“Internal and external candidate will give different impact on the selection and hiring process” Discuss this statement.

“Internal and external candidate will give different impact on the selection and hiring process” Discuss this statement.

Answer:

Firstly, I strongly agree with this statement. We need to understand that internal recruiting is when a company attempts to fill a position within its current personnel. While, external recruiting occurs when a company seeks for a suitable candidate from outside the company to fill a position.

Here are a few things you can do to make sure your staff are aware of an opportunity:

1. Internally post the position.

2. Send an email informing everyone that you've listed the position internally.

3. Collaborate with managers to inform their staff about the opening.

4. Inquire with the recruiting manager or key stakeholders to determine if any internal applicants are already on their radar.

5. Request that an announcement be made during your team's meeting.

For internal recruitment on the selection and hiring process:

1. Determine if you will hire internally or elsewhere.

Although this may seem obvious, it is critical to establish what you will be looking for in applications for your available position and assess whether or not hiring internally would benefit your organization.

2. Internal Job Posting

Define what experience, abilities, and contributions will be necessary to be successful in this capacity so that you can make clear expectations in your internal job posting about who will be eligible to apply.

3. Conduct a Skill and Interest Assessment

This is the stage at which you collaborate with your frontline managers and senior leaders to scout your present workforce for qualified and interested candidates for your internal job advertising.

4. Explain the application eligibility requirements.

Many businesses have qualifying requirements in place for internal applicants. Some restrictions require certain tenure, employment position, or geographic location.

5. Update Each and every Internal Candidate

Recruiting often happens at breakneck pace, and you're likely being tugged in a dozen different ways in addition to serving this function. You will feel compelled to skip this step, but don't. In the long term, delivering updates along the road will keep your candidates motivated and productive in their existing jobs.

6. Give Feedback to Each Internal Candidate

You will eventually identify the ideal individual and extend the job offer. You must now inform everyone else that they were not chosen for the role.

On the other hand, external recruiting occurs when a company hires applicants who are not currently employed by the company. External recruiting is a time-consuming process in which organisations must publish job descriptions on several job boards, build and interact with a talent pool, improve employer branding and so on.

To employ a candidate in a suitable time frame, it takes roughly 27 working days on average. While there are many elements that might affect the timeframe, here is how it looks:

1. Creating a job description and publicizing it on your company's website and job search websites.

2. Close the job posting and screen the candidate pool.

3. Analyze the application and choose applicants for evaluation tests and interviews.

4. Coordinate with the hiring team on the applicants.

5. Choose applicants and conduct background and reference checks.

6. Complete the job offer.

While the existing personnel may readily fill certain positions, it can be a little challenging for others. Businesses feel that using external recruitment tactics to discover their ideal people is beneficial.

There are also several forms of external recruitment tactics, such as:

1. Job boards: As recruiters can reach a significantly larger talent pool, job boards are perhaps the most prevalent and effective external recruiting tool. Indeed, job boards make it easier for candidates to identify and apply for vacant employment.

2. Social media recruitment entails developing contacts with qualified applicants. It is a significant location where individuals engage with one another and share their ideas and opinions. People may use social media to build groups and communicate with others who share their interests.

3. Job fairs: Job fairs have been a highly renowned form of external recruiting for decades that aid in delivering various benefits to the firms that attend them.

Last but not least, recruitment processes in the corporate sector are difficult yet unavoidable. Managers will have to choose between internal and external recruiting while making these decisions. On one hand, internal recruitment offers fewer costs, more stability and safer transitions. External recruiting tactics provide a larger pool of candidates.

You may also select from more inventive and experienced professionals who will revitalise your company. To decide the optimal approach for your company, you must first analyse the nature of your corporation. Companies have varied conditions, needs, and issues and the ideal solution is to strike a good balance that meets the expectations of your firm.

Differentiate between structured and unstructured interviews.

Differentiate between structured and unstructured interviews.

Answer:

First and foremost, a structured interview is a sort of personal interview in which the interviewer follows a predetermined pattern and the questions are pre-written. It employs highly systematised recording procedures. It is a quantitative research approach used for survey purposes, with the goal of delivering pre-determined questions. While an unstructured interview has no set pattern, the interviewer may have a few planned questions prepared ahead of time. It is a qualitative research approach in which the interview questions are prepared ahead of time. Because the interview is unplanned, it adopts an informal style in which the interviewer and interviewee engage in a casual dialogue.

The primary distinction between organized and unstructured interviews:

1. A structured interview is one in which the questions to be asked of the applicants are predetermined. An unstructured interview in which the questions to be asked of the applicants are not pre-planned.

2. Structured interview is pre-planned and uses the same set of questions for all candidates, the data gathered is quantitative in nature. In contrast to an unstructured interview where various questions are asked of different applicants and qualitative data is gathered.

3. The structured interview is used to collect information in descriptive research since it is reasonably inexpensive and allows for easy conclusions. In contrast, unstructured interviews are employed as basic tools in experimental studies.

