Topic 2

Question 1

What is employee resourcing?

Answer 1

Finding the right person for a specific role in an organisation.

Question 2

What is the difference between recruitment and selection?

Answer 2

Recruitment attracts candidates; selection chooses the best one.

Question 3

What are the key stages of the recruitment process?

Answer 3

Job analysis, creating a job description and person specification, advertising the job, and shortlisting candidates

Question 4

What does a job description include?

Answer 4

-Job title
-Department/teams reports to
-Purpose of the role
-Key duties and responsibilities
-Required qualifications
-Skills and competencies
-Experience
-Working conditions
-Performance criteria

(Optional) Salary or pay grade

Question 5

What does a person specification include?

Answer 5

-Required qualifications
-Knowledge relevant to the role
-Skills and abilities (technical and interpersonal)
-Experience (type and level)
-Personal attributes (e.g., reliability, motivation)
-Desirable vs. essential criteria
-Competency-based criteria (optional)

Question 6

What does AIDA stand for in job ads?

Answer 6

Attention, Interest, Desire, Action

Question 7

What is shortlisting?

Answer 7

Eliminating unqualified candidates based on the job criteria.

Question 8

What tool helps structure shortlisting decisions?

Answer 8

A shortlisting matrix.

Question 9

What does ATS stand for?

Answer 9

Applicant Tracking System.

Question 10

How can ATS systems be problematic?

Answer 10

They may reject qualified candidates due to missing keywords.

Question 11

What is person-job fit?

Answer 11

How well a candidate’s skills match job requirements.

Question 12

What is person-organisation fit?

Answer 12

How well a candidate aligns with organisational culture.

Question 13

What are structured interviews?

Answer 13

Planned questions based on job criteria; more valid and reliable.

Question 14

What are behavioural interviews?

Answer 14

Interviews based on past actions and experiences.

Question 15

What are situational interviews?

Answer 15

Interviews asking what candidates would do in hypothetical scenarios.

Question 16

List common interview biases.

Answer 16

Halo/horns effect

Question 17

What are psychometric tests used for?

Answer 17

Assessing abilities

Question 18

What is personality profiling?

Answer 18

Assessing personality traits to predict job fit.

Question 19

What is the role of work samples?

Answer 19

Testing a candidate’s practical or technical skills.

Question 20

What is an assessment centre?

Answer 20

A selection method using multiple tools to evaluate candidates.

Question 21

How is AI used in recruitment?

Answer 21

To screen CVs

Question 22

Why is transparency important in algorithmic hiring?

Answer 22

Candidates perceive AI as more fair when its use is clearly explained.

Question 23

What is a key legal consideration in recruitment?

Answer 23

Avoiding direct and indirect discrimination.

Question 24

Why are structured interviews better than unstructured?

Answer 24

They increase fairness

Question 25

What metrics are used to evaluate recruitment effectiveness?

Answer 25

Return rate of applications, Time taken to fill the role, Number of suitable vs. unsuitable applicants, Number of applicants at each selection stage, Number of hires, Retention rate (e.g., after 6 months), Cost of recruitment process

Question 26

What does Lavanchy et al. (2023) say about AI fairness?

Answer 26

Candidates prefer AI if it’s transparent and includes human input.

Question 27

What is employee resourcing in HRM?

Answer 27

It refers to the process of finding the ‘right’ person for a particular role within a specific organization, crucial for business success and cost management.