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9609 · 2.1.3

Recruitment and selection — practice questions

Practice and worked examples for 9609 Recruitment and selection. Short previews only — attempt the full question in MarkScheme against the official scheme.

Worked example 1

A hotel needs a new front desk manager quickly. Current supervisor is capable but lacks formal leadership training. Recommend internal vs external recruitment.

Show solution outline

Internal (promote supervisor):

  • Fast, knows systems/culture, motivates others seeking promotion. − Needs leadership training (2.1.6); creates vacancy at supervisor level.

External:

  • Experienced manager with fresh ideas. − Slower, higher cost (agency fees), risk to team morale if internal candidate overlooked.

Recommendation: Internal promotion with structured management training and mentoring — meets urgency and retention goals if training plan is credible.

Worked example 2

A software company needs a new Senior Developer with a salary of $80,000. It can promote an internal Junior Developer or hire externally. Using the data below, calculate the total cost for each option and recommend which to choose.

External Recruitment Data:

  • Recruitment agency fee: 15% of annual salary
  • Advertising costs: 2,0002,000
  • Management time for interviews (40 hours @ 100/hr)100/hr)

Internal Recruitment Data:

  • Management time for internal process (10 hours @ 100/hr)100/hr)
  • Advanced training course for promoted employee: 5,0005,000
  • Cost to recruit a replacement junior developer (backfill): 3,5003,500
Show solution outline

Step 1: Calculate the total cost of external recruitment. This involves adding the agency fee, advertising, and management time.

  • Agency Fee: 15% of 80,000=0.15∗80,000=80,000 = 0.15 * 80,000 = 12,000
  • Advertising Costs: 2,0002,000
  • Management Time: 40 hours * 100/hr=100/hr = 4,000
  • Total External Cost = 12,000+12,000 + 2,000 + 4,000=4,000 = 18,000

Step 2: Calculate the total cost of internal recruitment. This includes the internal process time, training for the promoted employee, and the cost of filling their old position (backfilling).

  • Management Time: 10 hours * 100/hr=100/hr = 1,000
  • Advanced Training Cost: 5,0005,000
  • Backfill Recruitment Cost: 3,5003,500
  • Total Internal Cost = 1,000+1,000 + 5,000 + 3,500=3,500 = 9,500

Step 3: Compare costs and make a recommendation.

  • External Cost: 18,00018,000
  • Internal Cost: 9,5009,500
  • Cost Saving with Internal Recruitment: 18,000−18,000 - 9,500 = 8,5008,500

Recommendation: Based on the financial data, internal recruitment is the more cost-effective option, saving the company $8,500. This method is also likely to be faster and can act as a significant motivator for other employees. Therefore, the company should promote the internal candidate. However, this recommendation is conditional on the company's confidence that the $5,000 training course will successfully equip the employee with the necessary senior-level skills. If the role requires a unique skill set not present in the company, the higher cost of external recruitment might be justified as a strategic investment to acquire new talent.

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