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<h2><b>Question 1</b></h2>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”><b>Importance of formally evaluating and measuring recruitment process</b></p>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Formal evaluation and measurement of the recruitment process ensure that the process is efficient; it provides that the candidates applying for the job are of the highest caliber (Taylor, 2008). Secondly, it guarantees the effectiveness of the process. That is, the recruitment process is able to minimize the cost and provide the best final candidates from the recruitment exercise (Taylor, 2008). Lastly, evaluation and measurement of the recruitment process ensures that the process is fair for all the candidates applying for the various positions (Taylor, 2008).</p>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”><b>Factors used to evaluate recruiting </b></p>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”><b>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </b>At times, the applicant process can be long, confusing or result in dreary hiring. That why it is important to reevaluate the firm&rsquo;s recruitment strategies (Taylor, 2008). Gather job applicant feedback, rewrite your job descriptions, use quality, speed and cost metrics, and finally evaluate your recruiting efforts.</p>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”><b>Common recruiting metrics</b></p>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Evaluating the recruiting metrics ensures that the firm is informed as to how much it is achieving on the talent management front (Yu &amp; Cable, 2014). These metrics include: time to hire, cost of hire, sourcing channel, and open vacancies vs filled positions, gender mix, retention rates, and offer acceptance ratio.</p>
<p align=”center” style=”margin-bottom:0in;margin-bottom:.0001pt; text-align:center;line-height:200%”><b>Question 2</b></p>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”><b>Appropriate and inappropriate selection tests</b></p>
<p style=”margin-bottom:0in;margin-bottom:.0001pt;line-height: 200%”>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; For an entry-level recruitment process, I would consider using the amplitude test to evaluate the candidates&rsquo; competence on the field. It may be numerical, verbal, or non-verbal reasoning tests, all of which will be related to the financial investment field (Yu &amp; Cable, 2014). This way, the company will have a higher chance of obtaining the best candidates among the applicants. I would, however, avoid personality tests, especially Myers-Briggs Type Indicator (MBIT). The personality assessment is meant to be personal and forcing candidates to take psychology tests can be a great way of killing their morale and scaring off suitable candidates (Yu &amp; Cable, 2014). For entry level, judging the skills using amplitude tests is a greater way of obtaining candidates.</p>

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