TAR Unit 2

Jody has been tasked to prepare a list of professional attributes and expertise of employees within the organisation for potential candidates to fill a newly vacated position. Which method within internal recruitment is this?

• Job Bidding

• Job Posting

• Talent Inventory

• Employee Referral

Your HR Manager is advising the Senior Management to look towards internal recruitment to fill existing vacancies. In his opinion, this will send a positive message to employees that the organisation value them and they are giving them opportunities to advance their career. Which of the following advantages is he referring to?

• Cost Less

• Reduce Time to Hire

• Shorten On-Boarding Times

• Strengthen Employee Engagement

Over the years, AGJ Pte Ltd has relied heavily on internal recruitment to fill the job vacancies in their company. As a result, processes and technology within the company have remained unchanged for the last 10 years. The employees are reluctant and resistant to change when they have been asked to explore new assistive technolofy for the workplace. This is an example of

• Inflexible Culture.

• Incorrect Recruitment.

• Unengaged Employees.

• Traditional Recruitment.

Your HR Manager decided to engage the services of Finn Talent Search (FTS). FTS is known for their creative recruitment methods, strong experience in the field of IT and clear fee structure. Which of the following are the correct reasons why FTS was chosen? [You may choose more than 1 answer]

• Talent Required.

• Recruitment Techniques.

• Additional Value-Added Service

• Transparency.

• Market Knowledge.

The Logistics Manager of your company has just resigned without notice and due to the existing workload in the company, this position needs to be filled immediately. As such, you have approached Finn Talent Search for help. This is an example of

• On-Demand Recruitment.

• Contingency Recruitment.

• Retained or Executive Search.

• Recruitment Process Outsourcing.

Your HR Manager recently complained about the services of Moonstone Talent Search (MTS). From the recent recruitment exercise, it was found that the pool of applicants were not targeted, which resulted in more time spent by the staff to sieve through the applications. MTS was also unable to provide an analysis on outcome of the recruitment. Which of the following explains the situation above? [You may choose more than 1 answer]

• Costs can spiral.

• Lost labour hours.

• A lot of competition.

• Attracts bad candidates.

• Difficult to measure effectiveness.

Which of the following is not an example of e-recruitment platforms using technology?

• Social Media Groups

• Online Communities and Forums

• Employee Referral

• Company In-House Recruitment

When preparing an external recruitment advertisement, especially in publications, it is important to note if it is suitable for their target audience. Which of the following factors is this?

• Type of Position

• Cost of Advertising.

• Readership and Circulation.

• Frequency.

One of the most important element in a recruitment advertisement is inclusion of the the required skills and desirable skills that the candidate can offer. This is referred as

• Competencies.

• Core Competencies.

• General Competencies.

• Technical Competencies.

One of the key procedures in recruitment where pertinent information shared by the candidate about previous employment are being checked is called

• Personal Check.

• Reference Check.

• Background Check.

• Competency Check.