Scribd
Upload
21 views5 pages

Lesson 3 - PRACTICE ACTIVITIES

Uploaded by

magtalasgewelyn
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
21 views5 pages

Lesson 3 - PRACTICE ACTIVITIES

Uploaded by

magtalasgewelyn
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 5

PRACTICE / ACTIVITIES

I. Can You Remember and Understand?


A. Question & Answer:
Below are questions which definitely recall the
information about recruitment and selection. Answer it
now.
1. What is the process that attracts the most qualified
applicants?
Recruitment

2. What document does contain KSAO’s?


Job Specification

3. What document does contain job title, job duties and


responsibilities?
Job Description

4. How does HR personnel identify job vacancies?


Through workforce planning and analyzing organizational needs

5. What are the uses of job description and job specification in


recruitment process? help define the qualifications required for
the position and outline the roles and responsibilities, guiding
the recruitment process and assisting in applicant selection.

6. In recruitment process, how does HR personnel communicate


job
vacancies to possible applicants?
Through job postings on company websites, job apps,, social
media, and recruitment agencies

.7. What is a process that select and pick the most desirable
applicant?
Selection
8. What is the step where HR personnel investigates
candidate’s previous
jobs and checks his character references? Background Check

9. When do you know that you are hired?


When you receive a formal job offer or contract from the
employer.

10. What are the examples of intended and unexpected need


for
recruitment?

Intended Unexpected
a. Expansion of the business a. Sudden resignation
b. Promotion b. Unplanned leave
c. Retirement planning c. Termination of
employment

B. Enrichment:
If you are going to make your own recruitment and
selection process, how would they be? What steps and
requirement are you going to add? What steps and
requirement are you going to remove?

You may create a name for your company. Feel free to


do it. Your mind is the limit!
My Own recruitment and selection process!

Company: TechDrive Innovations

Recruitment and Selection Process

1. Workforce Planning and Analysis


- Objective: Assess current and future staffing needs based on company
growth, project demands, and skill requirements.
- Action: Conduct regular meetings with department heads to forecast staffing
needs, taking into account upcoming projects, product development, and
market trends.

2. Job Analysis and Requirements


- Objective: Create comprehensive job descriptions and specifications for each
role.
- Action:
- Job Description: Include job title, key responsibilities, specific projects, and
role in the team.
- Job Specification: List required skills, qualifications, experience, and personal
attributes.

3. Recruitment Strategy
- Action:
- Internal Recruitment: Promote opportunities within the company.
- External Recruitment: Utilize job boards, social media, and employee
referrals.
- Campus Recruitment: Collaborate with universities for internships and talent
acquisition.
4. Pre-Screening Process

- Objective: Filter out candidates who do not meet the basic requirements.
- Action:
- Application Review: Check if candidates meet the minimum qualifications.
- Pre-Screening Questionnaire: Include questions to gauge interest, salary
expectations, and basic skills.

5. Assessment Center
- Objective: Evaluate candidates' skills through practical assessments.
- Action:
- Technical Assessment: Test job-specific skills.
- Behavioral Assessment: Evaluate soft skills like leadership and teamwork.

6. Structured Interviews
- Objective: Assess candidates consistently.
- Action:
- Panel Interviews: Include members from HR, the department, and potential
colleagues.
- Behavioral Questions: Focus on past behavior.
- Technical Questions: Assess knowledge in the candidate’s field.

7. Culture Fit Assessment


- Objective: Ensure candidates align with the company’s values.
- Action:
- Value-Based Questions: Ask candidates how they align with company values.
- Team Interaction: Arrange meetings with potential team members.
8. Background and Reference Check

- Objective: Verify the candidate’s employment history and character.


- Action: Conduct detailed reference checks and confirm credentials.

1. What do you think is the best way to apply for a job? Why?
The best way to apply a job, is you know what the specification and job
qualifications in that type of work, to know if you exact in that job.
III. How Can You Relate On?

1. Like companies, we all undergo a process of selection in our lives.


What are your standards in selecting best people (friends, love ones,
companions, etc.) to be in your life?
Just as companies carefully select their employees to ensure a
productive and harmonious work environment, individuals also undergo a
process of selection when choosing the people they want to surround
themselves with. Friends, loved ones, and companions play a crucial role
in shaping our lives, influencing our happiness, growth, and overall well-
being. Therefore, it is essential to establish personal standards for
selecting the right people to share our journey. For me, these standards
revolve around shared values and principles, mutual respect, positive
influence, and effective communication.

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy