1.1 Recruitment Process and Techniques
Understanding:
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What are the primary steps involved in the recruitment process?
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Define recruitment and it's techniques and their importance in HRM.
Analysis/Evaluation:
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Compare the effectiveness of internal versus external recruitment.
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Evaluate the impact of technological advancements on traditional recruitment methods.
Application:
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Suppose you are an HR manager in a startup. How would you design a recruitment process from scratch?
1.2 Job Analysis and Workforce Planning
Understanding:
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Define Job analysis .What is the purpose of job analysis in HRM?
Define Job specification and description
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Explain the relationship between workforce planning and organizational strategy.
Analysis/Evaluation:
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Assess the consequences of not conducting a proper job analysis before recruitment.
Application:
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Design a simple job analysis for a sales executive position. What information would you include?
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If tasked with workforce planning for a company expecting rapid growth, what factors would you consider?
1.3 Sourcing Strategies: Online and Offline
Understanding:
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What are the differences between online and offline sourcing strategies?
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List various online and offline sourcing techniques used in recruitment.
Analysis/Evaluation:
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Analyze the benefits and drawbacks of social media as a sourcing strategy.
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Evaluate how offline sourcing strategies can still be relevant in the digital age.
Application:
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As a recruiter, how would you blend online and offline sourcing strategies to fill a niche technical role?
1.4 Recruitment Marketing: Social Media, Career Portals, and Referrals
Understanding:
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What is recruitment marketing, and why is it crucial for modern businesses?
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How do career portals contribute to the recruitment process?
Analysis/Evaluation:
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Evaluate the effectiveness of social media platforms like LinkedIn for recruitment marketing.
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Analyze the role of employee referrals in maintaining organizational culture.
Application:
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Design a recruitment marketing campaign using a combination of social media, career portals, and employee referrals.
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Suppose your company has a weak employer brand. How would you use recruitment marketing to enhance it?
Applicant Tracking Systems (ATS) and Recruitment Metrics
Understanding:
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What is an Applicant Tracking System (ATS), and how does it function?
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Why are recruitment metrics essential for evaluating the recruitment process?
Analysis/Evaluation:
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Evaluate the potential challenges of relying entirely on ATS for candidate screening.
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Analyze the importance of tracking recruitment metrics in decision-making.
Application:
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If tasked with selecting an ATS for a medium-sized organization, what features would you prioritize?
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Design a set of recruitment metrics to assess the effectiveness of a recent hiring campaign.
