Please help to answer this question

1. Considering the fact that tobacco is a controversial industry, you decide that realistic job preview is the most suitable main recruitment approach for LMA. Justify your decision. How do you combat with the publics negative perception on tobacco products in your recruitment campaign?

BACKGROUND AND CONTEXT

LMA is a hypothetical well-established tobacco firm based in Sydney. The company is expanding fast in terms of both new staff and business. 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.

CURRENT RECRUITMENT ISSUES

LMA has seen 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 1-3 years joining the company, causing huge financial loss and putting a strain on the recruitment function.

Before preparing the recruitment advertisement, you spent some time to review the job analysis for the production workers and realised that it was last updated more than five years ago. Most of the tasks and responsibilities listed in the job analysis are outdated and a revision is needed before an updated job description and job specification can be developed for the recruitment advertisement.

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.