Question

The data given below shows the results of the survey conducted by the Human Resources Department at ABC Ltd. It helped them determine the most suitable sources of recruitment to meet their current manpower requirements.

Read the data carefully and answer the questions that follow.

Recruitment Sources	Percentage (%)
Advertisements	28
Job Sites/Portals	23
Campus Recruitment	22
Recommendation by Employees	11
Internal Job Posting	9
Employment Exchange	4
Casual Callers	3

1. State any one function of an employment exchange. (1)
2. With reference to the sources of recruitment used by ABC Ltd., identify one source each from: (2)
   1. the Internet
   2. the Intranet
3. Justify the use of Campus Recruitment by ABC Ltd. (1)
4. Suggest any two limitations of using Casual Callers to indicate why ABC Ltd. should avoid this method to fill their current requirements. (2)
5. By providing any two reasons, explain why Advertisements have been the most successful source of recruitment for ABC Ltd. (2)

Answer 1

1. Functions of Employment Exchanges:
   • Registering names and other details of job seekers.
   • Sharing details of relevant job seekers with employers.
   • Notifying job seekers about vacancies.
2. 1. Internet: Job Sites/Portals
   2. Intranet: Internal Job Posting
3. Reason for using ‘campus recruitment’:
   • It is convenient.
   • It is inexpensive.
   • It has access to fresh talent and well-educated candidates.
   • It fosters a tie-up with educational institutions, leading to long-term access to probable candidates.
4. Limitations of recruiting Casual Callers:
   • Applicants may walk in without knowing the job requirements.
   • These may not bring in candidates with the right experience or training.
   • Screening a large number of casual applicants takes time and resources.
   • These are limited to lower or mid-level positions/less effective for technical jobs.
5. Probable reasons for advertisements fulfilling manpower requirements for ABC Ltd.:
   • They have a wider reach.
   • Specific details of the job were mentioned, such as competitive pay, etc., attracted the right candidates.
   • Compelling advertisements stimulated even passive job seekers to apply.
   • Transparency in listing the requirements of the job helped to build trust.
   • Detailed information about the Company generated interest in candidates.