Strategic Staffing, 5e
ISBN: 978-1-948426-39-8 | Copyright 2023
Strategic Staffing, 5e prepares all current and future managers to take a strategic and modern approach to the identification, attraction, selection, deployment, and retention of talent.
Organizations increasingly realize that their employees are the key to executing their business strategies, and the current competition for talent has made the identification and attraction of high-performing employees essential for companies to succeed in their marketplaces. The right employees give their organization a competitive advantage that sets it apart and drives its performance. In today’s business environment, a company’s ability to execute its strategy and maintain its competitive edge depends even more on the quality of its employees. And the quality of a company’s employees is directly affected by the quality of its recruiting and staffing systems. Because hiring managers are involved in the staffing process, hiring managers and human resources (HR) professionals need to be familiar with strategic staffing techniques. Over the past 10 years, advancing technology and the increased application of data analytics have changed the practices of sourcing, recruiting, and staffing.
My goals for this revision of Strategic Staffing were to create a text that is grounded in research, communicates practical and modern staffing concepts and the role of staffing in organizational performance, and is engaging to read. I updated many sections on the roles of technology and analytics and better focused the discussion of ethics that was added to the fourth edition. New research findings were also incorporated, and many company examples were updated. The fifth edition of Strategic Staffing continues to present up-to-date staffing theories and practices in an interesting, engaging, and easy-to-read format. I tried to be responsive to the reviewers and users of the previous edition in revising this text. Some of the more substantial changes are:
• Because the COVID-19 pandemic has influenced the ongoing staffing needs and practices of employers worldwide, its impact is discussed throughout this new edition
• The end-of-chapter exercises are now organized into two groups, “Staffing Strategy” and “Developing Your Staffing Skills,” with many revised and new exercises added
• New coverage of staffing metrics and analytics in each chapter
• New coverage of staffing-related technologies in each chapter
• Updated citations, statistics, and company examples throughout the text
• Provision of new activities in the Instructor’s Manual
This is only a partial list of the changes in this edition; more details are available in preface.
I treat staffing as an integrated process that begins with an understanding of a company’s business strategy and continues through planning, sourcing, recruiting, selecting, negotiating, socializing, career planning, retaining, and transitioning employees into other roles and out of the organization. These stages allow organizations to meet their hiring objectives and ensure that their talent is in the right place at the right time. Although the book is research based, many practical and company examples are included to illustrate the material. Strategic Staffing describes how to do the following:
• Develop a staffing strategy that reinforces business strategy.
• Forecast talent needs and labor supply and plan accordingly.
• Conduct a job or competency analysis and a job rewards analysis.
• Source potential recruits strategically.
• Recruit and select the right people.
• Negotiate with and hire top candidates.
• Socialize, deploy, and retain talent.
• Manage turnover.
• Use staffing metrics and conduct staffing system evaluations.
• Employ technology throughout the staffing system.
• Integrate the staffing system with the other HR functions of training, compensation, and performance management.
• Ensure the legal compliance of the staffing system.
• Promote ethical staffing.
• Leverage technology, metrics, and data analytics to optimize the performance and efficiency of a staffing system.
Chapter 1 Strategic Staffing
Updated The Staffing Context and How Strategic Staffing
Differs from Traditional Staffing sections
Updated Workforce Planning section
Revised Figure 1-2 The Strategic Staffing Process to
better reflect the order of the process
Updated The Goals of Strategic Staffing section,
including a revised Table 1-2 Examples of Staffing Goals
New resources were added to the Develop Your Staffing
Skills list of Internet staffing resources
Updated Current Issues in Staffing section to include the
impact of the COVID-19 pandemic
The Staffing Ethics feature was revised to cover the
ethical issues commonly faced by staffing professionals
Chapter 2 Business and Staffing Strategies
New company examples including Amazon, P&G, Nike,
Starbucks, and The Wisconsin Department of Workforce Development
Updated introductory section
Updated A Growth Strategy section
The “How the Organizational Life Cycle Affects Staffing”
section is now later in the chapter
Updated Filling Vacancies or Hiring for Long-Term Careers
Updated source list for staffing-related standards and
A new paragraph was added in the Deriving the Firm’s
Staffing Strategy section using Starbucks as an example of tying business
strategy, talent philosophy, and staffing strategies together
Updated coverage on contingent workers
Revised Table 2-9 Commonly Used Metrics in Staffing
Chapter 3 The Legal Context
New chapter opening Staffing Challenge, “Trying to
Implement AI in Hiring at Amazon”
Updated material on at-will employment
Updated coverage on contingent workers, including during
the COVID-19 pandemic
New coverage of joint employer
New material on Regulation S-K in the Risk Management
Updated Title VII coverage to include U.S. Supreme Court
ruling prohibiting discrimination based on sexual orientation, gender status,
and/or transgender status
New material and Google and IBM company examples in ADEA
New figure “EEO Complaint Process Flowchart”
New example in Mixed Motive Case section
New section on Intersectionality
New section on Diversity Hiring Strategies
Chapter 4 Strategic Job Analysis and Competency Modeling
Updated Job Descriptions and Person Specifications
Updated Generate the KSAOs section
Updated Write the Job Description and Person
Chapter 5 Forecasting and Planning
Updated Industry and Economic Forecasts and Trends sections
reflecting challenges due to the COVID-19 pandemic
Updated Forecasting and the External Market section
reflecting labor market area and impacts of the COVID-19 pandemic
Updated Dealing with a Persistent Talent Shortage section
Updated What Resources are Needed? section
Updated How Much Time Will It Take to Hire the Employees?
