CURRENT SELECTION ISSUES

Interview question are not currently standardised for each position. Interview questions are about applicants CV and prior experience, the job description and some other more general questions. Questions are sometimes used to gauge how applicants respond to unexpected situations. Forward looking questions are used to assess candidates motivation and how they see their future.

Competency questions are not generally used

Different interviewers approach interviews differently

Not all candidates had the same number or type of interviews, even for the same type of role. Some candidates did not complete tests at all; some completed tests during the first interview and some completed them afterwards. There was general confusion over the process, how the number of interviews was decided upon.

Many reported that once they met the CEO at their final interview, his passion convinced them they wanted the job, but his vision is expressed personally and only to those meeting him at the final interview. QUESTIONS You have been tasked, as a HR consultant, with helping MA revise their recruitment and selection process.

1. Decide on a main recruitment approach for MA (employer branding versus realistic job preview) and justify your suggestion. Suggest changes that MA should adopt in their recruitment campaigns during Covid time (20 marks)

2. List out in bullet points the weaknesses of the current selection methods (10 marks)

3. Suggest a complete selection process for an accountant in MA and justify your suggestions. Suggest changes that MA should adopt in their selection process during Covid time (30 marks)

BACKGROUND AND CONTEXT MA is a hypothetical well-established travel firm based in Sydney. The CEO has noted some recruitment and selection issues and has called your team of HR consultants to meet with him and the HR Manager to solve them. MA has seen a turbulent time since Covid-19. The Australian tourism industry reached a high point in 2019. However, the COVID-19 pandemic has had damaging and long-lasting impacts on tourism. Within months of the first reported cases, borders closed, airlines grounded passenger fleets, businesses collapsed and hotels went into hibernation. In 2020 and 2021, the company had to stop all recruitment and selection activities. Although the outlook for tourism remains uncertain, the International Air Transport Association expects international travel to return to previous levels in 2024 and domestic travelling has shown clear signs of recovery. In early 2022, MA is preparing for the recovery period, where there is a strong need for recruitment and selection again. CURRENT RECRUITMENT ISSUES MA has seen that there is a gradual decline in the number of applications they received per job opening. Furthermore, recruitment evaluations have shown that the recruitment process is not effective, especially in terms of productivity, quality and cost of recruitment. Noticeably, there are issues of high staff turnover. New employees tend to leave after 6 months- 1 year joining the company, causing huge financial loss and putting a strain on the recruitment function