QUIZ # 3: ESSAY TEST

1. Explain briefly the advantages and disadvantages of various ways of eliminating a

Setting organization goals and making strategies are one of the activities included in
conducting a human resource planning and redressing a pending labor shortage or surplus
should be done for the organization their goals. To eliminate labor surplus and avoiding
labor shortage, a company can do various ways such as downsizing, offering early
retirement programs, hiring temporary workers, outsourcing, offshoring, and altering pay
and hours. The most common way to eliminate labor surplus and avoid labor shortage is
downsizing wherein the organization eliminates large numbers of personnel in order to
enhance organizational effectiveness. Some pros of downsizing are bringing transparency,
retains talent, and strengthen relations whereas some of its cons are loss of credibility,
fewer opportunities, and lose of staff. Another popular way of reducing a labor surplus is to
offer an early retirement program due to older workers are sometimes more costly than
younger workers because of their higher seniority, higher medical costs, and higher pension
contributions. Whereas hiring temporary workers give organizations the flexibility needed
to operate efficiently in the face of swings in the demand for goods and services.

2. Discuss the various recruitment policies that organizations adopt to make job
vacancies more attractive.

The various recruitment policies that organizations adopt to make job vacancies
more attractive are the Job Security, Rewards, and Image Advertising. With the use of
internal recruiting and due process policies in an organization, the insight of job security and
long-term commitment is being promoted. One desirable feature of a vacancy is that it
provides ample opportunity for advancement and promotion. One organizational policy
that affects this is the degree to which the company―promotes from within—that is,
recruits for upper-level vacancies internally rather than externally. Whereas rewards is a
policy of paying higher-than-current-market wages is surely advantageous in recruiting
potential employees. The last one is the image advertising in which vacancy becomes
attractive as the organization do advertisements to promote itself as a good place to work
and to have a good company image.
3. Identify the various sources of recruits, their advantages and disadvantages, and the
methods for evaluating them.

The sources from which a company recruits potential employees are a critical aspect
of its overall recruitment strategy. The first source is direct applicants and referrals, these
sources may result to issues such as lack of potential candidates. On the other hand, if
recruiting through direct applicants and referrals is not enough on the vacancies needed to
be filled-up, advertisements in newspapers and periodicals may be used by an organization.
Another way is the electronic recruiting wherein recruitment will be done through the use
of internet but this may be risky as there are identity thieves lurking around the internet.
Recruitment may also be done with the help of public and private employment agencies as
they will try to look for someone suitable for the vacant position on the organization using
its computerized inventory of local unemployed individuals. Lastly, recruitment may be
done through colleges and universities as they have placement services that seek to help
their graduated students get a job. Many employers have found that to effectively compete
for the best students, they need to do more than just sign prospective graduates up for
interview slots. One of the best ways to establish a stronger presence on a campus is with a
college internship program. Another way of increasing one‘s presence on campus is to
participate in university job fairs wherein where many employers gather for a short time to
meet large numbers of potential job applicants.

4. Explain the recruiter‘s role in the recruitment process, the limits the recruiter faces,
and the opportunities available.

From understanding a company’s hiring goals to finding great candidates to fill those
positions, recruiters play an important role in a company’s growth. A recruiter’s role is to
sell a job vacancy to the most deserving high-potential candidate. Recruiters have huge
responsibilities on their laps as they must first be credible and knowledgeable enough to fit
their role as they possess a big role in an organization. Recruiters must be experts in
particular jobs. Also, a recruiter’s traits are really essential in hiring employees as applicants
respond more positively to recruiters who are perceived as warm and informative. Last but
not the least, a recruiter’s realism is a must to attract high-potential candidates, he/she
should be controlled in stating the positive features of the vacancy as well as its negative
features to the applicant.
5. Identify the 17 most relevant recruitment metrics, their usage and importance to
effective and efficient recruitment activities.
Recruiting metrics are measurements used to track hiring success and optimize the
process of hiring candidates for an organization. When used correctly by organizations,
these metrics will surely help to evaluate the recruiting process and whether the company is
hiring the right people. Time to fill refers to the time it takes to find and hire a new
candidate, often measured by the number of days between publishing a job opening and
hiring the candidate. It is influenced by supply and demand ratios for specific jobs as well as
the speed at which the recruitment department operates. It‘s a great metric for business
planning and offers a realistic view for the manager to assess the time it will take to attract
a replacement for a departing employee. On the other hand, a shorter time to hire often
enables you to hire better candidates, preventing the best candidates from being snatched
up by a company that does have a short time to hire. It also impacts your candidate
experience as nobody likes a recruiting process that takes a long time. Tracking the sources
of hiring which attract new hires to your organization is one of the most popular recruiting
metrics. This metric also helps to keep track of the effectiveness of different recruiting
channels. Next one is first-year attrition which is a key recruiting metric and also indicates
hiring success. Candidates who leave in their first year of work fail to become fully
productive and usually cost a lot of money. Another one is the quality of hire which is
frequently measured by someone‘s performance rating, gives an indicator of first-year
performance of a candidate. Candidates who receive high-performance ratings are
indicative of hiring success while the opposite holds true for candidates with low-
performance ratings. In line with quality of hire, hiring manager satisfaction is another
recruiting metric that is indicative of successful recruiting metrics. When the hiring manager
is satisfied with the new candidates in his team, the candidate is likely to perform well and
fit well in the team. Also, candidate job satisfaction is an excellent way to track whether the
expectations set during the recruiting procedure match reality. A low candidate job
satisfaction highlights mismanagement of expectations or incomplete job descriptions.
Applicants per job opening or applicants per hire gauges the job‘s popularity. A large
number of applicants could indicate a high demand for jobs in that particular area or a job
description that‘s too broad. Another recruitment metric is the selection ratio which
provides information such as the value of different assessment and recruitment tools and
can be used to estimate the utility of a given selection and recruitment system. Next one is
the cost per hire recruitment metric which is the total cost invested in hiring divided by the
number of hires. Also, candidate experience is the way that job seekers perceive an
employer‘s recruitment and onboarding process, and is often measured using a candidate
experience survey. Next metric is the offer acceptance rate which compares the number of
candidates who successfully accepted a job offer with the number of candidates who
received an offer. Another metric is the percentage of open positions which can be applied
to specific departments or to the entire organization even. Also, application completion
rate is especially interesting for organizations with elaborate online recruiting systems.
Recruitment is a funnel which begins with sourcing and ends with a signed contract, if this is
successfully done, the recruitment funnel effectiveness can be seen. Another metric is
sourcing channel effectiveness which helps to measure the conversions per channel. By
comparing the percentage of applications with the percentage of impressions of the
positions, you can quickly judge the effectiveness of different channels. Lastly, the sourcing
channel cost which divides the ad spend with the number of visitors who successfully
applied through the job opening you measure the sourcing channel cost per hire.