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Personnel Planning & Recruiting

Acknowledgement

In the name of ALMIGHTY ALLAH, who is the Creator of creators, The most Beneficent and Merciful.

First of all we thank to ALLAH who Created man from clot and who taught man to read and write and His HOLY PROPHET MUHAMMAD (P.B.U.H) whose blessings remained with us on every turn of life and enabled us to achieve our ambitions and goals in every stage.

Secondly we are grateful to our honorable PROF. RAFFAT IQBAL whose sincere efforts and guidance remained
Secondly we are grateful to our honorable PROF. RAFFAT IQBAL whose sincere efforts and
guidance remained with us in every aspect of our course and project which encouraged us to
complete this project of “PERSONNEL PLANNING AND RECRUITING” in a best possible
manner. This is a person who appreciates our team work on every level in making the project by
giving solid advices and also his unconventional and friendly style of teaching made the subject
very interesting and understandable. We all are thankful to our respected Sir.
Thirdly we are very thankful to the Employees of Human Resource Department and Marketing
Department of SHAUKAT KHANUM MEMORIAL CANCER HOSPITAL & RESEARCH
CENTRE who co-operate us all the time when we needed.
Finally we are humble and thankful to prayers affection and complete help of our parents who are
blessings of Allah for us in this world.

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Personnel Planning & Recruiting

Table of Contents

Introduction ……………………………………………………………………………………….4

Performing Employment Planning ……………………………………………………………… 6

..

11 Sources for the candidates ……………………………………………………………………… 7 ... Forecasting Personnel Needs …………………………………………………………………… ... 8 People who
11
Sources for the candidates ………………………………………………………………………
7 ...
Forecasting Personnel Needs ……………………………………………………………………
...
8
People who enter the Information …………………………………………………………
..........
10
Employment Process ………………………………………………………………………
.........
6
Securing the data ………………………………………………………………………………
11 ...
Database Management ………………………………………………………………………
.......
12
13
13
14
15
Tracking the Qualification…………………………………………………………………………9
...
.........
.........
..
..
...
9
Promotion or Position on top level ……………………………………………………………… 9
Essential Line and Staff Co-operation …………………………………………………………
...
Updating the Employees Information ……………………………………………………………10
Recruiting complexities ……………………………………………………………………
Record of Employees ……………………………………………………………………………
Advantages/Disadvantages of Forecasting Inside Candidates ………………………………… 12
Determining Employees Qualification ……………………………………………………………8
Types of recruiting …………………………………………………………………………
Factors of recruiting ……………………………………………………………………………
Hiring the Employees………………………………………………………………………
...........

Measuring the Recruiting ……………………………………………………………………… 15

..

Measuring the Recruiting Sources …………………………………………………………

.........

16

Recruiting Yield Pyramid ……………………………………………………………………… 16

..

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Hiring of Internal Candidates ……………………………………………………………………17

Rehire the Candidates ……………………………………………………………………………17

Applicant Tracking System …………………………………………………………………… ... 25 Referral and Walk-Inn ………………………………………………………………………… .. .. .. .. 18 ...
Applicant Tracking System ……………………………………………………………………
...
25
Referral and Walk-Inn …………………………………………………………………………
..
..
..
..
18 ...
19 ...
Executive Recruiters …………………………………………………………………………… 23
Recruit Outside Candidate ……………………………………………………………………….19
Media Selection ………………………………………………………………………………….20
Advertisement ……………………………………………………………………………………20
Role of HRIS in Succession Planning …………………………………………………………
Succession Planning …………………………………………………………………………… 18
On Demand Recruiting Services…………………………………………………………………24
Agencies for Recruitment ……………………………………………………………………… 21
Recruiting through Agencies …………………………………………………………………….22
Hire Temporary Worker …………………………………………………………………………22
Usage of Agencies ……………………………………………………………………………….22
College Recruiting ……………………………………………………………………………….24
Temporary Agencies …………………………………………………………………………… 23
21
...
Constructing the Ad ……………………………………………………………………………
20
...
Best Medium for Advertisement ………………………………………………………………

Best Recruiting System ………………………………………………………………………….25

Recruiting a more Diverse Workforce …………………………………………………………

...

26

GAP ……………………………………………………………………………………………

...

