Unit 13 Recruitment And Selection Quiz

Organizations may wish to recruit for several reasons. Firstly, they may need to hire someone for maternity cover, as an existing employee may be going on maternity leave and they need someone to fill in temporarily. Secondly, they may want to create a new position to expand their operations or meet the demands of a growing business. Lastly, organizations may need to replace a staff member who has retired or left the company, ensuring that the workload is evenly distributed and the team remains productive.

Externally recruiting allows organizations to access a broader pool of candidates, increasing the chances of finding the most qualified individuals for the job. It also provides an opportunity to send out corporate information, such as company values and goals, which can attract potential candidates and encourage organizational growth. Additionally, external recruitment methods, such as using agencies or online advertising, provide access to a wider network of potential candidates, making the hiring process more efficient and effective.

Internally advertising job openings has several benefits. Firstly, it allows the organization to know the candidates who are already part of the company, which can help in making informed decisions about their skills and suitability for the position. Additionally, it allows the candidates to have a better understanding of the organization's culture, values, and work environment. Secondly, internal advertising has legal implications that need to be met, ensuring compliance with equal opportunity and non-discrimination laws. Thirdly, it promotes fairness to existing staff, especially if promotion opportunities are included, as it gives them a chance to advance in their careers. Lastly, internal advertising is often less expensive than external recruitment methods, saving the organization time and money.

A job description provides details about the responsibilities, duties, and tasks associated with a particular job position. It outlines the specific requirements and expectations for the role. On the other hand, a personal specification focuses on the qualities, skills, qualifications, and experience that an organization is seeking in a candidate. It describes the ideal attributes and characteristics that a person should possess to successfully perform the job. While a job description is more focused on the job itself, a personal specification is more focused on the individual who will be filling the position.

The correct answer includes two types of information usually given on a job description. The first type is formal information such as the date and name of the compiler. This helps provide context and establish the validity of the job description. The second type is broad terms and information about the post, which includes the job title, scope of the post/role, responsibilities, and education and qualifications required by the organization. This information gives potential candidates an overview of the job and what is expected of them.

Using CV's as part of the process allows an organization to quickly get a comprehensive overview of a candidate's qualifications, skills, and experience. It provides a convenient way to gather all relevant information about a candidate in one document. Additionally, since the CV is written by the applicant themselves, it is likely to highlight their positive aspects and achievements, allowing the organization to focus on the candidate's strengths during the selection process.

One disadvantage of using the telephone as part of the application process is that it does not allow access to body language or eye contact. This limitation makes it less likely for the interviewer to form a clear and accurate impression of the applicant. Non-verbal cues such as facial expressions and body movements can provide valuable insights into a person's communication style and demeanor, which are important factors to consider when evaluating job candidates. Without these visual cues, the interviewer may miss important information that could affect their decision-making process.

Online recruitment offers two main advantages. Firstly, it provides external access globally and 24 hours a day, 7 days a week. This means that job postings can reach a wider audience and potential candidates can apply at their convenience. Secondly, online recruitment can be quick, inexpensive, and offer a broad opportunity for candidates. It allows for efficient and cost-effective hiring processes, and provides a larger pool of potential candidates compared to traditional recruitment methods. While posting job openings on a company's own website is free, external support through an agency may be required for the best delivery of the recruitment process.