HUMAN RESOURCE TRAINING AND ACQUISITION

INTERNAL ASSESSMENT

SUBMITTED BY
SHRIYA THAKUR (PG2017 0401)

Question1. As the head – Talent Acquisition of NIIT Ltd. Delhi, what selection
tools would you use for hiring freshers in the area of training and development?
How will you leverage social media for the recruitment of these fresher
candidates?

Answer. The following selection tools can be taken into account for hiring freshers in
the area of training and development which are as follows:

1. Screening
Preliminary screening of employment applications and resumes is the first
selection tool to determine whether an applicant meets the requisite
qualifications for a job. A cursory review of application materials reveals
whether applicants meet the basic criteria or if they've adhered to the
application instructions.

2. Telephonic Interview
Many recruiters conduct telephone interviews as a second-round selection
tool. Telephone interviews are a cost-effective, productive use of a recruiter's
time in deciding which applicants will become viable candidates. This is a
two-part selection tool. The first question a recruiter asks is whether the
applicant is still interested in the position. If the answer is "no," that's the final
selection tool and the recruiter eliminates her from the applicant pool. The
second part of this selection tool is the actual interview wherein the recruiter
asks basic questions about work history and experience.

3. Hiring Manager Interview

Applicants who perform well during a telephone interview move to the next
selection tool, a face-to-face interview with the hiring manager. Technically
speaking, the applicant becomes a candidate at this stage in the process
because the recruiter has narrowed the field down to applicants who possess
the job knowledge, experience and qualifications.

4. Background Check
Background checks generally are conducted after the hiring manager selects a
final candidate. When the company extends the initial job offer, the recruiter
explains that the offer is conditioned upon successful results from the
background investigation. The depth to which a background investigation
probes a candidate's history depends on the job.
 5. Drug Testing
screening candidates for illegal drugs is a selection tool that most employers
use to ensure they won't have problems with substance abuse or workplace
safety. Pre-employment drug testing can mitigate potential liability for
employee safety and fulfil requirements for certain workers compensation
insurance programs.

6. Skills Assessment
For jobs that require technical skills or expertise in certain fields, employers may
consider skills assessment in the collection of hiring tools. The tests could range from
computer proficiency in one specific area to a battery of tests to measure overall
administrative skills. Executive employees also may be subject to tests that gauge
their judgment and personality

Some Ways to Leverage Social Media as a Hiring Tool

1. Find Behaviours And Writing Samples In Past Posts
2. Evaluate A Candidate's Personality
3. Promote Your Opening On All Social Channels For The Widest Reach
4. Use LinkedIn For Targeted Recruiting
5. Encourage Employees To Share Their Own Experiences With Your Company
6. Use Appropriate Social Channels To Show Off Different Aspects Of Your Company
7. See If Candidates Are Engaging With Your Brand On Social Media
8. Inspire FOMO In Candidates With Your Social Presence

Question2. As the HR head of Blackrock, prepare a Newspaper AD to be published in

the HT careers for the position of HR executive, based in Gurugram, ensuring that the
job description and job specification are clearly outlined. You have to ensure that the
AD budget is judiciously spent.

A newspaper job advertisement is not just an ad, but a well-crafted message that would help
business owners to attract the right talent and best-qualified candidates. The advertisement
does reach out to a wider audience, but with the help of carefully drafted content, you can
allow readers to mentally tick the boxes and decide if they are fit for the position or not.
Eventually, in the end, only those candidates would respond who believe they are best
suitable for the vacant position.

Recruitment newspaper ads have to be attractive, specific, clear and precise. Hence, you need
a catchy job title that will hook the readers to your advertisement. The job advertisement
must also specify the role without discouraging those who are not qualified for the job.
Incorporating the job requirements in bullet points would help to make your advertisement
clear and precise.
Your recruitment newspaper advertisement would be incomplete without contact information.
Always provide an email address or phone number where applicants can contact for further
enquiries and for the interview process. Recruitment ads are usually classified text ads and
therefore you must focus on the content you use.

Choosing the right newspapers is also critical when you are booking advertisement for job
vacancy in newspaper India. Know your target audience and select newspapers that you
believe they would read. Local and regional newspapers usually work the best if you want to
hire local candidates.

A SAMPLE NEWSPAPER AD FOR THE ABOVE MENTIONED

JOB DESCRIPTION IS AS FOLLOWS:

Positions available for HR executive with 0-1 years experience. Education Diploma or
degree. Knowledge in implementing HRIS/performance management/CSRM/employee
relations for Blackrock India Pvt Ltd (Gurugram) Contact: 9999999999