Added new section on Diversity Initiatives
Updated How Technology Helps Staffing Planning section
including an example from Modell’s Sporting Goods
Chapter 6 Sourcing: Identifying Recruits
New company examples including General Motors, Amazon,
Google, Shipt, Instacart, Goldmans Sachs, AARP, Lyft, Uber, and Conagra Foods
Updated In-House Sources and External Recruiting Sources
Updated Job and Trade Fairs section, including
drive-through job fairs and a new example featuring Amazon during the global
Updated Social Media section
Updated Lateral Hiring section
Updated Creative Sourcing and Outsourcing sections
Recruiting Source Effectiveness Analytics section has two
new tables determining which of the two hiring processes was most effective
Updated Workers with Disabilities and Older Workers
Updated Global Sourcing section
Chapter 7 External Recruiting
New company examples including CVS, Instacart, Amazon,
GM, Delta Air Lines, Waste Management, Netflix, CareerBuilder, Indeed, Google,
Disney, Twitter, Instagram, LinkedIn, and JPMorgan
Updated Developing the Organization’s Employee Value
Updated Developing the Recruiting Message section
Updated Developing Realistic Job Previews and Developing
Self-Assessment Tools sections
Updated Training and Developing Recruiters section
Added a new section, Networking Skills discussing the
importance of networking for job seekers and recruiters
Updated Recruiting Analytics section
Updated Mobile Recruiting section
Updated Careers Sites, Social Media and Gamification
Chapter 8 Measurement
New Staffing Challenge “Improving Employee Retention at
Updated What Is Measurement? section
Updated Interpreting Correlations section coverage of
coefficient of determination
Updated Reliability section, including coverage of true
Updated Benchmarking section
Chapter 9 Assessing External Candidates
New company examples including IBM, Apple, Google, GE,
Microsoft, Blinklist, Chipotle, JP Morgan, and Dock
Updated introduction discussing assessing and predicting
a person’s performance
Updated Assessing Accurately section
Updated External Assessment Methods section, including
Table 9-3 A Comparison of Some Commonly Used External Assessment Methods
Updated Screening Assessment Methods section
Revised Figure 9-2 An Example of a Job Application Form
Updated Telephone and Video Screens section
Updated Personality Assessments section including new
material on emotional intelligence
Updated Interviews section including new material on
neurodiverse job seekers
New material on how the COVID-19 pandemic changed
interviewing and on structured interviews behavioral interview questions
Updated Medical and Drug Tests and Background Checks
sections, including new material on credentials
Updated Technology section
Chapter 10 Recruiting and Assessing Internal Candidates
New Staffing Challenge, “Internal Mobility at Schneider
New company examples including Microsoft, LAZ Parking,
Texaco, Coco-Cola, and Google
Internal Recruiting section updated with the discussion
of internal recruitment sources, how to communicate the opportunities, internal
mobility, and how to manage potential internal candidates
Updated Maximizing Fit section
Updated Complying with the Law section
Updated Developing a Succession Management System section
Chapter 11 Choosing and Hiring Candidates
New company examples including Social Notebook, Fact
& Fiction, and GM
Updated Multiple Hurdles Approach section
Updated An Employer’s Preference for Diversity section
Updated Job Offer Strategies section, including salary
Updated noncompete agreement discussion
Updated mandatory arbitration clauses coverage
Revised Figure 11-2 A Sample Job Offer Letter
Updated Closing the Deal and Reneging sections
Chapter 12 Managing Workforce Flow
New company examples including LinkedIn, Chipotle,
Square, Amazon, Walmart, Boeing, Uber, Airbnb, Aon, Verizon, and Bird
New Staffing Challenge “Onboarding at LinkedIn during the
Updated Onboarding Technology and the Socialization
Updated Causes of Voluntary Turnover section to include
the influence of COVID-19 pandemic
Revised Figure 12-4 Retention Strategies
New section on Stay Interviews
Updated Telecommuting discussion to reflect the influence
of COVID-19 pandemic
Updated Managing Succession section to discuss the
prevention of systemic barriers to success for members of underrepresented
Updated Downsizing, Layoffs, Alternatives to Layoffs, and
New sections on Furloughs and on Reduction in Force
Chapter 13 Staffing System Evaluation and Technology
Updated introduction section to include adopted
amendments to Regulation S-K regarding human capital resources
Updated Résumé Screening Software section
Quantitative information was revised in parts of the
case, including the flow statistics in Table A-3 and the transition
probabilities for the full-time sales associates in Table A-5.
