Recruitment and Selection

Question 1

Give the aims of recruitment

Answer 1

To attract suitable candidates
To appoint a successful candidate using cost effective methods
Comply with legislation
Promote the Organisations “brand”
Maintain supply of labour to avoid disruption to the business

Question 2

Define the term recruitment

Answer 2

identifying and attracting potential employees

Question 3

Define the term selection

Answer 3

Selection is the application of techniques with the aim of selecting and appointing a competent person to a vacancy

Question 4

What are the two key approaches to recruitment?

Answer 4

1. Rational
2. Processual recruitment

Question 5

Explain what rational recruitment is

Answer 5

Employer Led ie planned

Usually a well considered resourcing plan with targets

Specified job roles and competencies identified

Sources of advertising identified

Question 6

Explain what processual recruitment is

Answer 6

Uses branding to promote employers organisation, (organisations aim to become employer of choice)

focuses on developing a social & mutual relationship

identifies prospective employees competencies as a means of identifying who will fit with organisation

hence role may be created also known as job crafting

– psychological contract begins even before employment

commences - large social media marketing presence

Question 7

Give the limitations of rational recruitment approaches

Answer 7

Organisation communicates to candidates vacancies available – control all the power but internal Line Managers may subvert rational process

HR seen as overly bureaucratic & often “best” person is not appointed

Role of candidate largely ignored recruitment becoming more sophisticated & a social process

Question 8

Give the limitations of processual recruitment processes

Answer 8

Heavily reliant upon identifying competencies to ensure candidate good match for Organisation rather than matching to specified job & person criteria

This approach promotes the psychological contract ie candidate begins to develop ideas around the prospective work experience

Uses social media to promote brand leads to increased number of speculative applications thus reducing recruitment costs (Torrington & Hall 2017 p166)

Question 9

Describe internal recruitment

Answer 9

Internal recruitment – private sector commonly attempt to fill from within before considering people outside the organisation by

-Promotions
-Job rotations
-Appointing interns to permanent roles
-Rehiring former employees or retaining their services on a consultancy basis
-Internal recruitment quicker cost effective helps with succession planning and retaining talent

Question 10

Give some criticisms of internal recruitment

Answer 10

No new thinking – perpetuate existing practices
Arguments against Equality and embracing diversity in the workforce
Organisations not legally required to advertise vacancies externally but obliged
Challenge to manage unsuccessful internal candidates

Question 11

Describe external recruitment

Answer 11

Many methods for external recruitment – method depends on budget & possibly time constraints

Frequently used when seeking high calibre talent with specialist skills/knowledge/aptitude

Brings in new ideas/experiences

Organisation must be able to manage recruitment application process or outsource it – depending on supply and demand for labour

Opportunity for Employer to promote itself – may intentionally pay above market rates; may willingly position itself to become an “employer of choice”

Question 12

Give some criticisms of external recruitment

Answer 12

Can be time consuming and expensive

May have to compete for labour

Need to manage candidate experience

Internal existing employees may become demotivated and may leave Organisation if progression denied

Question 13

How can companies evaluate effective recruitment methods?

Answer 13

1. Cost per hire and time per hire
2. Number of vacancies filled
3. Number, quality and diversity of candidates
4. Ratio of offers to acceptance

Question 14

What selection methods do companies use when selecting employees.

Answer 14

1. Interview
2. Assessment centres
3. Online tests
4. Bio Data

Question 15

Give the classic trio in selection methods

Answer 15

1. Application form
2. Shortlist
3. References

Question 16

Give some evaluation methods that can be used to evaluate selection methods

Answer 16

Reliability – Does the method or test produce similar results if applied multiple times? Ie achieve consistent results
Validity – Tests for example are suitable for the job vacancy and chosen on the basis that a high test score provides an indication of future job performance – the extent to the method used measures what it is intended to do
Fairness – Make any adjustments if necessary ie longer time to complete a test or other appropriate support
(Ethical and Legal) Employers should adopt a trustworthy process & comply with Employment Law specifically Equal Opportunities Act 2010
Time – too many steps in recruitment process?

Question 17

What are the types of recruitment interviews

Answer 17

1. Structured and Unstructured – All candidates asked same questions or more of a conversation
2. Sequential – number of interviews ie perhaps with HR team before Line Managers
3. Panel v 1-1 – Panel frequently used in public services with a Chair
   1-1 less intense for candidate but potential for interviewer bias

Question 18

What is the difference between competency and situational behavioural interviewing?

Answer 18

Competency:
1. Interviewer looking for evidence of skills applied – maybe generic eg team working
2.May be specialist to the job role
3. Looking for examples (looking back, the past) Give me an example of when you worked as part of a team…..

Situational behaviour:
1. Interviewer looking for your response regarding how you would manage a situation/challenge
2. Looking forward – what if this happened how would you deal with it?