HRM Techniques I Unit 4: Recruitment Process

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Questions and Answers

What is the primary goal of the recruitment process?

To reduce the time spent on hiring employees

To provide the organization with a pool of qualified candidates (correct)

To determine the salary range for a position

To ensure all applicants are interviewed

What is the primary purpose of a CV when applying for a job?

To serve as an informal introduction to the employer

To include non-relevant personal details

To showcase personal hobbies and interests

To provide a comprehensive summary of professional qualifications and career goals (correct)

Which of the following best describes outsourced recruiting?

Recruitment handled by a combination of internal HR and external companies (correct)

Recruitment conducted by a specialized recruiting company (correct)

Recruitment that relies solely on employee referrals

Recruitment conducted solely by the internal HR department

What is NOT a source of internal recruitment?

External job boards (C) Signup and view all the answers

Which channel is most effective for targeting specific job field applicants?

Professional/Career Websites (B) Signup and view all the answers

What can negatively impact the number of applicants to a company?

Having a poor employment brand or image (B) Signup and view all the answers

What is an important aspect of the success rate in the selection process?

The qualifications of the recruitment pool (C) Signup and view all the answers

What aspect can recruitment help organizations achieve?

Affirmative action goals (D) Signup and view all the answers

Which aspect of employer branding can affect applicant self-selection?

Organizational culture perception (A) Signup and view all the answers

What is a common characteristic of Internet Job Boards?

They allow easy access to a wide range of job candidates (C) Signup and view all the answers

Which of the following is a step in the recruitment process?

Receive CVs/application forms (A) Signup and view all the answers

What typically prompts the identification of a job vacancy?

A resignation or retirement (D) Signup and view all the answers

How can a positive employer image impact recruitment?

It attracts more qualified applicants (B) Signup and view all the answers

What is one reason companies develop their own recruitment websites?

To facilitate the collection of resumes and applications more efficiently (C) Signup and view all the answers

What does HR planning help ensure in the recruitment process?

There is a proper pool of qualified candidates when needed (A) Signup and view all the answers

What can happen when a firm has frequent downsizings?

It can lead to high turnover and decreased applicant interest (B) Signup and view all the answers

What is one of the main advantages of internal recruiting methods?

Faster adaptation to company culture (D) Signup and view all the answers

Which of the following is a common external recruiting method?

Recruitment through social media (A) Signup and view all the answers

What is a disadvantage of internal recruiting methods?

Potential for lower morale among internal candidates (B) Signup and view all the answers

In the context of recruitment, what distinguishes methods from sources?

Methods are about how to reach candidates while sources identify potential applicants. (C) Signup and view all the answers

What is a specific external recruiting method mentioned?

Online recruitment through career events (B) Signup and view all the answers

What is the main purpose of a resume (CV) in the application process?

To focus on the suitability of the candidate's skills (D) Signup and view all the answers

Which of the following is NOT a benefit of using external recruitment methods?

Increased engagement from existing employees (C) Signup and view all the answers

What is a potential negative consequence of replacing an internal employee with an external hire?

Creating new vacancies within the organization (D) Signup and view all the answers

Study Notes

Unit 4 Recruitment Process

HRM Techniques I 2022

Recruitment Process

Introduction: Recruitment is a continuous process, a series of basic steps to get the right workforce.
Definition of Recruitment: A process of creating a pool of qualified candidates for a particular job and discovering potential candidates.
Importance of Recruitment: Provides organizations with a qualified candidate pool, enhances selection success rates, enables affirmative action goals, and improves organizational effectiveness
Recruitment Process and Responsibilities:
HR Unit: Forecasts needs, prepares ads/campaigns, plans and conducts efforts, audits and evaluates activities.
Managers: Anticipates needs, determines KSAs, assists with information on job requirements, reviews recruiting success/failure.
Organization-Based vs. Outsourced Recruiting:
Organization-based: HR department handles the recruitment.
Outsourcing: Hiring a specialized recruiting company.
Mixed approach: HR focuses on core processes, outsourcing specific tasks.

Sources of Recruitment

Internal: Promotion, Transfer, Upgrading, Demotion, Retired Employees, Retrenched Employees
External: Advertisement, Educational Institutes, Placement Agencies/Outsourcing, Employment Exchanges, Labour Contractors, Employee Referrals

Advantages and Disadvantages of Internal and External Recruitment

Internal:
Advantages: Cheaper/faster recruiting, easier onboarding, employees knows the organization, increased employee engagement, loyalty, promotion opportunities.
Disadvantages: Missing new ideas/perspectives, more experienced/expertized, less diversity, limits number of potential applicants, competition between employees.
External:
Advantages: New blood, new ideas/perspectives, more experienced/expertized candidates, higher motivation, greater diversity, and a larger pool of candidates.
Disadvantages: Longer/more expensive process, adaptation may be longer, less effective process, potential to cause morale problems for internal employees

Recruitment Methods

Internal: Organizational databases, job postings, promotions, transfers, current employee referrals, re-recruiting of former employees. This process may require the company to reach applicants using several methods
External: Recruitment agencies (e.g., headhunters), online methods (social media, career events), printed publications (newspapers, e-newspapers), career events
Importance of Differentiating Methods and Sources: Methods describe how to reach qualified applicants, while sources describe where to find those applicants

The Application Process

Application Form: Standardized format, customized for specific positions or generalized to all applications, accompanied by job details.
Curriculum Vitae (CV)/Résumé: Personal account of applicant's background, highlighting suitability, qualifications, professional experience as well as career overview

E-Recruitment

Internet Job Boards: Provide access to many candidates, useful for finding job positions and compensation information.
Professional/Career Websites: Target specific applicants interested in specific fields, reduce less qualified candidates
Employer Websites: Effective and efficient for recruiting, encourage email resumes/online applications.

Employer Branding and Image

Importance: Organizations perceived as desirable employers attract better applicants. A positive image is key for attracting top talent
Impact: Good pay and benefits but harsh work demands have resulted in high turnover rates, a low rate of applicants interested in a specific firm

Summary

Recruitment: Process of generating a qualified candidate pool for organizational jobs.
Internal vs External: Decision depends on advantages and disadvantages.
Completion recruitment stage: When all CVs or application forms reach the organization
Next Step: Selection process

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Description

This quiz covers the recruitment process as outlined in Unit 4 of HRM Techniques I 2022. Explore the fundamental steps involved in recruiting the right workforce, the importance of recruitment, and the roles of HR units and managers. Understand the differences between organization-based and outsourced recruiting strategies.