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Human Resource Management Recruitment & Selection


Q.01: What is recruitment? Ans: Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the Organization. It is often termed positive in that its objective is to increase the selection ratio, the number of applicants per job opening. Q.02: What is selection? Ans: Selection, on the other hand, is negative it involves screening and appraising these applicants and rejecting those who are unsuited for jobs to be filled. Q. 03: What is the selection process? Ans: Selection process: Reception of applicants Preliminary interview Application blank Employment tests Interview Investigation of previous history Preliminary selection in the Employment Section Final selection by the line Boss Physical examination Placement

Q. 04: What is recruitment and selection process? Ans: The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job. Q. 05: What is employment or personnel planning? Ans: The process of deciding what positions the firm will have to fill and how to fill them. Q. 06: What is trend analysis? Ans: Study of a firms past employment needs over a period of years to predict future needs. Q. 07: What is ratio analysis?

Ans: A forecasting technique for determining future staff needs by using ratios between, for example, sales volume and number of employees needed. Q. 08: What is scatter plot? Ans: A graphical method used to help identify the relationship between two variables. Q. 09: What is computerized forecast? Ans: Determining of future staff needs by projecting sales, volume of production, and personnel required to maintain this volume of output, using software packages. Q. 10: What do you mean by qualifications inventories? Ans: Manual or computerized records listing employees education, career languages, special skills, and so on, to be used in selecting inside candidates for promotion. Q. 11: What do you mean by personnel replacement charts? Ans: Company records showing present performance and promotability of inside candidates for the most important positions. Q. 12: What is position replacement card? Ans: A card prepared for each position in a company to show possible replacement candidates and their qualifications. Q. 13: What is recruiting yield pyramid? Ans: The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted. Q. 14: What is job posting? Ans: Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, like qualifications, supervisor, working schedule, and pay rate. Q. 15: What is succession planning? Ans: The ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance. Q. 16: Write the different sources of recruitment?

3 Ans: The different sources of recruitment are: Internal sources of candidates External sources of candidates Q. 17: What is the Internal source? Ans: It refers to the present working force of a company. In the event of a vacancy, some one already on the pay roll is promoted, transferred or sometimes demoted. Q. 18: What are the advantages of internal sources? Ans: Some of the advantage in using internal sources are as follows: First, theres really no substitute for knowing a candidates strengths and weakness. If there are reductions in the work force pending in any of the departments, this policy can help to prevent employee lay-offs. It is often accurate view of the persons skills. Inside candidates may also be more committed to the company. Morale may rise if employees see promotions as rewards for loyalty and competence. Inside candidates may also require less orientation and training than outsiders. Q.19: What are the disadvantages of internal sources? Ans: The disadvantages of internal sources are: In some instances, qualified replacements may not be available within the company to fill certain vacancies. The hiring of certain experienced personnel from other Companies is sometimes desirable in order to gain new technical information or industrial know-how. Outsiders also may bring new ideas and enthusiasm into the Company, and help to revitalize it. The excessive use of internal sources can shelter employees from the competition of outside applicants who may superior qualifications. If employees must compete only with their co-workers in gaining advancement, the quality of the Company performance may suffer in the process. Inbreeding is another potential drawback. When all managers come up through the ranks, they may have a tendency to maintain the status quo, when a new direction is whats required.

Q.20: What are the sources used to find external candidates?

4 Ans: Among the more commonly used external sources are the following: Advertising Employment Exchanges Educational Institutions Recommendations Unsolicited applicants.

Q. 21: How many types of employment agencies are there? Ans: There are three types of employment agencies: 1) Public agencies operated by federal, state or local government 2) Agencies associated with nonprofit organizations 3) Private owned agencies Q. 21: What is alternative staffing? Ans: The use of nontraditional recruitment sources. Q. 22: How many types of executive recruiters are there? Ans: There are two types of executive recruiters: 1) Contingent 2) Retained Q. 23: What is On Demand Recruiting Services (ODRS)? Ans: A service that provides short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms. Q. 24: What is an application form? Ans: The form that provides information on education, prior work record and skills.

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