28

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Personnel Planning & Recruiting

Personnel Planning & Recruiting Recommendation…………………………………………………………………………………29 art cancer centre located in Lahore, Pakistan. It is a project

Recommendation…………………………………………………………………………………29

art cancer centre located in Lahore, Pakistan. It is a project of the Shaukat Khanum Memorial
art cancer centre located in Lahore, Pakistan. It is a project of the Shaukat Khanum Memorial Trust,
Designing and execution of the master plan was overseen by Dr. Nausherwan K Burki MB, PhD,
Pakistan. The institution is the brainchild of Pakistani cricket superstar, Imran Khan. The
Shaukat Khanum Memorial Cancer Hospital and Research Centre (SKMCH&RC) is a state-of-the-
inspiration came after the death of his mother, Mrs. Shaukat Khanum, from cancer
FRCP, FCPS, FCCP, of the University of Kentucky Medical Center, Lexington, Kentucky, USA in
CANCER HOSPITAL & RESEARCH CENTRE
which is a charitable organization established under the Societies Registration Act XXI of 1860 of
SHAUKAT KHANUM MEMORIAL

collaboration with an international team of cancer physicians and research workers. Designing and

architectural services were provided by Aerosmith, Judd & Rapp, and Architects in Health Planning

of Louisville, Kentucky, USA. Architectural details were handled by Messrs. Nayyar Ali Dada &

Associates of Lahore. Local engineering was performed by Messrs. Progressive Consultants,

Lahore. Ground was broken in April 1991 and the hospital opened its doors on December 29, 1994.

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Personnel Planning & Recruiting

Expenses 22,200,000 677,000,000 Total Equipment 132,000,000 Ancillary Equipment 314,000,000 Medical Building 231,000,000 Land and US$ Pak
Expenses
22,200,000
677,000,000
Total
Equipment
132,000,000
Ancillary
Equipment
314,000,000
Medical
Building
231,000,000
Land and
US$
Pak Rupees
of indigent cancer patients. This pioneering, state-of-the-art hospital located in the heart of the
EXPENSES - PHASE I
33%
Credit and Loans
67%
Donations
SOURCES OF FUNDS - PHASE I
country and across the world.
The miracle of Shaukat Khanum Memorial Cancer Hospital & Research Centre does not just lie in
Punjab was founded by Imran Khan, one of Pakistan's most illustrious cricketers. As a charitable
Over the past decade, Shaukat Khanum Memorial Cancer Hospital & Research Centre has
its creation but the fact that it has been providing free treatment facilities to over 70% of its patients
established itself as a centre of excellence providing comprehensive care free of cost to thousands
institute, it is funded predominantly from the donations of friends and well-wishers from around the

since over a decade now. The institution has spent over Rs. 6 billion (US $ 100 million) in

supporting the treatment of thousands of indigent cancer patients. This has only been possible due

to generous donors and well-wishers who have supported the cause over the years. Let us trace

back the footsteps of history in an attempt to cover the times, events and people who have brought

this Hospital to where it stands today.

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Personnel Planning & Recruiting

Performing Employment Planning:

what recruiting sources to use, among other things. or the the from Hiring Outside (Within Employees
what recruiting sources to use, among other things.
or
the
the
from
Hiring
Outside
(Within
Employees
Organization):
of positions the firm will need to fill (or open).
how to fill executive jobs succession planning.
The recruitment and selection process starts with employment or personnel
depends upon the workflow, their equipments, and man power as well.
in which they decide the whole activity like how much employee they need and
require training, development, and coaching. Going outside requires deciding
Employment planning should flow from the firm’s strategic plans. Plans to
maintenance clerk to CEO. However, most firms call the process of deciding
planning. This is the process of deciding what positions the firm will have to fill,
and how to fill them. Personnel planning embrace all future positions, from
enter new businesses, build new plants, or reduce costs all influence the types
much they will fire in the coming year. Their employment planning also
Each option produces its own set of personnel plans. Current employees may
They are performing employment planning through annual budgeting meeting

They are hiring the employees both, within or outside the organization but

their first preference is internal recruiting, and if they feel any need, then they

go for external.

