Description

Manpower Planning, Recruitment and Selection

Dec 2026 Examination

 

 

Q1. A rapidly growing fintech company has received over 2,000 applications for a specialized data analyst position. The HR department must ensure that unqualified candidates are efficiently screened out and only the most suitable applicants proceed to the assessment stage. The company uses an applicant tracking system (ATS) that filters candidates by keywords and enables prioritization of those with advanced analytics certifications. The hiring manager is concerned about missing strong candidates due to overly rigid filtering and expects the HR team to balance efficiency with candidate quality.Apply screening best practices and ATS capabilities to design an effective screening strategy for this scenario. How should the HR team structure the process to identify top talent while minimizing the risk of excluding promising candidates through the use of automation and keyword filtering? (10 Marks)

Ans 1.

Introduction

The fintech company should use its applicant tracking system to organise and prioritise applications while retaining human review of uncertain cases. Screening should identify evidence of essential capability, rather than reward candidates who repeat the vacancy’s wording. A specialised data analyst needs relevant analytical skills, sound judgement, and the ability to communicate findings.  The company should therefore define its requirements carefully, use flexible matching, and review possible false rejections. This approach can reduce

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Q2 (A) A large IT services firm is undergoing rapid digital transformation, leading to the emergence of new roles such as cybersecurity architects and data scientists, which are now considered key positions given their direct impact on revenue generation and competitive advantage. The HR team is tasked with identifying these roles for inclusion in the company’s succession planning framework, but there is disagreement among department heads concerning which new positions are truly business-critical versus those that are merely technical support.Critically assess the criteria the firm should use for identifying essential key positions in a changing business environment. How can consensus be achieved among stakeholders to align on which roles warrant succession planning priority, considering both current and future organizational needs? (5 Marks)

Ans 2(A).

Introduction

The IT services firm should identify key positions through their contribution to strategy and the consequences of an unexpected vacancy. New technical titles alone do not automatically deserve formal succession priority. Equally, roles labelled as support may protect critical revenue, client confidence, or operational continuity.

Concept and Application

Strategic Importance

The firm should examine each role’s influence on revenue, competitive advantage, risk control,

 

 

Q2(B) A healthcare company seeks to objectively evaluate candidates for senior leadership roles while building a culture of inclusion. The current process relies heavily on subjective judgment and interviews conducted by a small, homogenous panel. The organization is considering new practices, such as developing clear evaluation criteria, using scoring rubrics, and incorporating multiple panel members from diverse backgrounds.Evaluate how the proposed evaluation methods—clear criteria, scoring rubrics, and diverse interview panels—enhance fairness and objectivity in hiring. Critique the risks of the current process and justify a comprehensive framework that will balance organizational needs with equitable candidate assessment. (5 Marks)

Ans 2(B).

Introduction

The healthcare company should replace informal judgement with a structured framework that evaluates leadership capability consistently. Clear criteria, scoring rubrics, and diverse panels can improve fairness when supported by training and disciplined decisions. Senior appointments must meet organisational needs, including patient safety, ethical conduct, and effective team