#2.1 : Organizational Structure, Recruitment, Selection, and Hiring (pt. 1)

Question 1

It is made for people to know their level and position in the organization. It also serves to communicate what tasks they should handle.

Answer 1

Organizational Structure

Question 2

4 importance of organizational structure

Answer 2

1. creates specific job positions within the organization and the assignment of responsibilities
2. establishes a line of communication that includes every level of the structure
3. clears definition of who can manage the process of purchasing raw materials and other resources
4. marketing executives may also communicate with sales personnel, owners, and others.

Question 3

Without an effective structure, the effort to generate revenue will not be _________.

Answer 3

successful

Question 4

It is a process that involves identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and onboarding employees

Answer 4

Recruitment

Question 5

Recruitment is the core function of what department?

Answer 5

Human Resources

Question 6

An efficient recruitment process aims to find the _______________________________.

Answer 6

right fit for the right job at the right time

Question 7

1st phase of the recruitment process

Answer 7

Identifying the Hiring Needs

Question 8

Why should we need to check the condition of the existing teams before identifying a hiring need?

Answer 8

To see if they are having a hard time with the workload and in need to ease their responsibilities.

Question 9

Forecast what is needed in the near _____ and if it needs additional employees.

Answer 9

future

Question 10

Why should we regularly supervise and analyze the performance of employees?

Answer 10

To list down the missing qualities, qualifications, skills, and proficiencies needed in hiring a new job.

Question 11

5 Factors That Influence Recruitment

Answer 11

1. Size of the organization
2. Salary structure
3. Work culture and working conditions within the organization
4. The growth rate of the organization
5. The current state of employment in the economy

Question 12

2nd phase of the recruitment process

Answer 12

Preparing the Job Description

Question 13

What should be contained in a job description?

Answer 13

It should be comprehensive and must contain what potential employees must have in order to meet the demands of the role.

Question 14

Checklist for Crafting the Perfect Job Description

Answer 14

Company Name & Description, Core Values, Benefits Offered, Location, Job Title, Department, Industry Pay, Description of Duties, Demand (specific skill, knowledge, experience, and training needed), Qualities (nice to have and would be an added advantage)

Question 15

Do’s of a perfect job description

Answer 15

Personalize, be specific, use the right keywords, use bullets, keep the tone conversational, provide details when you can

Question 16

Dont’s of a perfect job description

Answer 16

Big chunks of text, jargon or metaphors, sugarcoating the challenging aspects

Question 17

3rd phase of the recruitment process

Answer 17

Talent Search

Question 18

What is the purpose of talent searching?

Answer 18

It aims to identify, attract, and motivate the right talent to apply.

Question 19

Two sources of recruitment

Answer 19

Internal and External

Question 20

Two sources of recruitment

Answer 20

Internal and External

Question 21

This will motivate the existing employees to be more productive, maximize their job satisfaction and sense of security, and reduce the attrition rate along with cost and effort.

Answer 21

Internal Sources of Recruitment

Question 22

Filling a vacancy by transferring a suitable candidate from within the organization to a different location without any changes in the job role, status, or salary.

Answer 22

Transfer

Question 23

Filling a vacancy by offering a high-performing employee to take over a senior position and handling additional responsibilities along with a raise in salary.

Answer 23

Promotion

Question 24

Filling the lower positions by lowering the position of underperformers.

Answer 24

Demotion

Question 25

Filling a vacancy by asking the employees of the organization to help fill the vacancies through an employee referral program where employees are incentivized.

Answer 25

Existing Employees

Question 26

Asking retired employees to fill a vacant position until an appropriate candidate is found.

Answer 26

Retired Employees

Question 27

Reaching out to previous applicants on file.

Answer 27

Previous Applicants

Question 28

This offers a wider scope for selection for it will give the organization a big number of qualified candidates to choose from.

Answer 28

External Sources of Recruitment

Question 29

Use of print media or for better results and reduced cost, use of digital media.

Answer 29

Advertisements

Question 30

Use of the internet, the preferred platform for job seekers.

Answer 30

Job Portals

Question 31

Use attractive headers, compelling content, and engaging employee videos to attract potential talents.

Answer 31

Company’s Careers Site

Question 32

Use of Facebook, Twitter, and other social networking sites to find talents.

Answer 32

Social Networking Platforms

Question 33

These agencies employ various tools and techniques to find talents

Answer 33

Placement Agencies

Question 34

A one-stop public event for job seekers, ideal for bulk recruitment.

Answer 34

Job Fairs

Question 35

Partnering with universities for job vacancies.

Answer 35

Campus Placements

Question 36

They maintain an up-to-date database of trained and qualified professionals in their respective fields and make a great resource for tapping top industry talent.

Answer 36

Professional Bodies