Recruitment. A Problem Ad? Mona was the new recruiting supervisor for International Manufacturing Company in Beirut. One of Mona's first assignments was to recruit two software design engineers for International. Design engineers are hard to recruit because of the difficulty of their training and the high demand for them. After considering various recruitment alternatives, Mona placed the following ad in a local newspaper with a circulation in excess of 1,000,000 copy: Employment opportunity for software design Engineers 2 positions available for engineers desiring career in growth industry. Prefer recent college graduates with good appearance. Good credit rating Apply Today! Send your rsum, in confidence, to: Mona Brakat International Manufacturing Co., P.O. Box 1515 Beirut, PO Box 1234 More than 300 applications arrived in the first week, and Mona was elated. When she reviewed the applicants, however, it appeared that few people possessed the desired qualifications for the job. Questions: 1. Mona overlooked some of the proper recruiting practices, which resulted in an excessive number of unqualified people applying. What are they? 2. Are there any hiring standards that should be avoided? Identify them and explain why they should be avoided. 3. What recruitment sources and methods might have been used to have generated a better applicant pool for the two software design engineer positions for International Manufacturing? Defend your recommendations