recruitment

Question 1

What is the recruitment process?

Answer 1

finding the need for a job
defining the requirements of the position and the job holder
advertising the position
choosing the most proper person for the job

Question 2

What are reasons job vacancies arise?

Answer 2

Expansion
Retirement of existing workers
Workers leaving for a new job elsewhere
Workers having a promotion
Temporary reasons such as maternity leave

Question 3

What is job analysis?

Answer 3

A job analysis is the process that finds and decides in detail the duties and requirements of the job. It also decides what the position requires in terms of aptitudes, knowledge, and skills.

Question 4

What is a job description?

Answer 4

This explains the tasks involved in the job, the job title, responsibilities attached to the job, place of work, and employment conditions (holidays, salary etc.). Job descriptions need to be updated regularly.

Question 5

What is a person specification?

Answer 5

This describes the skills, knowledge and experience needed by an individual to complete the job. It details educational requirements, experience, skills, perhaps physical attributes, and important aspects of personality.

Question 6

What is internal recruitment

Answer 6

Internal recruitment involves finding someone already employed by an organisation to fill a vacancy

Question 7

How is internal recruitment advertised

Answer 7

Internal vacancies may be placed on a notice board, published on an intranet, or advertised in an in-house magazine.

Question 8

Advantages of internal recruitment?

Answer 8

Applicants will already know the business and its methods of working
May increase motivation of the workforce (e.g., promotion is a form of internal recruitment)

Question 9

Disadvantages of internal recruitment

Answer 9

Limited range of applicants
Less input of new ideas
Promoting someone creates another vacancy
Jealousy and lack of motivation in other workers

Question 10

What is external recruitment?

Answer 10

External recruitment is when someone is hired that is not currently employed by the business hiring them.

Question 11

: Advantages of external recruitment

Answer 11

Larger choice of qualified applicants
Brings in ‘new blood’ – new ways of thinking
Overcomes jealousy from internal recruitment

Question 12

disadvantages of external recruitment?
A:

Answer 12

Costly to advertise
Time consuming
Risk of unproductive/unmotivated employees

Question 13

What is the aim of an interview

Answer 13

For the candidate to be able to explain their suitability for the job and for the interviewers to gather as much relevant information about the candidate as possible.

Question 14

Who should conduct an interview?

Answer 14

A panel consisting of a specialist personnel manager, a manager from the department the person is applying to, and an independent member.

Question 15

Advantages of face-to-face interviews

Answer 15

Useful when a quick choice is needed
Can judge people’s personality and smartness
Scenario questions can judge level of skill
insigfht into personality and confidence
better judge skills e.g. communication, teamwork and enthusiasm

Question 16

: Disadvantages of face-to-face interviews?
A:

Answer 16

Don’t take part in a test — no way of assessing skill
Can be persuaded by personality
time consuming especially if lots of candidates- large organisations
interviewer bias

Question 17

: What are telephone interviews and who uses them?

Answer 17

Usually conducted by a member of the company’s human resources team. Used by large corporate recruiters – banks, accountancy and law firms, consultancies, retailers, manufacturing companies etc.

Question 18

Advantages of telephone interviews?

Answer 18

Time and cost-effective
Evaluate the candidate’s verbal communication skills and telephone technique
Can evaluate the candidate’s commitment

Question 19

What is a work trial?

Answer 19

A way of trying out a potential employee before offering them a job. A work trial is the ultimate extended interview.

Question 20

How long do work trials last and who are they used for?

Answer 20

Can last up to 30 days (normally a week). Commonly used for unskilled work or helping people back into employment.

Question 21

: Advantage of work trials?

Answer 21

Can see if the potential employee works well with other employees.

Question 22

What are psychometric tests used for?

Answer 22

To assess personality traits in a measured and structured way. Helps employers identify traits like enthusiasm and motivation and whether the candidate will fit the organisation’s culture.

Question 23

What are aptitude and ability tests?

Answer 23

Designed to test the ability of a candidate by completing core tasks of the job. E.g., numeric ability tests for accounting roles.

Question 24

Q: Why is recruitment important to customers?

Answer 24

Helps build a positive image of the business, ensures correct personality and mindset of employees, improves satisfaction and customer loyalty.

Question 25

Why is recruitment important to employees?

Answer 25

Ensures fair and transparent hiring Increases job satisfaction Opens opportunities for career growth Promotes a positive work environment

Question 26

Why is recruitment important to managers?

Answer 26

Helps select top talent Improves productivity, teamwork, and performance Reduces turnover and training costs

Question 27

Why is recruitment important to shareholders/owners?

Answer 27

Ensures company success and profitability Attracts and keeps top talent Positively affects long-term value and growth

Question 28

Why is recruitment important to competitors?

Answer 28

llows them to attract talented individuals Builds a skilled and adaptable team Leads to innovation and better performance