Concept and Brief Description
This chapter struck home with me and was very interesting. In my current position I do a lot of recruiting and hiring new employees so it was interesting to read how companies do it and hopefully apply some of the stuff I have learned to do my job better. The first part was all about human resource planning and trying to forecast the right number of employees needed for the foreseeable future. This is very difficult to and the implications can be very drastic. If it is to high then there could be downsizing, if it is to low then the company’s production could suffer and cost go up.
The second section was the part on recruiting and finding new Human Resources. It was interesting to see that such a high percentage of people are hired either internally or by referrals. It was also kind of interesting that there are so little solid facts on the characteristics of recruiters and how it affects the success of recruiting.
Has someone trying to recruit you to work for their company ever approached you in the halls at school? How did you react and how could they have approached you differently?
Key Points to Elicit in Discussion
If referrals are the most successful forms of recruiting how can a company leverage this even more?
Proper staffing levels are very important for every company but so hard to do accurately.
Even though overtime can cost a company more it is sometimes the best solution for staffing influxes.
If you had to recruit 15 people for your current job where would you begin?
If your company needed to downsize in December and then March it needed to hire more, would you rather them bring in temp workers or outsource the work?
If you ran a company would you use more internal or external sources for filling positions?