5.1.1 - Recruitment

Question 1

conditions for effective recruitment

Answer 1

should:

• be innovative + creative
• have continuity base
• attract candidates w/ necessary requirements

shouldn’t:
- compromise selection criteria

Question 2

main concerns for recruitment

Answer 2

social & legal implications

impact on candidates’ future behaviour

associated high costs

impact on organization’s image

Question 3

recruitment functions

Answer 3

locating + attracting
filter undesirable applications
employer branding

Question 4

employer branding

Answer 4

recruitment is a bilateral process

• need to “sell” the company
• develop strong brand image (could reduce costs)

Question 5

steps in recruitment process

Answer 5

1. analysis of recruitment situation (internal + external)
2. job analysis
3. identify criteria to analyze candidates
4. identify + choose sources
5. shortlist candidates

Question 6

1.1 external situation

Answer 6

• tight/loose market situation?
• what is the relevant labour market?
• legal requirements
• company’s strategy (depends on phase)
• values of target population

Question 7

major trends in labour market

Answer 7

diversity

demographics

skills + qualification (skills shortage)

Question 8

most in demand soft skills

Answer 8

creativity
persuasion
collaboration
adaptability
time management

Question 9

1.2 internal situation

Answer 9

organizational characteristics that influence recruitment:

• culture
• communication w/in company
• attractiveness of company

Question 10

2. analysis of job to be filled

Answer 10

conventional approach - produce job description + specification

alternative approach - draw up person specification using other criteria (assess attributes of current employees)

Question 11

job analysis

Answer 11

info on job = job description (tasks, objectives, KPI)

info on people = job specification (skills, attributes, knowledge)

Question 12

3. identify criteria to analyze candidates

Answer 12

results from job analysis:

• identify recruitment criteria for each job
• general characteristics of candidates

Question 13

4. identify + choose sources

Answer 13

internal - transfers, promotions, development programs, career plans

external - archives, universities, ads, job fairs, head hunters, e-recruitment

Question 14

advantages of internal recruitment

Answer 14

• time + money
• prior knowledge
• greater guarantee
• motivation + spirit of competition
• investments on training are used

Question 15

disadvantages of internal recruitment

Answer 15

• loss of creativity + innovation
• can be restrictive
• Peter’s principle situation
• may generate conflicts

Question 16

advantages of external recruitment

Answer 16

• improves quality of HR
• new people = new experiences
• benefits from other organization’s training
• keeps organizations updated w/ what other organizations are doing

Question 17

disadvantages of external recruitment

Answer 17

• slower
• higher costs
• less safe
• affects reward policies
• internal dissatisfaction

Question 18

e-recruitment

Answer 18

+ inexpensive
+ speed
+ easy
+ promotes modern image

• software problems
• unreliable online tests
• security + confidentiality fears
• does not reach people w/out computers

Question 19

5. shortlisting candidates

Answer 19

1. agree on essential criteria for shortlisted candidates
2. produce individual lists + look for strengths
3. reveal lists + discuss preferred candidates
4. produce final shortlist by discussion