4. In a structured interview, the questions given to the candidate are closed-ended, requiring a specific piece of information from the candidates, or requiring him/her to choose from a set of possibilities. In contrast to an unstructured interview, the questions are open-ended and can be addressed in a variety of ways, allowing the applicant to provide insightful responses and thereby persuade the interviewer.

5. Positivists employ organized interviews, whereas interpretivists prefer unstructured interviews.

6. The structured interview is used for validating results when the number of candidates is quite large. Unlike an unstructured interview, which is meant to get personal information from the candidate in order to determine whether he is the proper fit for the position.

Conclusion, when the interview is structured, the same questions are put before the candidates, which are job-related. When the interview is unstructured, however, questions may change from applicant to interviewee, even for the same position and may or may not be connected to the job.

Furthermore, there is a pre-developed technique or guide to examine the results in a structured interview. As against this, there is no such pre-developed system or guide for checking interview results.

Discuss the advantages and disadvantages of personality tests.

Discuss the advantages and disadvantages of personality tests.

Answer:

According to studies, 60-70% of businesses utilise personality testing to screen job applications and hire the best fit. Organizations are increasingly relying on sophisticated tools like personality tests to make recruiting decisions and establish high-performing teams. One of the numerous advantages of personality tests is that they provide recruiters with information about an individual's personality characteristics, motivation, beliefs and work preferences for a certain job role, ensuring they are a good fit.

In today's world, when every person and the time it takes to hire them matters, it is critical to choose the perfect match for the job. The benefits of employing personality tests in the employment process go beyond just being a wonderful tool to select prospects at the screening stage.

The Advantages of Personality Tests for Employment

Employers can't deny the value of personality assessments. They give insightful information on how applicants' personalities will influence their working behaviour, allowing recruiters to understand how prospects will collaborate with others, solve problems and regulate their emotions in the workplace.

1. Improve Your Understanding of Candidates:

Objective personality assessments help employers identify the required personality traits of potential candidates. The recruiter can select individuals from a pool based on underlying personality qualities for a certain job profile.

2. Streamlining the Recruitment Process:

It expedites and simplifies the recruitment process. It is an online way of evaluation, and the appropriate candidates may be screened out, decreasing the number of unnecessary interviews.

3. Employers can use the personality test to discover dark personality qualities such as opportunism, self-obsession, insensitivity, temperamental and impulsiveness and make recruiting decisions accordingly.

4. Acquire Insight Into A Candidate's Perspective: 

A personality test may assist HR professionals gain a better understanding of how an employee might be groomed for future jobs by emphasizing potential personality traits. For example, if an individual has high levels of mental presence, critical thinking ability, stress management talents and so on. She or he may be assigned to a strategic leadership job.

On the other hand, Personality Tests have drawbacks too,

The realm of personality evaluation is teeming with tests and questionnaires, the vast majority of which are invalid. An organization must guarantee that it has skilled experts who can tell the difference between genuine and inept exams.

Some of the problems with personality tests are listed below:

1. Job-Specific Personalization:

Not every profession demands the same personality attributes. A personality test must be versatile enough to be adjusted to varied work responsibilities and needs while keeping its reliability and validity.

2. Quality of Content:

Many personality tests have poor substance, resulting in ambiguous questions. This, in turn, has an impact on the dependability of the results obtained. It is critical to confirm and meet with the professionals who will be creating the material for your personality tests.

3. Response Styles: 

Test takers frequently react in a socially acceptable fashion rather than displaying their genuine personality qualities. They may fine-tune their replies to get the desired results for the firm, deceiving recruits into making sensible judgments.

Conclusion, personality evaluation conducted during screening assists recruiters in identifying personalities that will blend in perfectly with the team and do job successfully. In my opinion, a personality test assists recruiters in identifying cultural and role-fit applicants who can readily adjust to the work environment and follow the company's code of conduct.

Differentiate between test reliability and test validity.

 Differentiate between test reliability and test validity.

Answer:

Validity and reliability are terms used in psychometrics to describe how well a test assesses something. When developing an assessment, businesses must examine the validity of the outcomes as well as their reliability or consistency throughout the testing process. The two notions are linked, yet there are significant distinctions that distinguish them.

Validity means that something measures what it is meant to measure. If a specific assessment is intended to identify whether or not applicants understand a set of compliance principles, it is said to be legitimate if it can reveal who knows the principles and who does not. Content validity, Construct validity and Criterion validity are the three categories of validity.

Something is reliable if it is consistent and repeatable. A trustworthy test must assess the same variables over and over again, providing the same or comparable results in each case. As an example: Sales assessments are used to measure candidates’ sales capabilities. If a given applicant took the same exam on many occasions and the business reached the same conclusions about their ability as a salesman, the test would be dependable. Test-retest, Interrater, Parallel forms and Internal consistency are the four types of dependability.

