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)

MA should use the employer branding recruitment approach as the main strategy. The strategy will enable MA to control and positively alter the dialogue relating to the company to make sure that there is higher acquisition of talent and retention. Employer branding is applicable to MA because it enables marketing of the company to potential job seekers and also allows a better understanding of how current employees perceive the company as a workplace. Employer branding is important for MA because it will not only attract better talent, but also reduce costs associated with the hiring process, and also minimize employee turnover. MA will also be able to higher faster due to a good representation of the company to potential employees. These aspects are important for MA as it recovers from the COVID-19 slump that has led to immense losses, and increased the need to turn a profit using every available approach. It is recommended that MA hires strategically, following a future-focused approach that is fair and unbiased in the recruitment process.

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

Non-standardized interview questions for every position

Shallow interview questions

Invasive interview process

No use of competency questions

Different approaches from different interviewers

Different number of interviews for different candidates

Overall confusion over the entire recruitment process

No criterion to decide interview process

Poor planning regarding the use or non-use of tests for all candidates

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

Application: Response to hiring ad

Resume screening: Identify prime candidates

Screening call: Shortlisting applicants

Assessment test: Evaluation of first lot of successful applicants

In-person interviewing: Determining the next hire

Background checks: Fact checking to ensure reliability of finalists

Reference checks: Feedback of past performance

Decision and job offer: Breaking the good news to successful applicants

Documentation process: Make it official

Onboarding: Integration into the organization