Read the information below. Azeem owns Rojaz Cycles, a business that repairs and sells electric bicycles. A technician has resigned just before the busy sum...
Question 1 Report
Read the information below. Azeem owns Rojaz Cycles, a business that repairs and sells electric bicycles. A technician has resigned just before the busy summer season. Azeem can advertise the job on the business website and social media, or ask employees to recommend someone. He has received 24 applications. The workshop manager will first compare each application with the job description, then invite selected applicants to a practical repair task. Azeem wants a good technician but does not want the vacancy to reduce profit for long. The new employee will need training on a recently launched battery model.
(a) State one reason why Rojaz Cycles needs a job description before recruitment begins. [2]
(b) Define internal recruitment. [2]
(c) Which selection method, apart from an interview, would be most suitable for this technician job? Give one reason for your option. [3]
(d) Analyse why shortlisting the 24 applications could reduce recruitment cost. [3]
(e) Discuss whether Azeem should use employee recommendations rather than advertising the job publicly. [6]
Answer Details
(a) A job description sets out the technician's duties and responsibilities. It ensures both applicants and the manager understand what the job involves. [2 marks]
(b) Internal recruitment means filling a vacancy using an existing employee of the business. [2 marks]
(c) A practical repair task or work trial is most suitable. It directly tests whether an applicant can diagnose and repair an electric bicycle, rather than relying only on what they claim in an interview. [3 marks]
(d) Shortlisting removes applicants who do not meet the essential criteria. Fewer people then need interviews or practical tests, reducing manager time and the cost of running the tests. [3 marks]
(e) Employee recommendations may be cheap or free, and staff may recommend someone they know to be reliable, allowing the vacancy to be filled quickly. However, the range of applicants is limited and an employee's friend may not have the required technical skills. Public advertising reaches more potentially qualified applicants and increases the likelihood of finding the best technician. Since technical competence is vital, public advertising should be used, although recommendations can be considered alongside it. [6 marks]
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