There are a few significant distinctions between validity and reliability:

1. Precision vs. consistency

Reliability indicates that something is constant over time but validity means that the test measures what it is designed to measure precisely.

2. Measurement

Reliability is easy to assess because it is based on a consistent set of findings. Validity, on the other hand, might be more difficult to assess. To demonstrate the validity of a test, the assessor must demonstrate that it measures what it is supposed to measure such as candidates who score well on this test also score well on other tests designed to assess the same thing.

Discuss on the differences between Personnel Management and Human Resources Management.

Discuss on the differences between Personnel Management and Human Resources Management.

Ans:

Personnel Management and Human Resource Management differ primarily in scope and attitude. While the scope of people management is restricted, it takes an inverted perspective in which workers are considered as tools. Here, worker behaviour may be managed in accordance with the organization's core competencies and workers are replaced as they wear out.

Personnel management is a branch of management that deals with the recruiting, hiring, staffing, development and remuneration of employees as well as their interactions with the business in order to fulfil organisational goals. Human Resource Management on the other hand, is a specialized and structured part of management concerned with the acquisition, maintenance, development, usage and coordination of people at work in such a way that they would provide their best to the firm. It refers to the systematic function of planning for human resource needs and expectations, including selection, training, remuneration and performance review.

Human resource management is the ongoing process of guaranteeing the availability of qualified and willing workers, for example, putting the right man in the appropriate position. In a word, it is the way of employing an organization's human resources in the most efficient and successful manner.

Personnel Management	Differences	Human Resources Management
Personnel Management is the component of management dealing with the workforce and their connection with the business.	Definition	Human Resource Management is the discipline of management that focuses on the most efficient utilisation of an entity's workforce to meet organisational goals.
Traditional	Ways of approach	Modern
Machines or Tools	Manpower Treatment	Assets
Typical function	Function Type	Strategic purpose
Job Evaluation	Pay Scale	Performance Evaluation
Transactional	Management Role	Transformational
Indirect	Ways of Communication	Direct
Mostly on routine processes such as personnel recruiting, compensation, training and harmony.	Focus	Treat the organization's human resources as valuable assets that must be appreciated, utilised and safeguarded.

ChatGPT: Dialogue Language Model Optimization

ChatGPT: Dialogue Language Model Optimization

We developed a model called ChatGPT that interacts in a conversational manner. ChatGPT may respond to follow-up inquiries, confess mistakes, dispute faulty premises, and reject unsuitable requests thanks to the dialogue style. ChatGPT is a sister model of InstructGPT, which is taught to respond to a prompt with a thorough response.

We are excited to introduce ChatGPT to get users’ feedback and learn about its strengths and weaknesses. During the research preview, usage of ChatGPT is free. Try it now at chat.openai.com.

Samples

In the following sample, ChatGPT asks the clarifying questions to debug code.

User:

just part of it — the error never surfaces. I think there is something wrong with the channel

Methods

We trained this model via Reinforcement Learning from Human Feedback (RLHF), employing the same approaches as InstructGPT, but with minor variations in data gathering setup. We used supervised fine-tuning to train an initial model: human AI trainers offered dialogues in which they played both sides—the user and an AI assistant. We provided the trainers with model-written ideas to assist them in composing their replies. This new dialogue dataset was combined with the InstructGPT dataset, which was converted into a dialogue format.

To build a reinforcement learning reward model, we required to collect comparison data, which comprised of two or more model replies graded by quality. We gathered this information by recording discussions between AI trainers and the chatbot.

ChatGPT is fine-tuned from a model in the GPT-3.5 series, which finished training in early 2022. You can learn more about the 3.5 series here. ChatGPT and GPT 3.5 were trained on an Azure AI supercomputing infrastructure.

Limitations:

1. ChatGPT sometimes writes plausible-sounding but incorrect or nonsensical answers. Fixing this issue is challenging, as: (1) during RL training, there’s currently no source of truth; (2) training the model to be more cautious causes it to decline questions that it can answer correctly; and (3) supervised training misleads the model because the ideal answer depends on what the model knows, rather than what the human demonstrator knows.

2. ChatGPT is sensitive to tweaks to the input phrasing or attempting the same prompt multiple times. For example, given one phrasing of a question, the model can claim to not know the answer, but given a slight rephrase, can answer correctly.

3. The model is frequently very verbose and overuses specific terms, such as repeating that it is an OpenAI-trained language model. These problems emerge as a result of biases in the training data (trainers prefer lengthier responses that appear more thorough) and well-known over-optimization concerns.

4. When a user submits an uncertain query, the model should offer clarifying questions. Instead, our existing models frequently infer what the user meant.

5. While we have taken steps to prevent the model from responding to incorrect requests, it will occasionally respond to damaging instructions or display biassed behaviour. We're utilising the Moderation API to warn against and ban specific sorts of dangerous material, although we expect some false negatives and positives for the time being. We are glad to gather user input to help us with our ongoing efforts.