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1. Rehiring Job posting 4. 3. 2. 1. 3. 2. Internal Sources of Candidates: (Note: Standard
1.
Rehiring
Job posting
4.
3.
2.
1.
3.
2.
Internal Sources of Candidates:
(Note: Standard is in the red font and the interview is in
the blue font)
Advertising
Succession planning
Recruiting via internet
Employment agencies
Temporary agencies and alternative staffing
Sources of Candidates:
Outside Sources of Candidates:

5.

Off shoring/outsourcing white-collar and other jobs

6.

Executive recruiters

7.

On demand recruiting services

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Forecasting Personnel Needs: 2. SKM site (www.shaukatkhanum.org.pk) Internal Sources of Candidates: Outside Source of Candidates: 1.
Forecasting Personnel Needs:
2. SKM site (www.shaukatkhanum.org.pk)
Internal Sources of Candidates:
Outside Source of Candidates:
1. Intranet (on process)
8. College recruiting
9. Referrals and walk-ins
Managers should consider several factors when forecasting personnel needs
of the staff require to achieve this sales volume. Managers use several simple
1. Newspapers
2. Notice Board
the usual process is to forecast revenues and then, from that, estimate the size

tools for projecting personnel needs, as follows:

Trend Analysis:

Study of a firm’s past employment needs over a period of years to predict

future needs. The purpose is to identify trend that might continue into the

future.

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Ratio Analysis:

A forecasting techniques for determining future staff needs by using ratios

between, for example, sales volume and number of employees needed.

Scatter Plot:

A graphical method use to help identify the relationship between two variables.

performance records, Specification Job determining for the current employee qualification. Qualifications inventories are used to contain
performance records,
Specification
Job
determining
for
the
current
employee
qualification.
Qualifications inventories are used to contain
data
on
employees’
and
educational
background,
and
promotability.
Whether
manual
or
computerized, these help managers
determine
which employees are available for promotion
or transfer.
in
Department managers or owners of smaller firms may still use several simple
Determining Employee Qualification:
Record of Employees:
their past experience.
It depends
the job position
that which
on
qualification
is required for which job because there are
many
jobs
They are using computers to forecast personnel requirement and also by using
different
departments
the
in
organization
and
they
usually
use
Job
Description

manual devices to track employee qualifications. A personnel inventory and

development record form compiles qualifications information on each

employee. The information includes education, company-sponsored courses

taken, career and development interests, languages, desired assignments, and

skills.

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They take the record in both forms:

Hard copy (CV’s, background records, interview and training)

Soft Copy (Internal software’s and HRIS)

Promotion or Position on Top Level:

They are using hard copy to track the qualifications of hundreds or thousands They show the
They are using hard copy to track the qualifications of hundreds or thousands
They show the present performance and promotability for each position’s
They decide by the given goals to a person and their performance appraisal, as
he or she describes the position’s specifications (for instance, in terms of
Computerized information system is used to track the qualification of hundreds
well as their past experience. When a manager needs a person for a position
education, experience and skills) after scanning its database, the system
replacement card. Here, create a card for each position, showing possible
potential replacement. As an alternative, you can develop a position
replacements as well as their present performance, promotion potential, and
Personnel replacement charts are used particularly for the firm’s top positions.
produces the list of the candidates.
Track the Qualification:
or thousands of employees.
of employees.
training.

Update the Employee’s Information:

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Most firms use computerize system to update all the information, using various

packaged software systems which automatically update based on his or her

annual performance appraisal, or training.

They use the computerized system to update all the information, which is

based on performance appraisal or training.

People who enter the Information: information about employee’s background, experience and skills. The people in the
People who enter the Information:
information about employee’s background, experience and skills.
The people in the department of HR training and development
via the company intranet.
information about the employee’s background, experience, and skills, usually
enter the
The employees, their supervisors, and/or human resources professionals enters

Employment Process:

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The whole process is given below:

The employees should secure the data in the firm’s personnel data banks. nature. Second, internet/intranet access
The employees should secure the data in the firm’s personnel data banks.
nature. Second, internet/intranet access means it is relatively easy to access
First, there is a lot of information in most databanks, often of a personal
1. Employment planning and forecasting
3. Complete the application forms
The process is given below:
2. Build a pool of candidate
4. Screening the applicants
Secure the Data:
5. Interview

these data. Third, legislation gives employees rights regarding who has access

information about them.

