1. Decide on a main recruitment approach for MA (employer branding versus realistic job preview) and justify your suggestion. Suggest changes that MA should adopt in their recruitment campaigns during Covid time (20 marks) <\/p>\n
MA should use the employer branding recruitment approach as the main strategy. The strategy will enable MA to control and positively alter the dialogue relating to the company to make sure that there is higher acquisition of talent and retention. Employer branding is applicable to MA because it enables marketing of the company to potential job seekers and also allows a better understanding of how current employees perceive the company as a workplace. Employer branding is important for MA because it will not only attract better talent, but also reduce costs associated with the hiring process, and also minimize employee turnover. MA will also be able to higher faster due to a good representation of the company to potential employees. These aspects are important for MA as it recovers from the COVID-19 slump that has led to immense losses, and increased the need to turn a profit using every available approach. It is recommended that MA hires strategically, following a future-focused approach that is fair and unbiased in the recruitment process. <\/p>\n
2. List out in bullet points the weaknesses of the current selection methods (10 marks) <\/p>\n
Non-standardized interview questions for every position<\/p>\n
Shallow interview questions<\/p>\n
Invasive interview process<\/p>\n
No use of competency questions<\/p>\n
Different approaches from different interviewers<\/p>\n
Different number of interviews for different candidates<\/p>\n
Overall confusion over the entire recruitment process<\/p>\n
No criterion to decide interview process<\/p>\n
Poor planning regarding the use or non-use of tests for all candidates<\/p>\n
3. Suggest a complete selection process for an accountant in MA and justify your suggestions. Suggest changes that MA should adopt in their selection process during Covid time<\/p>\n
Application: Response to hiring ad<\/p>\n
Resume screening: Identify prime candidates<\/p>\n
Screening call: Shortlisting applicants<\/p>\n
Assessment test: Evaluation of first lot of successful applicants<\/p>\n
In-person interviewing: Determining the next hire<\/p>\n
Background checks: Fact checking to ensure reliability of finalists<\/p>\n
Reference checks: Feedback of past performance<\/p>\n
Decision and job offer: Breaking the good news to successful applicants<\/p>\n
Documentation process: Make it official<\/p>\n
Onboarding: Integration into the organization<\/p>\n","protected":false},"excerpt":{"rendered":"
1. Decide on a main recruitment approach for MA (employer branding versus realistic job preview) and justify your suggestion. Suggest<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[],"tags":[],"class_list":["post-44230","post","type-post","status-publish","format-standard","hentry"],"yoast_head":"\n