1.Do  companies really need traditional qualifications-based job descriptions  in the recruiting process? Why? Should job postings be highly detailed  about the nature of the job and the skills expected to perform the job  functions, or should they only be broad descriptions? Why?

Some  commentators in the HRM field have argued that such job descriptions are  unnecessary and are, in fact, a leading cause of the inability to hire  top candidates, and that they lead to a variety of hiring mistakes.  Others argue that they are the foundation of a well-designed recruiting  and selection process. What do you think?

Justify your answers with appropriate research and reasoning. AT 250 WORDS

2. 

Job analysis is generally  the first step in recruiting and selection, job evaluation, and  performance management. Over the years, several different methods have  been developed and evolved into those commonly used today. These methods  include interviews, questionnaires, and observations, with many  variations within each type.

Give your opinion on the pros and cons of each of the three major types of job analysis.

Discuss the situations  in which each might be preferable. Consider the purposes for which  organizations use job analysis and the potential benefits in using them  and the consequences if they don’t use job analysis.ATLEAST 250 WORDS