They secure the data in hard form (in the record rooms and data banks) and

access of logins but they have limited accessibility.

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Database Management:

Matrices in the database management system define the right of the users

(specified by names, ranks, or functional identification) to various kind of

They are using their knowledge and Oracle software to manage the data base. of company Inside
They are using their knowledge and Oracle software to manage the data base.
of
company
Inside
Advantages :
Candidates:
Disadvantages:
Forecasting
 Increases employee morale
 Less training and orientation required
 Failed applicants become discontented
Advantages/Disadvantages
access (such as read only or write only) to each database elements.
the
to
have a stronger commitment
 Candidates
 More accurate view of candidate’s skills
weaknesses
and
strengths
candidates’
of
 Foreknowledge

Time wasted interviewing inside candidates who will not be considered

Inbreeding of the status quo

Advantages:

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Better assessment of abilities

Lower cost for some job

Have to hire only at entry level

 Inbreeding on non- the you have success greatly  Third, depends recruiting in the job.
 Inbreeding
on
non-
the
you
have
success
greatly
 Third,
depends
recruiting
in the job.
Disadvantages:
strategic plans.
recruitment issues and policies.
 Require strong management
Recruiting Complexities:
There are several things that make it more complex.
depending on the type of the job you are recruiting for.
 Second, we’ll see that some recruiting methods are superior to others,
 Fourth, it’s useless to waste time on applicants who have no real interest
 First, recruitment efforts should make sense in terms of the company’s
Recruiting does not just involve placing ads or calling employment agencies.

Fifth, the firm’s image affects its recruiting results.

Position limitation complexity is being faced by the company.

Factors of Recruiting:

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External factors affecting recruiting:

Looming undersupply of workers

Lessening of the trend in outsourcing of jobs

 below: 3. Low turnover 1. Management of CV’s Internal factors affecting recruiting: 2. Data base
below:
3. Low turnover
1. Management of CV’s
Internal factors affecting recruiting:
2. Data base bank for potential employee
 Line and staff coordination and cooperation
 The consistency of the firm’s recruitment efforts with its strategic goals
There are some factors that make recruiting effective which are given
Non recruitment HR issues and policies
 Increasingly fewer “qualified” candidates
recruiting methods
of
recruited and choice
be
to
jobs
The available resources, types of
  • 4. Minimum placement

  • 5. Culture and environment

Types of Recruiting:

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Large firms in particular, must decide if they will conduct all their recruiting

company-wide from a central recruitment office, or decentralize recruiting to

the firm’s various offices.

There are advantages to centralized recruitment. First, doing so makes it

easier to apply the company’s “strategic priorities”.

 function. On the other hand, if the firm’s division is autonomous, or their recruitment 3.
function.
On the other hand, if the firm’s division is autonomous, or their recruitment
3. Both (depends upon deptt.)
badly)
Builds a team of recruitment experts
based recruitment and pre-screening solutions) over more departments.
needs are varied, it may be more sensible to decentralize the recruitment
Types of recruiting:
Recruiting centrally has other advantages:
 And makes it easier to identify why recruitment efforts are going fine (or
 It reduces duplication (having several recruitment offices instead of one)
 Makes it easier to spread the cost of new technologies (such as internet
1. Centralized
2. Decentralized

Essential Line and Staff Co-operation:

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The human resources professional charged with recruiting for a vacant job is

seldom responsible for supervising its performance. He/she must know exactly

what the job entails. This means speaking with the supervisor. In addition to

needing to know exactly what the job entails and its job specifications), the

recruiter might want to know about the supervisor’s leadership style and about

issues staff coordination is therefore essential. Measuring the Recruitment: He or she might also want to
issues
staff coordination is therefore essential.
Measuring the Recruitment:
He or she might also want to visit the work site, to review the job description
In terms of what to measure means “how many applicants did we generate
applicants are generated than there are positions to fill, the firm can be more
additional insight into the skills and talents the new worker will need. Line and
through each of our recruitment sources?” this makes sense. If more
with the supervisor to ensure that the job hasn’t changed, and to obtain any
organization.
the
of
the work.
the
minimize
to
tries
them and
for
essential
very
is
It

selective.

