Short Answer Questions on Recruitment and Staffing

This article provides short answer questions on recruitment and staffing, including methods of gathering job information, key activities during recruitment, and criteria for evaluating candidates during interviews.

Running head: SHORT ANSWER QUESTIONS
Short Answer Questions
Name
Institutional Affiliations

SHORT ANSWER QUESTIONS 2
Short questions on recruitment and staffing
Question one: gathering information about a job role has a number of ways. One of the ways is
asking a person who has the job in the past. This person is obviously having a wide range of
information concerning the job. In case the hotel did not start that early and the experience of the
workers is not much then I would consider the next method (Cascio, 2018). Secondly, I would
inquire information from the group in which the job is to be done. These existing staffs are likely
to be doing the job already in the case of small firms after the other employee stopped working
there (Cascio, 2018). Lastly, I would gather information from the boss or the person who has the
responsibility of supervising the new job. However, this method is not a very accurate source of
information as the boss can offer information based on what he prefers. Job analysis information
can be gathered through interviewing this personnel, making an observation and having them fill
job analysis questioners. I would do the interview based on the questions about the job content
and context information about the job. This is by asking the other hotel cooks how they do their
work and in which conditions they perform their job. On the other hand, through observation, I
would be able to have a clear understanding of how the job is done and the need of doing it. In
preparation for a job description, I would gather the following information from the hotel
management; a clear identification of the job, summary, essential function and worker
requirement (Čerović, & Petrović, 2018).
Question two: the following key activities are required during recruitment;
1. Identify vacancies and evaluate the need for hiring
2. Develop a clear description of the position in question
3. Come up with a plan for recruitment

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4. Do a selection for a search committee
5. Implement the recruitment team and post the position
6. Review those who have applied and come up with a short list
7. Conduct an interview with the candidates
8. Select those then to hire
9. Finalize the recruitment (da Motta Veiga, & Turban, 2018)
Question 3: the human resource manager is the one who gives approval for the job to be
advertised. The advertisement must bear his or her signature (Hee, & Yen, 2018).
Question four: the reason why one should check the organization policies before developing an
advertisement strategy is that the policies provide the structure and framework of the
organization. Each employee should be aware of these policies because they contribute the
business culture including the business advertisement culture. The policies also serve a medium
of communicating what behaviors the organization expects to the employees. The policy also
gives the results of one violating any business policy. Therefore, one should always consider
these policies before making an advertisement strategy (Hee, & Yen, 2018). Below is an
example of an advertisement
JOB OPPORTUNITY
Job title: chef
Company name: Exchange hotel
Job category: chef
Job conditions: will be disclosed to the candidates
Qualifications: be qualified in preparation all kinds of foods.
Have knowledge in planning a menu

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Location Norway
Salary competitive to experience
Apply now and get your chance
Come with your id or passport and your CV during the interview
After preparing, an advertisement like the one above, I would use the following channels to
promote this vacancy. One is with the local newspaper. The local paper is where most of the job
seekers look to find their chances of getting a job somewhere. The only disadvantage of using
this type of medium is that there are limited spaces for fitting a good job description and the
medium can be very expensive (Hee, & Yen, 2018). Secondly, I would use the hotel website to
post the advertisement. It is obvious that the people who look into your website are those who
are very much interested in the hotel business and understands the works involved in the hotel.
Therefore, this would be a very good source of candidates. It also gives a chance for internal
candidates to apply for the vacancy in case they don’t didn't have the information about the
vacancy. Social media is also a very important medium of promoting the vacancy. Almost
everybody these days is using the social media as a source of information. Therefore posting an
advertisement in the social media would be a good way to get candidates for the vacancy.
Question five: the following are some of the criteria used in evaluating candidates during the
interview; first the candidates are evaluated against their educational qualifications required to
perform the necessary role (McLaughlin, et al 2018). Secondly, the necessary skills required to
perform the role in question. This is to check the ability of the candidate to perform the task
effectively and efficiently. The candidates are also evaluated against their knowledge to be able
to prove their ability to perform the role successfully. Personal suitability is also a very important
criterion used in the evaluation of the candidates. This is the to check how close and fit they are
with the company culture and the team dynamics (McLaughlin, et al 2018). Last but most

