Lecture 5 Recruitment

Question 1

According to Bratton and Gold, what is recruitment?

Answer 1

‘the process of attracting the interest of a pool of capable people who will apply for jobs within an organisation’ (Bratton and Gold, 2012:215)

Question 2

According to Armstrong and Taylor, what is selection?

Answer 2

‘to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully’ (Armstrong and Taylor, 2014:236)

Question 3

What is employer branding according to Bratton and Gold?

Answer 3

‘employer branding is now recognised as an important part of the HR ‘toolkit’ stimulated by a growing awareness of the application of marketing principles in attracting better applicants and leveraging employee engagement and retention’ (Bratton and Gold, 2012:211)

Question 4

What should HRM do in terms of branding?

Answer 4

‘The expectation that HRM can shape the direction of change, influence culture and help bring about the mind set’ (Bratton and Gold, 2012:217)

Question 5

What do CIPD say about employer branding?

Answer 5

‘is a useful tool to help organisations differentiate what they have to offer in the labour market and recruit, retain and engage the people they need to succeed’ (CIPD, 2017)

Question 6

What are the main pre-recruitment steps?

Answer 6

Link to strategic plan and organisational objectives
Workforce planning
Exit interview of previous post holder
Defining and redefining requirements

Question 7

What is the role profile often known as?

Answer 7

The job description

Question 8

What do Armstrong and Taylor say about role profiles?

Answer 8

‘role profiles define the overall purpose of the role, its reporting relationship and they key results area. For recruiting purposes, the profile is extended to include information on the terms and conditions (pay, benefits and hours of work)’
‘special requirements such as mobility, transport and unsocial hours’ (Armstrong and Taylor, 2014:227)

Question 9

What does the person specification define?

Answer 9

The knowledge, skills and abilities required to carry out the role

Question 10

What is included in the person specification?

Answer 10

• knowledge, skills and abilities needed to carry out the role
• behavioural competences
• education and qualifications
• experience
• specific demands and requirements
• have a clear essential and desirable criteria
• forms the basis of the job advertisement

Question 11

Why does HR have a strong role in supporting and guiding managers?

Answer 11

Managers have to get their best out of their human resources as managers will be judged on the impact of their decisions and the achievement of strategic goals which is why it is important to assess, select and evaluate employees

Question 12

In the talent management focus what is the idea behind people and exclusive?

Answer 12

Key people or ‘stars’

Question 13

In the talent management focus what is the idea behind people and inclusive?

Answer 13

Everyone has talent and potential

Question 14

In the talent management focus, what is the idea behind position and exclusive?

Answer 14

Right people to fill key positions

Question 15

In the talent management focus, what is the idea behind position and inclusive?

Answer 15

Social capital development in pivotal positions

Question 16

What are the two approaches of recruitment and selection?

Answer 16

Traditional ‘fit’ approach

Processual approach

Question 17

What is the traditional view of recruitment and selection?

Answer 17

There is a right person for a particular job and the aim of recruitment and selection is to find the best fit
Right and wrong people for the job
Recruitment and selection is a process by which the organisation strategically matches and individual to the job
Must assess the differences between candidates

Question 18

What does the traditional approach have an emphasis on?

Answer 18

The systematic processes

Question 19

What are the systematic processes?

Answer 19

Defining the job tasks and responsibilities
Defining the individual through the person specification, knowledge, skills and attitude
Attracting good applicants
Assessing applicants
Decision
Evaluation of performance in role

Question 20

What does the traditional approach assume about systematic processes?

Answer 20

Assumption that this logical sequence will ensure the achievement of strategic objectives

Question 21

Who first explored the processual view?

Answer 21

Herriot, 1984

Question 22

What is the processual view?

Answer 22

Selection is a process of exchange and negotiation.
This recognises the two-way exchange in the employment relationship and that both parties have expectations to be fulfilled
Increasing levels of information are exchanged intentionally and unintentionally

Question 23

What does Schneider’s model focus on (1987)?

Answer 23

It focuses on the importance of the image projected by an organisation and the response from potential employees

Question 24

What are the 3 main features of Schneider’s model?

Answer 24

Attrition
Attraction
Selection

Question 25

What is attrition? (Schneider, 1987)

Answer 25

‘the opposite side of attraction’ (Schneider, 1987:442)

Question 26

Who does Schneider refer to when talking about attraction?

Answer 26

This is attraction of candidates and organisations on the basis of interests and personality

Question 27

What does Schneider mean by selection?

Answer 27

Is there a compatible fit with the person and organisation

Question 28

What is the responsibility of HR in terms of recruitment?

Answer 28

Responsibility of HR to ensure different ‘activities’ within recruitment and selection work well together to achieve a good fit of any new employees
Role in advising and training managers especially with the potential of discrimination claims

Question 29

What does any recruitment strategy need to be?

Answer 29

Effective at generating a number of quality of candidates
Efficient, timely and resource effective
Fair, dealing equitably, honestly and courteously with all

Question 30

What are the two views relating to impact and fit with organisational strategy?

Answer 30

Resource based view

Best practice/ best fit

Question 31

What type of recruitment has been expanding?

Answer 31

Online recruitment

Question 32

What are two common problematic phrases used in recruitment advertising?

Answer 32

“enthusiastic person required”

“candidate must be willing to work flexible hours”

Question 33

What is Schneider’s model called?

Answer 33

The ASA model