The problem is that more is not always better. The employer needs qualified,

hirable applicants, not just applicants. An internet ad may generate thousands

of applicants, many from so far away that there is no chance they are viable.

Even with computerized prescreening and tracking software there are still

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costs involved in managing applicants pools: more applicants to correspond

with and screen, for instance. Furthermore, more applicants may not mean

selectivity. Realistically, the manager looking to hire five engineers probably

won’t be twice as selective with 20,000 applicants as with 10,000. So, it is not

just quantity but quality.

They use job analysis process and research centre to measure the recruiting selection devices. Having the
They use job analysis process and research centre to measure the recruiting
selection devices. Having the quality of each recruitment source, the employer
applicants but lower-quality ones to sources that produce fewer that better
The historical arithmetic relationships between recruitment leads and invitees,
They are measuring the effectiveness of the recruitment by the following
may then want to redirect recruiting dollars from sources that produce more
One way is to assess applicants from each source using simple prescreening
Measuring the Recruiting Sources:
Recruiting Yield Pyramid:
either it is effective or not.
 Performance Measures
 Screening Ratios
 Behavioral Measures
candidates.
methods:

invitees and interviews, interviews and offers made, and offers made and

offers accepted.

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boards). These lists the job’s attributes, like qualifications, supervisor, work Thus, perusing the skill bank database
boards). These lists the job’s attributes, like qualifications, supervisor, work
Thus, perusing the skill bank database may reveal person who have potential
and
It depends on head of department and on job as well. They have expert for
To be effective promotion from within require using job posting, personnel
listing its attributes.
schedule and pay rate.
job to the employees
recruiting 10 people for 1 position.
recruiting who take the record of best 3 candidates. Example: They are
Hiring of Internal Candidates:
They are using job posting, publicizing an open
for further training or who have the right background for the open job.
Qualification inventory tools such as computerized skills banks also pay a role.
records and skills banks. Job Posting means publicizing the open job to the
employees (usually by literally posting it on company intranets or bulletin

Rehire the Candidates:

It depends. On the plus side, Formal employees are known quantitative and are

already familiar with the company’s culture, style and ways of doing things.

Employees who were let go may return with less than positive attitudes. Hiring

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formal employees who resigned back into better position may signal current

employees that the best way to get ahead is to leave the firm.

In any event, there are several ways to reduce the chance of adverse

reactions. After rehired employees have been back on the job for a certain

period, credit them with the years of service they had accumulated before they

left. In addition, inquire (before rehiring them) about what they did during the

analyzing key jobs, creating and assessing candidates, and selecting those who organization. They use internet like
analyzing key jobs, creating and assessing candidates, and selecting those who
organization.
They use internet like sending mails and also use letters to rehire the people
will fill the key positions.
who resign and layoff but do not take the people who are terminated from the
Succession Planning:
coming back who feels they have been mistreated, “said one manager.
performance. Succession planning entails three steps: identifying and
Forecasting the availability of inside executive candidates is particularly
layoff and how they feel about returning to the firm:”you don’t want someone
identifying, assessing, and developing organizational leadership to enhance
important in succession planning-the ongoing process of systematically

First, based on the firm’s strategic goals, top management and the HR director

identify what the company’s future key position needs will be, and formulate

job descriptions and specifications for them. After identifying future key

position needs, management turns to the job of creating and assessing

candidates for these jobs.

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“Creating” means identifying potential internal and external candidates for

future key positions, and then providing them with the developmental

experiences they require to be viable candidates when it’s time to fill the

positions. Organizations develop high-potential employees through a variety of

means. Most use internal training and cross-functional experiences; they also

Alternative Staffing, Off Shoring/Outsourcing White Collar and other jobs, process. Recruit Outside Candidate: those who will
Alternative Staffing, Off Shoring/Outsourcing White Collar and other jobs,
process.
Recruit Outside Candidate:
those who will actually fill the key positions
department for performing succession planning.
Role of HRIS in Succession Planning:
More large employers rely on software to facilitate the succession planning
Finally, succession planning requires assessing these candidates and selecting
Recruiting via internet, advertising, Employment agencies, Temp Agencies and
use job rotation, external training, and global/regional assignments.
They are using grading structure that is approved from the head of the
planning.
checking the eligibility and grades in succession
HRIS for
using
are
They