I also updated the references throughout the book and
continue to discuss modern strategic staffing theories and practices including
integrating staffing strategy with business strategy, aligning staffing with
other HR management functions, using technology in recruiting and staffing
system management, downsizing strategies, and current legal issues. Of course,
traditional staffing concepts, including forecasting and planning, recruiting,
assessment, and selection, are covered as well. Throughout the book, staffing
concepts being discussed are brought to life through organizational examples.
I also strive to develop staffing skills in addition to
conveying staffing theories and concepts. The Develop Your Staffing Skills feature
in each chapter covers topics including job offer negotiation tips, Boolean
sourcing techniques, online résumé tips, and making your own career development
plan; these elements help translate the book’s concepts into real-life skills.
- Learning objectives at the beginning of each chapter provide an advance road map of the material covered by the chapter.
- Each chapter leads off with a Staffing Challenge that describes a staffing challenge faced by a real organization. At the end of the chapter, the Staffing Challenge Response integrates the relevant staffing concepts that the company used to address the challenge.
- Every chapter has a Develop Your Staffing Skills feature that extends a topic in the chapter and develops a personal skill related to staffing.
- Discussion questions at the end of each chapter provide the opportunity to check the reader’s understanding of the chapter content.
- A brief case study at the end of each chapter encourages problem-solving and the application of chapter material by stimulating in-class discussions or focusing on individual solutions.
- Three interactive exercises at the end of each chapter bring the material to life. One exercise is tied to the opening Staffing Challenge, one is linked to the chapter’s
- Develop Your Staffing Skills feature, and one integrates the chapter’s staffing concepts with business strategy. The exercises are now organized into two groups, Staffing Strategically and Develop Your Staffing Skills, to better highlight the learning objectives of each exercise.
- A book-long active learning project applies the breadth of the textbook material to a specific job in an organization. This active learning project develops strategic staffing skills, in addition to developing tacit knowledge about the strategic staffing process.
- A book-long case study contained in the Appendix provides the experience of evaluating the staffing strategy and staffing system for sales associates in a hypothetical high-end retail store called Chern’s. The case also provides practice planning, budgeting, and evaluating the return on the investment of the staffing choices made. Videos, available with CourseBank, illustrate both structured and unstructured interviews and provide the experience of creating an assessment plan, scoring job interviews, and making a hiring decision from among eight candidates.
- Videos of eight structured and eight unstructured interviews of eight job candidates for employment at an upscale department store are available for use with the Chern’s case and are also available for stand-alone use as examples or as part of a learning activity. (All videos are available free to adopting instructors for use in lecture. Student access to the videos is only available through CourseBank, which is free with the purchase of a new print edition of the textbook or the available ebook+CourseBank bundle) Three of the videos from a previous edition were retained to be used as part of an exercise described in the Instructor’s Manual on rating bias in interviews.
CourseBank is a pre-built course that easily integrates with Blackboard, Canvas, D2L, or any other LMS to provide Chern’s case interview videos, auto-graded quizzes and exams, flashcards, and other assets. CourseBank automatically grades all assignments and populates your LMS gradebook. Use CourseBank to augment your lecture, save the effort of building an online section from scratch, or provide students with a self-study resource.
|Table of Contents (pg. iii)|
|Preface (pg. ix)|
|Chapter 1 Strategic Staffing (pg. 1)|
|Chapter 2 Business and Staffing Strategies (pg. 31)|
|Chapter 3 The Legal Context (pg. 70)|
|Chapter 4 Strategic Job Analysis and Competency Modeling (pg. 127)|
|Chapter 5 Forecasting and Planning (pg. 170)|
|Chapter 6 Sourcing: Identifying Recruits (pg. 211)|
|Chapter 7 External Recruiting (pg. 255)|
|Chapter 8 Measurement (pg. 305)|
|Chapter 9 Assessing External Candidates (pg. 349)|
|Chapter 10 Recruiting and Assessing Internal Candidates (pg. 409)|
|Chapter 11 Choosing and Hiring Candidates (pg. 441)|
|Chapter 12 Managing Workforce Flow (pg. 478)|
|Chapter 13 Staffing System Evaluation and Technology (pg. 521)|
|Appendix A Strategic Staffing at Chern's: A Case Study (pg. 550)|
|Glossary (pg. 582)|
|Organization Index (pg. 595)|
|Subject Index (pg. 598)|
BabyBots Chapter 8
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Standardizing Chern's scores
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Elaborating on Chern's Spreadsheet
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Chern's interview videos
Last Updated: Jan 21 2022
The interview videos are available in CourseBank, which is free with the purchase of a new print edition or ebook purchased directly from the Chicago Business Press website. Other ebooks and used books do not include access to CourseBank.
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