Piando, Angelica L.

BSMA 3-7 LESSON 3

3.4 Activities/Assessment

ESSAY TEST:

1. Briefly explain the advantages and disadvantages of various ways of eliminating a

labor surplus and avoiding a labor shortage.

Forecasting is one of the ways for eliminating a labor surplus and labor shortage. The
advantage of doing forecasting is that you can easily determine and compare the figures
whether the company will experience a labor surplus or shortage for early prevention
of occurring the problem. Another way to eliminate labor surplus is to do employ
temporary workers but the disadvantages of doing this is that the employees might be
less committed to their since they are only working temporarily.

2. Discuss the various recruitment policies that organizations adopt to make job
vacancies more attractive.

To make job vacancies more attractive, organizations set a personnel policy wherein
they will prioritize to recruit an applicant internally which means these potential
applicants came from the organization itself and is fit for promotion. They used to set
this kind of policy to also protect and secure the organization. If it is really necessary
to occupy a certain position, they recruit externally and by doing this they prefer to
prioritize the ones who were referred by their current employees and give them intrinsic
rewards. There are also other ways wherein they promote a certain job in an image
advertising.

3. Identify the various sources of recruits, their advantages and disadvantages, and
the methods for evaluating them.

One of the recruitment sources are the internal and external sources wherein they recruit
within the organization or by referral of their current employees externally. There are
also direct applicants where they go directly to a company and apply on their own. An
organization can also pull off a job advertisement and widely reach potential applicants.
In addition to that, they can also post it online with the use of social media platform and
other online job sites. Many organizations opt to go to colleges and universities to
encourage graduating students to apply ane entry-level position to their company.

4. Explain the recruiter’s role in the recruitment process, the limits the recruiter
faces, and the opportunities available.
 The recruitment process is first to know the functional area, if there are potential
applicants inside the organization then you can encourage him to apply to the vacant
job. A recruiter must also possess good traits. You need to be honest with the people
you are hiring, not just by doing it to reach a quota or earn the benefits that you may
get.

5. Identify the 17 most relevant recruitment metrics, their usage and importance to
effective and efficient recruitment activities.
1. Time to fill. It is important in planning the recruitment process and to set up time
while looking for a replacement to a certain job.
2. Time to hire. It enables the recruiter to hire better candidates.
3. Source of hire. It is important to know the sources of hiring wherein you can track
what are the effective methods in attracting potential applicants.
4. First-year attrition. This is where the recruiter can analyze if the hiring process will
be successful.
5. Quality of hire. Hiring efficiency, also calculated by someone's performance
ranking, provides an indication of a candidate's first-year results.
6. Hiring Manager satisfaction. The applicant is likely to do well and work well with
the team because the recruiting manager is happy with the new recruits in his team.
7. Candidate job satisfaction. Employment satisfaction of recruits is an ideal means of
tracking whether the standards raised during the recruitment process meet the facts.
8. Applicants per opening. Candidates per job vacancy or applications per recruit
calculate the popularity of the job.
9. Selection ratio. Compared with the actual number of applicants, the preference ratio
applies to the number of recruited candidates.
10. Cost per hire. The total expense spent in recruiting, measured by the number of
recruits, is the cost per hire recruitment measure.
11. Candidate experience. It is the way job applicants view the recruiting and
onboarding process of an employer.
12. Offer acceptance rate. It measures the number of candidates who have accepted a
work offer effectively with the number of candidates who have received an
invitation.
13. % of open positions. It can be applied to particular departments or even to the entire
organization.
14. Application completion. For companies with elaborate online recruitment processes,
it is highly interesting.
15. Recruitment funnel effectiveness. Expect this funnel to change over time.
16. Sourcing channel effectiveness. It helps to calculate per channel conversions.
17. Sourcing channel cost. By using ad spending, the amount of money spent on ads on
certain sites, you can also measure the cost effectiveness of your multiple sourcing
networks.
18. Cost of getting to Optimum Productivity Level (OPL). It is the total cost involved
in getting someone up to speed.
19. Time to productivity. It measures how long it takes to get people up to speed and
productive.