Executive recruiters, college recruiting, On Demand recruiting Services,

referrals and Walk-Ins

External Recruiting Advantages:

Brings new talent, new ideas into a company

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Enables recruiter to find out about competing companies

Reinforces positive aspects of a company

Avoids “politics” of internal recruiting

Serves as a form of advertising

services, including requisitions management, applicant data collection, and They are recruiting the candidates from the outside
services, including requisitions management, applicant data collection, and
They are recruiting the candidates from the outside by using CV, Data banking
reporting.
Applicant tracking systems are online systems that help employers attract,
 Orientation takes longer
gather, screen, compile, and manage applicants. They also provide several
 Difficult to find a good fit with company’s culture
 Conflicts with internal and external recruits
 Lowers productivity in the short run
External Recruiting Disadvantages:
and Advertising (Newspapers and internet)
Applicant Tracking System:
 May create morale problems if no opportunities for current staff

They are using applicant tracking system for attracting, gathering, screening,

compiling and managing for this.

Advertisement:

Designing effective internet ads and systems is important. Some estimates

that employers have only about four minutes “before online applicants will turn

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their attention elsewhere”. Employers are therefore making it easy to use their

Web sites to hunt for jobs. The best Web ads don’t just transpose your

newspaper ads to Web.

They are using just SKM website (www.shaukatkhanum.org.pk) for any type of

advertisement and this site itself scan the CV’s according to the position and

job requirement.

recruiting. Like for the lower level we use local newspaper and specific labor The Media: Selection
recruiting. Like for the lower level we use local newspaper and specific labor
The Media: Selection of the best medium depends on the positions for which
Selection of the best medium depends on the position for which the firm is
market, and for the specialized employees we use trade and professional
They are only using the www.shaukatkhanum.org.pk website for any type of
 Newspapers (local and specific labor markets)
Best Medium for Advertisement:
 Trade and professional journals
 Marketing programs
the firm is recruiting.
Media Selection:
 Internet job sites
advertisement.

journals.

It depends on the position, for which position we are recruiting either it is for

director of and department or for officer level.

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Constructing the Ad:

Experienced advertisers use a four point guide labeled AIDA to construct ads.

Desire: Create desire by spotlighting the job’s interest factors with Wording related to the job and
Desire: Create desire by spotlighting the job’s interest factors with
Wording related to the job and creates a positive impression of the firm.
Agencies for Recruitment:
They just paste the ad on their website.
Action: The ad should prompt action
Interest: Develop interest in the job
Attention: Attract attention to the ad
words

There are three types of agencies:

Public Agencies

Non profitable Agencies

Privately agencies

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Public Agencies: State owned and funded, important source of workers

and operated by the federal, state, or local governments

Non Profitable Agencies: Help candidates find jobs

They are not using any agencies for recruitment.  of the are part Usage of Agencies:
They are not using any agencies for recruitment.
of
the
are part
Usage of Agencies:
 To fill a particular opening quickly.
 To attract a pool of qualified applicants.
Recruiting through Agencies:
Private Agencies: Important sources of clerical, white collar, and
 To reduce internal time devoted to recruiting.
managerial personnel, Charge fee from employer
 To attract more minority or female applicants.
They are not concerning any agencies for recruiting.
 Make sure tests, application blanks, and interviews
 Provide the agency with accurate and complete job descriptions.
 No HR department held: firm lacks recruiting and screening capabilities.

agency’s selection process.

Review candidates accepted or rejected by your firm or the agency for

effectiveness and fairness of agency’s screening process.

Screen agency for effectiveness in filling positions.

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Personnel Planning & Recruiting

Supplement the agency’s reference checking by checking the final

candidate’s references yourself.

it does all its employees, but classifies them separate  benefits. discouraging way. Temporary Agencies: Hire
it does all its employees, but classifies them separate
benefits.
discouraging way.
Temporary Agencies:
Hire Temporary Worker:
Worried about lack of insurance and pension benefits.
survey, six key concers emerged. They said they were:
hire or through temporary staff agencies. Direct hiring
involves simply hiring workers and placing them on the
They are not concerning to any agency.
Employers can hire temp workers either through direct
temporary employees, and often pays few if any
job. The employer usually pays these people directly, as
from regular employees, as casual, seasonal, or
They hire the temporary worker according to their needs and position.
 Insecure about their employment and pessimistic about the future.
 Treated by employers in a dehumanizing, impersonal, and ultimately
In order to make temp relationship as fruitful as possible, managers
supervising temps should understand these employees` main concers. In one

Misled about their job assignment and in particular about weither

temporary assignments were likely to become full-time positions.

