tio This document does not Q26. Match the advertising method or channel to the associated benefit or usage: D contain headings. Newspaper - Used when a suitable individual is identified. To create navigation tabs, . . Magazine - Perfect for capturing passing foottraffic. create headings in your Recruitment agency - All aspects of the recruitment process are handled document by applying Heading Styles. In-store advertising -Useful for broadly targeting members of the industry, particularly senior management . Head hunting -Often used for casual workers. Wide local exposure nta cre Q27. Match the item that is included as part of a job application to the relevant description: at ad Covering letter- At the end of the resume there is usually a list of 2 or 3 of these who you can contact for information about the applicant's previous positions. . Application form - This summarises the applicant's work and education history. It is usually written in reverse chronological order, with the most recent achievements first. . Resume or Curriculum Vitae - This is setup by the business so that the applicant is forced to fill in the most relevant information in the formatdesired by the business References-The first written point of contactbetween the applicant and the reviewers Q28. Indicate whether the following statements relating to shortlisting candidates are true or false: 1. Shortlisting is often necessary when you have many respondents and you do notwantto interview them all. Shortlisting is best done by removing all respondents who do not include a cover letter in their response. The use of selection criteria based on the personnel specification will allow you to cull applicants who do not fit the job position. By carefully reviewing each application against the pre-determined selection criteria, you can create a shortlist of the applicants who are most appropriate for the job. 5. If the shortlist is still too large to progress to the interview stage, then you will have to readvertise the position. 6. If the shortlist is still too large to progress to the interview stage, then you will have to develop new criteria for cutting down the shortlist. Page: 10 of 15 |Words: 5,848 English (Australia) 1 3 100% Type here to search O Ei 1:21 PM 11'C Mostly cloudy @ D () ENG 18/09/2021 of 15 Words: 5,848 English (Australia) 13 3 100% (+) Type here to search O Ei W 11'C Mostly cloudy @ D ( () ENG 1:20 PM 18/09/2021Navigation FX 29. Indicate whether the following statements relating to applications are true or false: Search Document Any documents stored by HR must be done in accordancewith privacy legislation. All applications should be informed of their status after the campaign. Keeping a written record of the candidate's suitability according to the selection criteria assists you in complying 88 with EEO legislation. 4. Rejection letters should not include an explanation of why the candidate was unsuccessful as this may deter them from applying for other jobs in future. This document does not 5. Rejection letters should include an explanation as to why they were not chosen, as well as an indication of contain headings. appreciation for the application 6. You should provide successful applicants with all the information on the interview process and if there is a selection To create navigation tabs, committee. create headings in your 7. Inform applicants if there are any specific conditions of engagementthat they should be aware of, e.g. that they must document by applying complete a certain training course before they can commence the job if selected. Heading Styles. Q30. Organising interviews mustbe a planned process. Some of the steps involved in organising interviews are: Determining the appropriate format Writing the questions based on the criteria Selecting a valid interview panel Conducting interview eligibility queries with panellists Constructing a form to record responses 6 . Verifying process with owner prior to interviews 7. Setting a time, place and date 8 . Contacting successful applicants Q31. Match the method of conducting an interview to the relevantdescription: 1. Telephone interview -This is the most common type of interview and involves the candidate and interviewers meeting in the same location to conduct the interview. The interviewers may be representatives of a recruitment agency or members of staff of the hiring organisation. 2. Teleconference interview -This type of an interview is conducted via the internet using VOIP, Skype, facetime or other videoconferencing facility. This is particularly useful when face-to-face interviews are not possible due to time or location constraints. 3. Videoconference interview- This is a variation on a telephone interview which allows more than 2 people to be involved in the conversation. This is particularly useful if 2 of the selection panel are in different locations, e.g. separate branch offices of a travel agency. 4. Face-to-face interview- This is often used as the first step in a multiple interview process. It is widely used for establishing a first point of contactwith the applicantand may be conducted by a recruitment agency as a pre- selection method. Page: 11 of 16 Words: 5,848 English (Australia) 1 100% Type here to search O Ei 11'C Mostly cloudy @ D () ENG 1:22 PM 18/09/2021 EQ32. Match the face-to-face interview formats to the relevant disadvantages: |Disadvantages Structured Important points mightbe missed This document Harder to compare applicants contain headings. . Can be time consuming To create navigation tabs, create headings in your Discussion May be disagreement on best applicant document by applying Applicant may be intimidated Heading Styles. More costly Reduced chance of establishing rapportwith applicant Panel Lack of flexibility Little room for discussion of unexpected points May be interviewer-focussed rather than applicant-focussed Applicant may be ill at ease with the formality Q33. The following statements relate to interview questions. Indicate true or false: 1. Questions will need to allow you to judge the applicant's suitability for the job and challenging enough for them to show their abilities 2. The selection criteria you have already determined should form the major basis for writing the questions. 3. It is a good idea to focus questions towards outcomes that the applicant achieved in a previous position. 4. When deciding upon what questions to ask you need to remember your legal obligations. There are some questions that you simply cannot ask. 5. Asking applicants abouttheir sexuality, religion, age and certain aspects of their home life is allowed as long as you are friendly when you ask them. Asking applicants abouttheir sexuality, religion, age and certain aspects of their home life can be deemed discriminatory. 7. Using this information in making your decision is discriminatory. Page: 12 of 16 Words: 5,848 English (Australia) 11 83 100% + Type here to search O C WI 11'C Mostly cloudy ED ( () ENG 1:23 PM 18/09/2021 1:22 PM Type here to search O W 11'C Mostly cloudy @ D () ENG 18/09/2021