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Bauer, Human Resource Management
SAGE Publishing, 2020
Lecture Notes
Chapter 6: Workforce Planning and Recruitment
Learning Objectives
6.2 Identify what recruiting is and its key components.
6.3 Describe the three stages of recruitment and what takes place in them.
Chapter Summary
This chapter aims to give readers the knowledge and tools to engage in effective recruitment. The
chapter begins with an overview of the workplace planning and forecasting process, including
succession planning, leadership development, labor market conditions, and talent analysis. Then, the
Annotated Chapter Outline
I. Understanding the Labor Landscape: Workforce Planning and Forecasting: planning and
forecasting can help organizations navigate and avoid challenging times
A. Workforce Planning
i. Determining needs and strategizing to fulfill them
ii. Future Mobility Corp’s acquisition of BMW’s electric vehicle development team
B. Succession Planning and Leadership Development
i. Recruitment and retention are tied to employee perception of developmental
opportunities
Bauer, Human Resource Management
SAGE Publishing, 2020
C. Labor Market Conditions
i. Fundamental aspect of workforce planning and recruitment strategies
ii. Labor market conditions: number of jobs available compared to the number of
individuals available with the required KSAOs
D. Workforce Labor Shortages
i. Refers to labor market conditions where there are more jobs than workers
E. Workforce Labor Surpluses
i. Slack: labor market conditions where there is more available labor than
organizations can use
F. Talent Analysis
i. Gathering data to determine potential talent gaps
ii. Talent pool: group of individuals who possess the KSAOs to fill a particular role
II. The Recruitment Process: identify and attract individuals capable of filling organizational
roles
A. Why Recruitment Matters
i. Innovation, firm performance, organizational culture
ii. Definition of HRM
B. Recruitment Strategy
i. Recruitment objectives
Bauer, Human Resource Management
SAGE Publishing, 2020
b. Placement: two aspects of strategy development
iii. Recruitment activities
C. The Role of Recruiters in the Recruitment Process
i. Hiring manager: person who asked for the role to be filled and/or who the new
hire will be reporting to as their manager
III. Stages of Recruitment: critical concept of the recruitment funnel and three fundamental
stages of recruitment
A. Generating Applicants
i. Applicant quantity and quality
B. Recruitment Sources
i. See Table 6.1
a. Applicant Tracking System: centralized way to house employee and
applicant data in a single repository
vi. Internal job boards
ix. Employee referrals
a. Example: Google referral bonus
b. SHRM recommendations
x. Search firms
a. Example: Time Warner, Inc. usage of search firms
xi. University relationships
a. Example: RightNow Technologies, Inc.
Bauer, Human Resource Management
SAGE Publishing, 2020
b. How would you discuss these ethical issues with the decision makers in
xiv. Social networking sites
a. Example: PepsiCo, Innovis Health, Marriot
xv. Employment agencies
a. Flexible workers
IV. Recruiting for Diversity: laws to protect against discrimination, positive effects of diversity,
attracting and retaining a diverse workforce
A. Gender Diversity
i. Industry challenges for recruiting and maintaining women
a. Key activities to attract and retain women
B. Racial Diversity
i. Importance of strategic ad placement
C. Age Diversity
i. Demographic changes and implications for recruitment
D. Veterans
i. Challenge of matching KSAOs of military positions to civilian ones
E. Differently Abled Individuals
i. Americans with Disabilities Act (ADA)
a. Full force during recruitment and selection
V. A Broader View of Workforce Planning and Recruitment: considerations of how to evaluate
the effectiveness of recruitment efforts, keep applicants interested and motivated, and
choose the right job for the right applicant
A. Recruitment Results: Evaluating Effectiveness and Metrics
Bauer, Human Resource Management
SAGE Publishing, 2020
B. Maintaining Applicant Interest and Participation
i. Treatment during recruitment
a. Recruiter behaviors
b. Timing and communication
ii. Interviews
iii. Site Visits
a. Serves important functions
b. Applicant feedback
C. Influencing Job Choice
i. Organizational image, brand, and reputation
a. Example: Google’s brand recognition and hiring process
