Question 1 It is imperative that recruitment and selection should be aligned with business and strategic plans. For instance, if the strategy of the business is to leverage the highly skilled manpower...

Question 1
It is imperative that recruitment and selection should be aligned with business and strategic plans. For instance, if the strategy of the business is to leverage the highly skilled manpower to develop innovative products such as in research and development, then the recruitment method and selection techniques adopted are significantly different from that adopted from hiring sales employees for a bank. The role of recruited manpower and their significance in the overall strategy impacts to a large degree recruitment and selection.


Question 2
The main process for building a workforce is HR planning. This involves the following steps.
The strategic HR planning process has four steps:
•    Assessing the current HR capacity
•    Forecasting HR requirements
•    Gap analysis
•    Developing HR strategies to support organizational strategie


Besides, the HR also needs to deploy strategies for retention of talented employees and enhance the overall job satisfaction of the employees which would minimise retention and assist in building of an able workforce.


Question 3
The various steps to recruitment and selection are given below.
•    Step 1: Identify Vacancy and Evaluate Need
•    Step 2: Develop Position Description
•    Step 3: Develop Recruitment Plan
•    Step 4: Select Search Committee
•    Step 5: Post Position and Implement Recruitment Plan
•    Step 6: Review Applicants and Develop Short List
•    Step 7: Conduct Interviews
•    Step 8: Select Hire
•    Step 9: Finalize Recruitment




Question 4
Each position requires a documented Recruitment Plan which is approved by the organizational unit. A carefully structured recruitment plan maps out the strategy for attracting and hiring the best qualified candidate and helps to ensure an applicant pool which includes women and underrepresented groups including veterans and individuals with disabilities. In addition to the position’s placement goals the plan contains advertising channels to be used to achieve those goals. The recruitment plan is typically developed by the hiring manager in conjunction with the Departmental HR Coordinator. Placement goals identified are displayed on the position requisition in the ATS.
Recruitment plan elements:
A.    Posting Period
B.    Placement Goals
C.    Additional Advertising Resources
D.    Diversity Agencies
E.    Resume Banks


Besides, the above a detailed job description also is required so as to define the underlying role and associated responsibilities
Question 9
c,d,e,f,g, h
Question 10
In order to ensure that position description is kept up to date, it is imperative to regularly consult the current position responsibility in the organisation. The person who is currently occupying the position should be asked to define the roles and responsibilities after periodic intervals which would ensure that position is kept updated. Feedback from the reporting manager may also be sought.
In order to ensure that person specification is kept up to date, it is required that job description should be taken into consideration and skills should be added keeping in mind the addition in the job description.
Question 11
The person specification is a description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. The specification should be derived from the job description and forms the foundation for the recruitment process.
Question 12
Start With Your Local Newspaper
Local newspapers will find local candidates, with the advantages that they already know the area, have a place to live and won't be distracted by having to assimilate their families, enroll children in school and find their way around.