Organizer : The Digital Adda
About the Quiz
- Attempt the Quiz only once
- Score will be released only after
closing of the quiz. - If total marks scored is above 80% of the maximum marks , then E-
certificate will be emailed in immediately or within 2minutes - 100% Correct Answers on Website
- you can share in the Certifications section of your LinkedIn profile, on printed resumes, CVs, or other documents.
About the Course
Modern Human Resource Management – Recruitment and Selection Process FREE Certification
Modern human resource management practices have evolved to streamline the recruitment and selection process, leveraging technology and adopting innovative approaches. Here’s an overview of the modern recruitment and selection process in human resource management:
- Workforce Planning: Human resource (HR) professionals collaborate with key stakeholders to understand the organization’s current and future talent needs. This involves analyzing the organization’s goals, forecasting workforce requirements, and identifying skills gaps.
- Job Analysis and Job Description: HR conducts a thorough job analysis to determine the key responsibilities, skills, qualifications, and competencies required for a specific role. This information is used to create a comprehensive job description that attracts suitable candidates.
- Employer Branding: Organizations focus on building a positive employer brand to attract top talent. They highlight their unique culture, values, employee benefits, and career growth opportunities through various channels, such as social media, career websites, and employee testimonials.
- Sourcing Candidates: Modern HR practices employ a range of sourcing techniques to reach a diverse pool of candidates. These techniques include internal referrals, online job portals, professional networking platforms (e.g., LinkedIn), talent acquisition software, and partnerships with recruitment agencies.
- Screening and Shortlisting: Once applications are received, HR uses various screening methods, such as resume reviews, pre-employment assessments, and video interviews, to shortlist candidates who meet the job requirements and organizational fit.
- Interviewing: HR utilizes different interview formats, such as structured, behavioral, or panel interviews, to evaluate candidates’ skills, experience, and cultural fit. Interviewers may include HR professionals, hiring managers, and potential team members.
- Assessments and Testing: Depending on the role, HR may administer additional assessments or tests to assess candidates’ aptitude, cognitive abilities, personality traits, or specific skills relevant to the job.
- Background Checks and References: To verify candidates’ qualifications and employment history, HR conducts background checks, including education and employment verification, criminal records checks, and reference checks.
- Decision-Making: After evaluating all candidates, HR collaborates with the hiring manager or a selection committee to make the final selection decision. This may involve considering interview feedback, assessment results, reference checks, and overall fit with the organization.
- Job Offer and Onboarding: Once a candidate is selected, HR extends a job offer, negotiates terms and conditions, and manages the onboarding process. This includes completing paperwork, facilitating orientation programs, and ensuring a smooth transition into the organization.
Throughout the recruitment and selection process, HR professionals maintain compliance with labor laws, data protection regulations, and diversity and inclusion initiatives to ensure fairness and equal opportunities for all candidates. Additionally, technology plays a crucial role in automating administrative tasks, managing applicant data, and enhancing the efficiency of the process.
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Which of the following are types of incentive pay systems? Choose two.
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10 points
Commissions
Profit sharing
Holiday pay
Time management
What can be included in incentive pay systems? Choose two.
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10 points
Retirement plan
Points factor
Commissions
Stock options
What would a competency-based analysis include?
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10 points
Decision making and problem solving ability
Multicultural and diverse workforce
Demographics based on job specifics
Utilize data analysis tools
What type of sources should be used for candidate recruitment? Choose two.
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10 points
Social media
Professional groups
Job evaluations
Communications
What does expectancy theory refer to?
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10 points
Employees evaluate their compensation by comparing it to others
Employment practices that have a discriminatory effect
What other people in similar organizations are being paid
Employees put in as much work as they expect to recieve
What does job design refer to?
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10 points
Workplace orientation can increase productivity
A job that enables equal employment opportunity
The physical demands of the job
How a job can be modified to be more effective
Why do companies use to help combat the immense number of résumés they may receive for jobs?
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10 points
Software that searches for keywords
Using referral methods
Recruitment plan
External recruiters
What are the different types of job classification system? Choose two.
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10 points
Broadbanding
Equity theory
Hay-profile method
Points-factor
What are the processes of setting the pay scale for specific jobs or types of jobs? Choose two.
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10 points
Pay grade scale
Competency based pay
Job evaluation
Management fit model
Which of the following will managers refer to when developing a recruitment strategy? Choose two.
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10 points
Skills development
Staffing plan
Worker protection
Job description and specifications