Session 7

Question 1

Introduction to Recruitement and Selection: Just read!

Answer 1

1. In today’s competitive business environment, managers in organizations are quite interested in increasing the performance of their employees.
2. Selection and recruitment are closely related because they are both concerned with placing individuals into jobs.

Question 2

Define Recruitement in your own words. Two statements.

Answer 2

1. Recruitment is the process of searching for and identifying job candidates in sufficient quantity and of sufficient quality to meet organizational human resource needs.
2. Note that recruitment is an activity that is influenced and related to the function of human resource planning.

Question 3

Please define selection.

Answer 3

Selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment.

Question 4

Please enumerate the three stages of the recruitment and selection activities: Please give also a short explanation.

Answer 4

•The recruitment and selection activities are performed in three stages:

1. Defining requirements:
   preparing job descriptions and specifications, deciding terms and conditions of employment.
2. Attracting candidates:
   reviewing and evaluating alternative sources of applicants, internal or external, advertising using agencies and consultants.
3. Selecting candidates:
   sifting applicants, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references, preparing contracts of employment.

Question 5

1. How does the recruitment process begin when a job holder has left the organization or a new job has been created?
2. Job vacancies may be filled in three ways, please enumerate first and then explain.

Answer 5

Recruitment begins with a job vacancy, created either because a job holder has left the organization or a new job has been created.

Job vacancies may be filled in three ways:

1. By appointing someone from within the organization to the position
2. By appointing someone from outside the organization to the position
3. By reorganizing work in such a way that the needs for the position no longer exists.

Question 6

1. To what activities does Recruitment refers to in an organization?
2. Apart from attracting Key staff, what is important that HR Practioners need to understand?

Answer 6

1. To define its job needs and to attract potential candidates to **fill job vacancies. **
2. Apart from attracting HR Practioners have to understand how best to RETAIN them

Question 7

Recruitment Policy

How can the recruitment policy represents the organization’s code of conduct? Please give 5 examples.

Answer 7

1. Advertise all vacancies internally.
2. Reply to every job applicant with the minimum delay.
3. Aim to inform potential recruits in good faith about basic details and job condition of every job advertised.
4. Seek candidates on the basis of their qualifications for the vacancy concerned.
5. Not to discriminate unfairly against potential applicants on grounds of sex, race, age, religion and physical disability.

Question 8

Please explain and enumerate the Recruitement and Selection Process.

Answer 8

1. Decide what positions you’ll have to fill through personnel planning and forecasting.
2. Build a pool of candidates for these jobs by recruiting internal or external candidates.
3. Have candidates complete application forms and perhaps undergo an initial screening interview.
4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.
5. Decide who to make an offer to, by having the supervisor and perhaps others on the team interview the candidates.

Question 9

Internal vs. External Recruitment

Please enumerate the reasons why an organization may decide on internal recruitment (3 reasons)

Answer 9

1. It is faster and cheaper to fill a vacancy.
2. The human resource policy requires specific position to be filled by an internal candidate.
3. Employees may be motivated to work hard if such positions are filled internally.

Question 10

Enumerate the advantages and disadvantages for Hiring from within. (5 Ad & 3 Disad)

Answer 10

Advantages

1. Foreknowledge of candidates’ strengths and weaknesses
2. More accurate view of candidate’s skills
3. Candidates have a stronger commitment to the company
4. Increases employee morale
5. Less training and orientation required

Disadvantages

1. Failed applicants become discontented
2. Time wasted interviewing inside candidates who will not be considered
3. Inbreeding of the status quo

Question 11

What are the four internal factors affecting recruiting?

Answer 11

1. The consistency of the firm’s recruitment efforts with its strategic goals.
2. The available resources, types of jobs to be recruited and choice of recruiting methods.
3. Non-recruitment HR issues and policies.
4. Line and staff coordination and cooperation.

Question 12

What are the advantages and disadvantages in Re-hiring former employees? Also mention 3 other reasons.

Answer 12

Advantages

1. They are know quantities
2. They know the organization and its culture

Disadvantages

1. They may have less-than positive attitudes
2. Re-hiring may send the wrong message to current employees about how to get ahead,

Other reasons

1. The non-availability of skills within the organization
2. The need to change the organizational culture by introducing new staff
3. Some organizations may want to benefit from employees who have diverse experience

Question 13

Enumerate the external factors affecting recruitment. First Labour markets conditions, Image of the Organization

Answer 13

Labour markets conditions

1. Looming (sich abzeichnend) undersupply of workers significantly impact an organization’s choice of recruitment programme
2. Lessening (verringern) of the trend in out-sourcing of jobs
3. Increasingly fewer “qualified” candidates

Image of the Organization
The image of the organization and how the prospective employee views the organization will ultimately have an impact on the organizations recruitment programme.

Question 14

How can an organization set out realistics requirements for potential job incumbent?

Answer 14

Trough:

1. Effective job analysis
2. Job description
3. Job specification

Question 15

Job Analysis: Please define it in 3 Statements

Answer 15

1. It is the process of collecting and analyzing information about the tasks, responsibilities and the context of jobs.
2. Job analysis information is used to inform the applicant the nature of the job they are applying for.
3. The organization uses the relevant information to define the individual characteristics which are required to do the job satisfactorily.

Question 16

Please define and explain Job description: Enumerate first which questions should be asked on a good Job description and then the Key Elements in the Job description.

Answer 16

Definition:
Identifies the skills, knowledge and attitude required to perform the tasks and duties identified in the job description.

A good Job description covers:

1. The who
2. The what
3. The where
4. The way

The key elements in the job description are as follows:

1. The job title
2. To whom the job-holder reports
3. Primary objective-the job’s main purpose
4. Key tasks
5. How the responsibilities are to be carried out
6. Extent responsibility

Question 17

External Resources:

1. Please enumerate the external recruitment sources first.
2. Try to explain them in giving statements.

Answer 17

1. Advertisement & best medium
2. Employment agency
3. **Head Hunting (Consultant) **

• *Advertising & Selecting the best Medium:**
• *Advertising: many jobs are filled in response to advertisement.**

1. • To be successful, the advertisement should be well-worded or placed in an appropriate medium.

Selecting the best medium: Depends on the positions for which the firm is recruiting:

1. Newspapers (local and specific labour markets)
2. Trade and professional journals
3. Internet job sites
4. Constructing an effective advert: wording related to job interest factors should evoke the applicant’s attention, interest, desire, and action (AIDA) and create a positive impression of the company.

Employment Agencies: private employment agencies may operate on a “no placement no fee” basis.

Head Hunting (Consultant): this an expensive type of agency and is used for more demanding and high ranking positions.

Question 18

Reason for an agency enumerate !

Answer 18

1. Can be used when the organization doesn’t have an HR department and is not geared to doing recruiting and screening.
2. The organization has found it difficult in the past to generate a pool of qualified applicants.
3. The organization must fill a particular opening quickly.
4. There is a perceived need to attract a greater number of minority or female applicants.
5. The organization wants to cut down on the time its devoting to recruiting.

Question 19

How can you avoid problems with employment agencies? Please give 6 statements.

Answer 19

1. Give the agency an accurate and complete job description
2. Make sure tests, application blanks, and interviews are part of the agency’s selection process
3. Periodically review data on candidates accepted or rejected by your firm, and by the agency
4. Check on the effectiveness and fairness of the agency’s screening process
5. Screen the agency. Check with other managers or HR people to find out which agencies have been the most effective at filling the sorts of positions needed to be filled.
6. Some agencies may have strength at recruitment in certain sectors.