Chapter 5 - Personnel Planning and Recruiting

Subdecks (7)

Developing and Using Application Forms
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 5 - Personnel Planning and Recruiting
11 cards
Recruiting a More Diverse Workforce
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 5 - Personnel Planning and Recruiting
6 cards
Outside Sources of Candidates
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 5 - Personnel Planning and Recruiting
39 cards
Employee Engagement Guide for Managers
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 5 - Personnel Planning and Recruiting
3 cards
Internal Sources of Candidates
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 5 - Personnel Planning and Recruiting
7 cards
Why Effective Recruiting is Important
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 5 - Personnel Planning and Recruiting
3 cards
Workforce Planning and Forecasting
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 5 - Personnel Planning and Recruiting
27 cards

Cards (102)

The next step is to decide which of these jobs you need to fill, and to recruit and select employees for them.
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.