temp Employees
FIGURE 5–11 Guidelines for Using Temporary Employees
Working with a Temp Agency
Offshoring/Outsourcing White-Collar and Other Jobs
Slide 33
Slide 34
Slide 35
FIGURE 5–12 Best Recruiting Sources
Improved Productivity Through HRIS: An Integrated Technology Approach to Recruiting
Recruiting A More Diverse Workforce
Developing and Using Application Forms
Application Forms and the Law