What do you see as the main advantages and disadvantages of Interact-based recru

Question

What do you see as the main advantages and disadvantages of Interact-based recruiting? Explain. 2. In relation to "How small companies try promote employees' mental health and wellness." If you were the owner of the small company with less than 20 employees, what steps would you take to help employees deal with work related stress and personal problems? Explain. I. Do you believe that managers should be given more autonomy to make personnel decisions such as hiring, appraising, and compensating subordinates? If 3, what are some potential draw backs to granting them this authority? Explain.

Explanation / Answer

Q1. Advantages and disadvantages of Internet based recruitment.

Any business process there are inevitably advantages and disadvantages of any approach. So, here are the pluses and minuses of online recruitment.

Advantages:

A wider audience – The whole world can, in theory, read your job vacancy. Whilst they may not want to live within commuting distance of your workplace, with 92% of UK job seekers using online job boards, your vacancy should be seen by every job seeker with the requisite skillset in your region.

Immediacy – Your advert can be ‘live’ within minutes.

‘Dynamic content’ – Allows for accurate filtering of the role’s criteria and catching the eye of those who best match your requirements.

Flexibility – Most job boards will allow the client to adjust certain content or details after posting by logging in with a password. Whilst you won’t want to make a habit of this, the safety net of correcting errors or a slight change in tactics is something you couldn’t do with a print media advert.

Automated System – Most companies will have some means of gathering the application data into a central point. At Hunt4Staff we use a bespoke Applicant Tracking System whereby our client can not only see all of their applications at-a-glance but also our opinion of them! It also enables the client to shortlist and contact candidates with ease.

Disadvantages:

Too easy to apply – No postage costs and a simple ‘click to apply’ process is good news for the applicant, however, this can result in a number of over-optimistic, or frankly time-wasting, applications.

Volume – Online should generate a larger number of applications –which makes sifting a time-consuming process. One of the big appeals of the Hunt4Staff ‘advert and sift’ package is that we perform this time-heavy task for you.

No chance viewings – In days gone by, the candidate would probably look at all the Sits Vac adverts in the local paper regardless of industry or their skillset. Due to the nature of online job searches utilising ‘dynamic content’ the possibility of a chance viewing is minimised. e.g. A search for administrator roles will only produce administrator roles. The candidate may have transferable skills for your HR assistant role but will not see the advert.

Q2. How small companies try promote employees mental health and wellness.

Wellness programs are linked to greater productivity, less absenteeism, and a reduction of long-term health care costs. There are several things you can do that show your employees you value their health.

Workplace wellness is any program that aims to improve the health of your employees and their families while reducing your health-related costs as an employer. Many companies implement comprehensive wellness programs that focus on preventive health and lifestyle modification. This means encouraging employees to focus on key health behaviors such as increasing physical activity, improving eating habits, reducing stress, and ceasing tobacco use.
The rationale behind wellness programs is that encouraging healthy habits now can prevent or lower the risk of serious health conditions later. Similarly, adopting these same habits can help those with an existing health condition manage it.

Here are few ideas to bring your company closer to wellness:

1. Promote preventive care.
Bring vaccination to the workplace for flu season. Encouraging and even funding vaccinations for employees has one of the clearest returns on investment. When your employees avoid the flu, they avoid missing out on days, if not weeks, of work. Consider offering on-site flu vaccines to employees. Or if your health insurance doesn't cover it already, consider reimbursing employees for vaccination fees.

2. Encourage exercise.
Turn your office into an active campus. If you can make changes at your facility, consider offering covered, secure bike parking for commuters. Or provide showering facilities and locker rooms for employees who wish to workout at lunch. Can't make structural changes? Implement and promote a lunch hour walking club and offer incentives for employees who participate. Encourage the entire office to use the stairs. And offer discounts or partially subsidize memberships to a local gym or exercise club.

3. Emphasize education.
Brown bag luncheons or break-time seminars are prime opportunities for helping employees learn more about healthy habits. Recruit speakers to lead sessions on cooking healthy meals, staying healthy while travelling, or quick stress management skills. If you have the space, consider bringing in yoga, tai chi, or aerobics instructors for lunchtime classes. Keep sessions entertaining but informative, and offer incentives for employees who attend.

4. Bring the doctor in.
One of the most innovative trends in workplace wellness has been that of the office doctor's office. On-site health clinics give employees the opportunity to schedule office visits for routine care without taking time off work. And they seem to be successful. A recent survey from the Center for Studying Health System Change found that on-site clinics increase productivity, reduce medical costs, and enhance a company's reputation as being a desirable place to work.

5. Invest in incentives.
Employee incentive programs offer rewards—financial or otherwise—for employees who engage in healthy behavior. A growing trend is to cover an additional percentage of the cost of health insurance premiums for employees who pass certain biometric markers – such as having a healthy body mass index, blood pressure, or blood sugar reading.

6. Hone hunger options.
Everyone knows when you're hard at work it can be easy—or necessary—to quickly grab a bite from what's at hand. Offer your employees healthy meal and snack options that help fuel their performance while also meeting their nutritional needs. Consider replacing sodas with milk, juice, or sparkling water, and stocking snack machines with nuts, dried fruit, and other healthy options. If you can take it a step further, stock lunchrooms with fresh fruit baskets once a week, and be sure the office cafeteria has plenty of healthy meal options.

7. Be mindful of mental health.
Unmanaged stress has been linked to heart disease, high blood pressure, and sleep trouble. At the workplace, it can lead to inefficiency, job dissatisfaction, and absence from work for related health conditions. Consider offering an employee assistance program for employees who have financial troubles, excess stress, or depression symptoms. And encourage employees to take simple steps to reduce stress, like taking several breaks a day to go for a walk, chat with a co-worker, or just get outside for a breath of fresh air.

8. Recommend behavioral resources.
For some employees, a few work-based activities may not be enough to make lasting change. In these cases, coaching and disease management programs may be the way to go. These programs pair employees with online, phone-based, or face-to-face health professionals who can guide them through the steps of behavior change. Consider offering tobacco cessation, weight loss, or stress management programs to help empower your employees make lasting, noticeable change.

The main tenants of a workplace wellness program are awareness, education, and behavioral change.

If I were owner of small company I would plan to spare an hour atleast in a week to bring them to exercise or fitness session, health awareness sessions and discussion during the break time.

I would have a engagement plan for every month with events like games, fun activity at work, stress buster games or puzzles, team building activity to get relieved from stress and personal work.

Q3. Potential drawbacks of making personnel decisions.

Managers should be given more autonomy to make some personnel decisions such as helping in the hiring and the appraisal process. Sometimes people may look good on paper or have high test scores but still does not have the required knowledge to do the job they are looking to be hired for. Supervisors are in the best position to understand the needs of their section or department so they will more than likely make a good decision in that area. Some of the cons of giving the supervisors this authority are the fact that some practices they may use are not legal. The HR department will have a better knowledge of hiring laws. This is where HR and the supervisors need to work together because HR can make ensure the supervisors are following hiring laws

Related Questions

Navigate

• Browse (All)
• Browse W
• Subjects

---

---

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.