"Underemployed" (particularly those trying to return to the full-time

labor market).

They are not concerning to any agency.

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Personnel Planning & Recruiting

Executive Recruiters:

Executive recruiters (also called headhunter) are special employment agencies

retained by employers to seek out top-management talent for their clients. The

percentage of your firm’s position filled by these services might be small.

However, these jobs include key executive and technical position. For

On Demand Recruiting Services:  ADVANTAGES change jobs. search process. employer always pays the fees. with
On Demand Recruiting Services:
ADVANTAGES
change jobs.
search process.
employer always pays the fees.
with the cost of the executive time saved.
Recruiters are often irreplaceable.
There is no need of any executive recruiter in it.
executive position, headhunters may be your only source of candidates. The
position and screening what could turn out to be hundreds of applicants.
 They have many contacts and are especially adept at contacting
qualified, currently employed candidates who aren`t actively looking to
 The recruiter’s fee might actually turn out to be insignificant compared
On demand recruiting services (ODRS) provide short-term specialized
recruiting assistance to support specific projects without the expense of
 The recruiter can safe top management`s time by advertising for the
 they can also keep your firm`s name confidential until late into the

retaining traditional search firms. They are basically recruiters who get paid by

the hour or project, instead of a percentage fee. A traditional reciting firm

might charge 20 to 30% of each hire’s sailor, a prohibitive amount for a small

company. Then ODRS firm charge by time, rather than per hire. It handled

recruiting, analysis, and prescreening, and left the client with the short list of

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qualified candidates to put through the employer’s own internal screening

process.

There are not taking any kind of help from the recruiters.

College Recruiting:

campus. And recruiter themselves are sometimes ineffective, or worse. Some superior. Many don`t screen candidates effectively.
campus. And recruiter themselves are sometimes ineffective, or worse. Some
superior. Many don`t screen candidates effectively. Such experiences
The problem is that on dash campus recruiting is expensive and time-
graduating class—is an important source of management trainees, promotable
campuses to prescreen applicants and create an applicant pool from the
recruiters are unprepared show little interact in the candidate, and act
consuming of done right. Schedules must be set well in advance, company
They are not using any college recruiting.
ago concluded, for instance, the new college grads filled about 38% of all
externally filled jobs requiring a college degree.
College recruiting – sending an employer’s representatives to college
underscore the need to train the recruiters in how to interview candidates, how
to explain what the company has to offer, and how to put candidates as ease.
candidates, and professional and technical employees. One study several years
brochures printed, records of interviews kept, and much time spent on

Referral and Walk-Inn:

“Employee referral” campaigns are an important recruiting option. The firm

post announcements of opening and request for referral on internet websites,

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Personnel Planning & Recruiting

bulletin, and/or wallboards. Prizes or cash rewards are offered on referrals that

lead the hiring.

The biggest advantage here –and the reason why so many employers favor

this approach—is that referrals tend to generate high-quality candidates.

Current employees will usually provide accurate information about the job

applicants they are referring, especially since they are putting their own

No walk-inn and referral and in some cases referral, is they are performing. It reputation on
No walk-inn and referral and in some cases referral, is they are performing. It
reputation on the line. The new employees may also come with a more realistic
picture of what working in the firm is like. Referrals can also facilitate
Best Recruiting System:
diversifying your work force.
increases the efficiency.
depends on the department, and the online recruiting is best because it

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Personnel Planning & Recruiting

given globalization, the rapid increase in minority, older worker, and woman Recruiting a diverse workforce isn’t
given globalization, the rapid increase in minority, older worker, and woman
Recruiting a diverse workforce isn’t just socially responsible: It’s a necessity,
Recruiting a more Diverse Workforce:

candidates, and the 70% jobless rate among disables people. Doing so means

taking special steps to recruit people from these categories.

Single Parents:

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Personnel Planning & Recruiting

About two-third of all single parents are in the work force today; this group is

an important source of candidates. Attracting single parents brings with

understanding the problems they face in balancing work and family life.

