Scribd
Upload
32 views

Assignment

Uploaded by

zubairt0110
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
32 views

Assignment

Uploaded by

zubairt0110
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 5

RECRUITMENT AND SELECTION PROCEDURE.

Assignment

Name : M.Zeeshan
Roll No : GDHMUS220502
Q1:

How do line department and human resource employees work together to recruit
new employees?

Ans:

Line departments and Human Resources (HR) collaborate to recruit new employees. The
line department identifies staffing needs and defines job requirements. HR develops
recruitment strategies and creates job postings. They work together to create a job
description and source candidates.HR screens applications and coordinates interviews
and logistics. The line department participates in shortlisting and interviewing
candidates. They make the final hiring decision together. This collaboration ensures
compliance with labor laws and supports fairness. Effective teamwork streamlines the
hiring process and attracts top talent.

Q2:

How can exit interviews help improve recruiting and selection method ?

Ans:

Exit interviews significantly improve recruiting and selection methods by identifying


reasons for turnover, revealing recruitment misconceptions, and providing valuable
feedback. Departing employees share insights into job expectations, company culture,
and work environment, refining job descriptions and employer branding strategies. Exit
interviews also inform training needs and benchmark against industry standards.
Organizations can refine job descriptions, enhance candidate screening, improve
employer branding, and develop targeted training programs. This leads to reduced
turnover rates and increased new hire quality and retention. Effective use of exit interview
data streamlines recruitment processes, attracting better-suited candidates.
Q3 :

What can your property do to make open positions easier to fill ?

Ans :

In addition to the actions our property can do to facilitate the filling of available positions,
your property should concentrate on enhancing its employer brand by providing
competitive pay, benefits, and a happy work environment. Streamlining the employment
process—for example, by simplifying applications and expediting interviews—can help
draw in more applicants. The application pool can also be increased by utilizing targeted
advertising, interacting with regional job sites, and providing incentives for referrals.
Attracting and keeping the best individuals can also be facilitated by creating a positive
workplace culture, offering clear job descriptions, and encouraging internal growth
possibilities.

Q4 :

What internal and external recruiting techniques can you use when staffing your
department?

Ans :

You can staff your department by offering work rotations or promotions in addition to
internal strategies like succession planning, employee referrals, and internal promotion
through job advertisements. To reach a larger pool of applicants, you can also advertise
openings externally on job boards, through recruitment firms, on social media, at job
fairs, and by utilizing your professional networks. By combining internal promotions with
external hiring, you can make sure that your team is comprised of both experienced
members and new recruits.
Q6 :

What preparations should you make before interviewing job applications ?

Ans :

Prior to interviewing job candidates, you should evaluate their resumes and cover letters
in detail to learn about their experience and qualifications. Create a prepared list of
questions that are structured and specific to the position, emphasizing experience,
critical skills, and cultural fit. Make sure your inquiries are relevant to the role by
familiarizing yourself with the job description. Plan the interview type (in-person, virtual,
or panel), make sure the required technology and materials are available, and set up a
formal yet pleasant setting. Finally, if you are a member of a panel, work together with the
other interviewers to guarantee uniformity in the process.

Q9 :

How should you end a job interview?

Ans :

At the conclusion of a job interview, it’s important to express gratitude to the candidate
for their time and interest in the role. Give a summary of the following phases in the hiring
procedure, together with the anticipated time frame for any follow-up or feedback. Allow
the candidate to ask any last questions and thank them for their participation and
answers during the interview. Finally, make sure you make a good impression by bidding
the candidate goodnight in a kind manner and encourage them to stay in contact..

You might also like