workforce planning

Question 1

costs of internal recruitment

Answer 1

• the pool of candidates is lmited
• no new ideas are brought in
• creates another vacancy that needs to be filled
• unsuccessful candidates may be demotivated or be resentful

Question 2

benefits of internal recruitment

Answer 2

• internal candidates abilities are already known
• know the culture of the business
• the business doesnt need to invest in much training
• process is quicker as theyve already got a grip of how to do the job
• internal promotion is good morale and motivation for all staff members

Question 3

costs of external recruitment

Answer 3

• no prior knowledge of the candidate knowing how to preform their job
• process is expensive as job adverts
• process can take a while to preform

Question 4

benefits of extrernal recruitment

Answer 4

• external candidates can bring in new ideas
• large pool of candidates to choose from
• external candidates may have a wider range of experience

Question 5

selection methods

Answer 5

• application forms
• CVs
• references
• interviews
• tests

Question 6

advantages of application forms

Answer 6

• Relevant information from each candidate is provided
• Easy to match against person specification
• makes it easier to compare candidate’s achievements
• Can help with equality measures

Question 7

disadvantages of application forms

Answer 7

• Hard to get a “feel” for the candidate
• Could be filled out by someone else on behalf of the applicant

Question 8

advantages of a CV

Answer 8

• allows candidate to demonstrate their full range of relevant qualifications and experience
• Allows for applicant’s personality to show – they can express themselves more fully

Question 9

disadvantages of CV

Answer 9

• Potential for exaggeration
• Candidate may not provide information required by organisation
• Candidate may provide too much information!

Question 10

advantages of testing candidates

Answer 10

• allowsobjective comparisonbetweencandidates
• providesfurther infothan interviews alone
• helps assess suitability and sopreventspoor appointment
• Candidates candemonstratetheirskillsand provetheircapabilities
• can assessesnatural abilitiesof staff and theirpotential to be successful​
• evaluatespersonalityto see if it fits withtheorganisational culture

Question 11

disadvantages of testing candidates

Answer 11

• tests taketime to set upandcomplete
• results need to beanalysed

Question 12

different type s of candidate testing

Answer 12

• Intelligence (IQ) – assesses a person’s mental capability in areas such as: general knowledge, numeracy, literacy
  Aptitude – assesses a person’s natural ability to perform certain duties such as prioritising tasks, keyboarding skills (WPM) or driving ability.
• Personality/psychometric – explore personality, attitudes and character of an applicant.
• Physical ability tests– checks the fitness of a candidate (strength, endurance, physical speed and coordination). Some jobs require a minimum standard of fitness e.g. police, fire brigade and army.
• Assessment Centres – candidates are assessed in centres in a variety of ways, including interviews, ability tests, personality measures and range of management activites e.g. problem solving exercises, role plays and leadership tasks.

Question 13

advantages of interviews

Answer 13

• Allows the interviewer and candidate to meet face to face
• Allows the candidate to get a feel for the organisation
• A checklist will be used to “grade” candidates fairly

Question 14

disadvantages on interviews

Answer 14

• First impressions may not always be accurate – especially if they’re based on irrelevant factors
• Some candidates may fail to impress through nerves
  Interviews are a comparatively expensive process