Older Workers:

When it comes to hiring older workers, employers don’t have much choice.

attracting and assimilating former welfare recipients. Basically the same prescription that apply to recruiting to old
attracting and assimilating former welfare recipients.
Basically the same prescription that apply to recruiting to old workers, apply to
Recruiting Minorities and Women:
recruiting minorities and women.
from 45 to 64 years old.
Over the next few years, the fastest-growing labor force segment will be those
The Federal Personal Responsibility and Welfare Reconciliation Act of 1996,
Welfare to work:
prompted many employers to implement ‘’welfare to work ‘’ program for
Disabled:

Developing resources and policies to recruit and integrate disable persons into

the workforce.

There are many Muslim and Christian nurses are serving the patients as well as

handicap people also look after the patients.

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Personnel Planning & Recruiting For Example: Imran is a handicap person who is cured from the
Personnel Planning & Recruiting
For Example: Imran is a handicap person who is cured from the cancer
disease and now serving the patients.
Replacement
Personnel
standard
GAPS
Position
Charts
and
the
In
a

Replacement Card are used particularly for the firm’s top positions but

they decide by the given goals to a person and their performance

appraisal, as well as their past experience for the firm’s top position.

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Computerized information system is used to track the qualification of

hundreds or thousands of employees, but they are using hard copy to

track the qualifications of hundreds or thousands of employees.

Matrices are used for the database management system but they are

attractive but they just paste the ad on their website.  is ad ad the more
attractive but they just paste the ad on their website.
is
ad
ad
the
more
to make
AIDA model
agency for recruitment.
used in constructing the
own website (shaukatkhanum.org.pk)
website for any type of advertisement.
using their knowledge and Oracle software to manage the data base.
Recruiting Services, Referrals and Walk-Inns are used for the
Recruitment of Outside Candidates but they are recruiting the
and other jobs, Executive Recruiters, College Recruiting, On Demand
Agencies associated with nonprofit organizations, Privately owned
agencies are used for recruiting but they are not concerning to any
candidates from the outside by using Advertising (Newspapers) and their
advertisements but they are only using the www.shaukatkhanum.org.pk
Agencies and Alternative Staffing, Off Shoring/Outsourcing White Collar
journals, internet job sites, marketing programs are used for
 Newspapers (local and specific labor markets), trade and professional
 Public Agencies operated by Federal, State, or Local Governments,
 Recruiting via Internet, Advertising, Employment Agencies, Temp

Executive Recruiters (also called Headhunter) retained by employers to

seek out top-management talent for their clients but they not concern

with any Executive Recruiters.

In standards On Demand and College Recruiting are also used but they

are also not concerning to On Demand and College Recruiting.

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Recommendation

They

should

use

the

Personnel

Replacement

Charts

which are

particularly for the firm’s top positions that show the present

performance and promotability for each position’s potential replacement.

As an alternative, they can develop a Position Replacement Card. Here,

They should use AIDA model  of for which the ad to work faster. make the
They should use AIDA model
of
for
which
the ad to
work faster.
make the ad
effectively.
Advertisement.
constructing
more attractive.
define the right
create a card for each position, showing possible replacements as well as
the users (specified by names, ranks, or
their present performance, promotion potential, and training.
Advertisement because Print Media is also plays a very important role in
write only) to each database elements that manage the data more
qualification of hundreds or thousands of employees which make their
functional identification) to various kind of access (such as read only or
Journals, Internet Job Sites, Marketing Programs should be use for the
 Newspapers (Local and Specific Labor Markets), Trade and Professional
 Public Agencies operated by Federal, State, or Local Governments,
 They should use the matrices in the database management systems
 They should use the computerized information system for track the

Agencies associated with Nonprofit Organizations, Privately Owned

Agencies should be use for Recruiting which make their recruitment

more better.

They should use the Executive Recruiters because the Recruiter can safe

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Top Management`s time by Advertising for the Position and Screening

what could turn out to be hundreds of applicants.

They should use On Demand Recruiting and College Recruiting also by

this they can get more qualified, experienced and efficient employees.

Personnel Planning & Recruiting Top Management`s time by Advertising for the Position and Screening what could

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