HRM Tutorial 5

Group members:
Chia Pei Xuan IBU1904084

Edde Lo Ming Sheng IBU1904090
Florence Ling Ker Xin IBU1904091
Josephine Jong Chia Yee IBU1904094
Low Wai Lin IBU1904098
Soh Shi Huang IBU1904104
Thong Jin Wei IBU1904112
Syeba Santania IBU1809923
Tutorial 5
Question 1 Define the term recruitment. Provide at least one example/scenario.

Recruitment is the method of actively seeking out, finding and recruiting candidates for a
particular job or position. The definition of recruitment includes the entire hiring process, from
inception to the individual recruit’s integration into the company. Recruiting provides
information that will attract a significant pool of qualified candidates and discourage unqualified
ones from applying. Recruiters are required to promote the organization to prospective applicants
to minimize the costs of processing unqualified candidates.
Effective recruiting is important since it allows a company to fill open positions while their
competitors may have missed solid opportunities. For example, you fill open positions 50%
faster than industry average, you are more likely to get better employees more quickly. It saves
the time of the firm to seek for the best candidates who are suitable for the position.
Question 2 Explain constraints human resource managers face in determining recruiting

sources. Support your answer with at least one example.
● Organization’s image
The company's image in the community largely affects the process of recruitment. An
individual may not be interested in applying for a job in an organization that is not good
for goodwill. For example, if the organizations have undesirable attitudes of the
management or poor working conditions, they can get a bad image. These businesses do
not get a sufficient number of employees, even though they pay higher salaries.
● Job attractiveness
An attractive job can attract employees with superior skills and knowledge to come to be
hired. For example, if a job is boring, hazardous, tension-ridden, and lacking in
opportunities for advancement, very few persons may be available for such jobs.
● Internal organizational policies
Internal policies of the enterprise may also act as a constraint on the recruitment of new
persons. For example, a policy of filling up higher positions from outside can discourage
competent persons to apply in such an enterprise
● Legal influence
Government legislation may require reserving a certain percentage of posts for weaker
sections of society or for persons belonging to specified castes. For example, legislation
may require the organization to recruit new persons only from the lists supplied by
government employment exchange. Such legislations restrict the choice of management
in recruiting new persons.
● Recruiting costs
Recruitment cost is the total amount spent to recruit a hire starting from the job posting to
joining the organization. In other words, it can also be termed as cost per recruitment or
placed candidate. For example, if the total cost of hiring a right candidate is less than the
total revenue lost by not hiring him is really important.
Question 3 Identify the principal sources for recruiting employees.
- Job board, think of where your talent pool would go to find a job. If you’re looking for a
graphic designer, post your job on boards that designers usually visit.
- Company website, whether candidates arrive there directly or are directed there from
another site, this is the place where all your recruiting lives.
- Social media. LinkedIn, Facebook, Twitter, and others. Nowadays most candidates are
on one or all of these networks, making them a perfect place to promote your job openings.
- Referrals. Tapping into your existing workforce to get new talent is a smart strategy.
Whether it is having the employee submitting the candidate’s resume for him or specifically
asking for an employee referral in all your job applications.
- Direct contact. This leverages current employees specifically going after a candidate.
This usually works well with senior-level staff since they know very well what the company
is looking for and they have wide professional networks.
- Temp-to-hires. Bring in new employees through temporary or part-time employment.

Consider offering good temps and contingent employees a permanent position in your
company.
- Career fairs. This works better if you’re looking for candidates with a certain skill set
like software development or graphic design as industry-specific career fairs tend to yield
more potential candidates. Also, consider career fairs at colleges and universities would offer
a great opportunity to reach a pool of potential entry-level candidates.
- Agency. Recruiting agencies can be cost-effective options for finding top candidates from
wider talent pools, or to find heavily sought-after candidates in more specialized industries.
Question 4 Describe the advantages and disadvantages of employee referrals.
Advantages
1. Bring in high-quality candidates
The objective of any advertising for an open position is to gather a pool of qualified
candidates to evaluate. The pool of applicants will improve the amount of expertise available
overall by making current employees vouch for the individuals they suggest for a job. Since a
recommendation may influence the future of a worker, during the vouching phase, caution is
taken.
2. Rewards can encourage workers
When a recommended employee gets a job and works for a certain amount of time,
several businesses may give a monetary incentive. This form of programme decreases the hiring
cost a company might have while rewarding the good decisions of current employees. Since
morale is improved, staff are promoted, and vacant positions are filled, it is a win-win situation.
3. Retention rate of referred employees become higher
Because at least one of their fellow workers already knows the referred applicants, there
is a higher level of comfort with a current career. It takes less effort to meet the culture of the
company and the relationship can also improve the newly hired applicant 's productivity. This
makes a happier worker and decreases overall turnover rates in time.
Disadvantages
1. Creation of Cliques
When the HR manager decides to hire several employees by reference, it may cause
alienation of other employees. Because new employees usually only interact with people
they know. Many HR managers usually do not consider this factor, which may cause
different teams to have a negative impact on the synergy and overall work culture.
2. Lack of Diversity
Diversification is the focus of the company's employee recruitment fairs. However,

employee referrals or job restrictions often hinder employee diversity. If a company is
composed of employees with the same specific skills, although this will make the
company particularly strong in a certain field, it will lose the possibility of diversified
development.
3. Less Stringent Screening and Interview Process

In an ideal world, all candidates for positions must go through a strict screening and
interview process to ensure that the process is fair and just, and the results are
convincing. But it is difficult to do this in the real world, especially when the HR
manager deals with employee recommendations, and it is easy to slacken off. Because the
HR manager usually knows who recommended a certain candidate, or the candidate has
outstanding performance in the field. These prior insights may make candidates less
stressed during the interview process and may derive a series of questions in the future.
Question 5 Explain and give examples for the need for effective recruiting.
- Employee recruiting means finding and or attracting applicants for the employer’s open
positions. Effective recruiting is important since it allows a company to fill open
positions while their competitors may have missed solid opportunities.
- For example, you fill open positions 50% faster than the industry average, you are more
likely to get better employees more quickly. Moreover, it also allows a company to build
a supply of potential new hires that the organization can draw on if the need arises.
- Furthermore, it is the basic step to help the next step which is the selection be successful.
If 10 candidates apply for 3 openings, you may have more choices to hire the candidates
who best fits your business. Techniques like testing or interviewing to screen out all but
the best can be useful.

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Group members:

Chia Pei Xuan IBU1904084

Question 1 Define the term recruitment. Provide at least one example/scenario.

Question 2 Explain constraints human resource managers face in determining recruiting

● Internal organizational policies

Question 3 Identify the principal sources for recruiting employees.

- Temp-to-hires. Bring in new employees through temporary or part-time employment.

Question 4 Describe the advantages and disadvantages of employee referrals.

3. Retention rate of referred employees become higher

Diversification is the focus of the company's employee recruitment fairs. However,

3. Less Stringent Screening and Interview Process

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