Short Answer Questions on Recruitment and Staffing

Running head: SHORT ANSWER QUESTIONS
Short Answer Questions
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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

SHORT ANSWER QUESTIONS 3
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