Week 2

Question 1

Recruitment

Answer 1

Means of attracting a pool of applicants from the job market

Question 2

Selection

Answer 2

Choosing the right applicant from the pool of candidates

Question 3

Examples of internal job candidates

Answer 3

Examining current HR records
Internal job postings
Rehiring former employees
Succession planning

Question 4

Pros and Cons of internal

Answer 4

Pros
- Foreknowledge of candidates strengths and weaknesses
- More accurate view of candidates skills
- Candidates have stronger commitment to the company
- Increase employee morale
- Less training & orientation
Cons
- Failed candidates become discontented
- Inbreeding of status quo

Question 5

Advantage of advertising

Answer 5

• Cost-effective
• Quickers applicant responses
• More applicants attracted over a longer period
• Online prescreening of applicants

Question 6

Employment agencies

Answer 6

• can be public (labour department) or private
• general recruitment agency
• executive recruiter (head hunters)
• temp agency
  Why ?
• save top management time
• can solicit passive job seekers
• recruiters fee ,maybe insignificant compared to time saved

Question 7

Campus recruiting

Answer 7

-CB career fair
- organise recruitment talks with career centres in unis
- provide good candidates with on-site applications & interviews
- arrange student internships

Question 8

Employee referrals

Answer 8

• applicants are referred to the org by current employees
• referrals are a cost-effective recruitment program

Question 9

Walk-ins / Job fairs

Answer 9

• Direct applicants from other sources
• Courteous treatment of any applicants is a good business practise for employee branding
• a job fair could be a PR activity.

Question 10

How to assess the effectiveness of different recruitment sources:

Answer 10

• number of employment offers
• number of acceptances
• total cost in recruitment
• turnover after 1 year
• average performance rating after 1 year

Question 11

Advantages and risks associated of using social media in recruitment

Answer 11

Pros (Advantages)
- global access to a diverse candidate pool
- can reach out to “passive” candidates
- better reach to digital savvy gen y & z candidates
- employer branding
- develop a pool of potentially qualified candidates
- obtain more information about the candidates
Cons (Risks associated)
- inavasion of applicant privacy
- information obtained may not be job relevant
- information posted are not standardised across applicants
- information posted maybe distorted due to applicants social desirability or self-monitoring