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importantly the candidate is evaluated against the application documents which includes what is
in the covering letter and the resume content.
Question six: question that is discriminative should not be asked in an interview. This is because
the questions may have a significant negative effect on the person being interviewed. He might
have a poor view of how employees are treated in the organization, which may lead to the
candidate not accepting the job or recommending the organization to others. This may cost the
organization loss of smart candidates who have good skills and experience during the interview
(Kruhlak, et al 2018).
Question seven: after the interview, the human resource manager fills the following documents;
the interview evaluation notes weighted sheet, the skills and competency interview rating sheet
and the skills and competency interview rating sheet-weighted.
Question eight: an employment contract is a contract between the employer and the employee
which states responsibilities and rights between the parties. In the event where the employee
starts working for the employer, he shows that he has accepted all the terms and condition of the
employment contract (Lemmer, 2018).
Question nine: the reason why it’s important for one to give advises staff members whenever
there is a new employee is that this is the best way of advising the new employee as well. It
makes him/her feel as part of the organization and gets to learn about the organization. It also
helps expose the employee to the staff and gets to learn from them. This practice demonstrates a
good culture of the organization which enables the new employee to start over full of morale. It
also reminds each employee that they are not any special or superior to the new employee
(Robinson-Morral, et al 2018).

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Question ten: the following are administrative documents that are to be completed after a new
employee joins an organization. One has to be given an onboarding checklist which provides
actions and plans an employee will be undertaking, it also works as a proves to the employee that
the organization values their employment (Čerović, & Petrović, 2018). A payroll information
including forms for a direct deposit because everybody wants to know how and when they will
be paid. A copy of the organization mission statement and plan which includes the how the new
employee’s contribution fits the implementation of the planned missions. A copy of employees
handbook containing a clear explanation of what their position entails and how their success will
be assessed. A copy of disaster readiness plan for the company so that each and every person can
know what is expected of them in case of a disaster (Kruhlak, et al 2018).
Question eleven:
Company logo
Your address
Your telephone number
Date
Dear [name of the applicant]
Re: vacancy for a chef
I want to take this opportunity to thank you for your applying the position of a chef in our hotel. I have
carefully looked into your application against the specified criteria used to evaluate candidates for the
specified position. I regret to pass the information that you were not short-listed to participate in the
interview.

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However, we will retain your application form and contacts so that we can contact you in case of another
position. Feel free to contact me if there is anything you would want to speak about your application.
Thank you and wish you well in your career for future.
Yours sincerely
Name
Human Resource Manager
Question twelve: in order for an interview to be attended by members of the panel you need to
schedule the interview well putting the following information into consideration. First, consider
the appropriate time to conduct the interview. A good interview is scheduled during the day so
that even the candidates can get to know how the company works. The time should not be close
to a major meeting of the organization so that the members of the panel can be involved fully.
Should not take too long or too short but should value the candidate’s time and also the members
of the panel( Kruhlak, et al 2018).
With the above information about interviewing one is able to conduct a role play where you are
able to interview two or more candidate following the following procedures. First, collect all the
information about the hotel. Then prepare the interview sheet, which has questionnaires to be
asked during the interview ( Motta Veiga, & Turban, 2018). The questioners should not be
discriminative at all. Advice to the candidate who is not successful is that they should remain
focused and keep on trying their luck. For the one who pas the interview you should advise him
or her to take the work seriously and to always observe the organizations policies.

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SHORT ANSWER QUESTIONS 9
Lemmer, E. (2018). The employment contract: build in the safeguards!. Farmer’s Weekly,
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