Recruitment And Selection Quiz Exam!
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Recruitment and selection are a part of the multi-layered process. Today, we have designed a recruitment and selection exam quiz to check your knowledge of this subject. If you think you have a good understanding of this subject, then try this ultimate quiz below. You will also get to revise your concepts. Give it a try and see how many correct answers you can give. Wishing you good luck in advance!
Questions and Answers
- 1.
The process of recruiting, hiring, training, evaluating, compensating, and laying off people is called:
- A.
Selection
- B.
Recruitment
- C.
Human Resource Management
- D.
Human Resource Planning
Correct Answer
C. Human Resource ManagementExplanation
Human Resource Management encompasses all the activities involved in managing an organization's workforce. This includes recruiting and selecting suitable candidates, providing training and development opportunities, evaluating employee performance, determining compensation and benefits, and managing layoffs or terminations. It is a comprehensive approach to managing human resources within an organization, ensuring that the right people are hired, trained, and rewarded, while also addressing any necessary workforce reductions.Rate this question:
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- 2.
Which of the following is a written summary of the minimum qualifications required of a worker to fill a specific job?
- A.
Job Description
- B.
Job Analysis
- C.
Job Specification
- D.
Job Design
Correct Answer
C. Job SpecificationExplanation
A job specification is a written summary of the minimum qualifications required for a specific job. It outlines the essential skills, knowledge, experience, and education needed to perform the job successfully. Job specifications provide a clear understanding of the specific requirements and criteria that candidates must meet in order to be considered for the position. It helps employers in the recruitment and selection process by ensuring that they attract and hire individuals who possess the necessary qualifications for the job.Rate this question:
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- 3.
All of the following are sources of internal recruiting except:
- A.
Transfers
- B.
Promotion
- C.
Advertisement
- D.
Retrained Employees
Correct Answer
C. AdvertisementExplanation
Internal recruiting refers to the practice of filling job vacancies from within the organization. It involves considering current employees for new positions or promotions. Transfers, promotions, and retrained employees are all examples of internal recruiting methods since they involve existing employees. However, advertisement is not a source of internal recruiting. Advertisement typically refers to external recruitment methods, such as posting job openings on job boards or in newspapers, to attract external candidates.Rate this question:
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- 4.
McDonald’s makes use of which social media platform to target its young and tech-savvy recruits?
- A.
Snapchat
- B.
Instagram
- C.
Facebook
- D.
Hike
Correct Answer
A. SnapchatExplanation
McDonald's targets its young and tech-savvy recruits through Snapchat. Snapchat is a popular social media platform known for its disappearing content and filters. It is widely used by younger demographics, making it an ideal platform for McDonald's to reach and engage with their target audience. By utilizing Snapchat, McDonald's can create innovative and interactive campaigns to attract and connect with potential young employees.Rate this question:
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- 5.
The process of interchanging from one job to another without any change in the rank and responsibilities is known as?
- A.
Promotions
- B.
Recruiting Former Employees
- C.
Transfers
- D.
Job Posting
Correct Answer
C. TransfersExplanation
Transfers refer to the process of moving from one job to another within an organization without any change in rank or responsibilities. This can occur when an employee is relocated to a different department or location, or when they are assigned to a different project or team. Unlike promotions, transfers do not involve an increase in job title or higher level of authority. Transfers can be beneficial for both the employee and the organization, as they provide opportunities for skill development, career growth, and increased job satisfaction.Rate this question:
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- 6.
Which of the following is not a recruitment tool?
- A.
Gamification
- B.
Applicant Tracking System
- C.
Internet Sourcing
- D.
None of the Above
Correct Answer
D. None of the AboveExplanation
All of the options listed are recruitment tools. Gamification can be used to engage and attract potential candidates, an Applicant Tracking System is used to manage the recruitment process, and Internet Sourcing refers to using online platforms and search engines to find and attract candidates. Therefore, the correct answer is "None of the Above" as all the options listed are recruitment tools.Rate this question:
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- 7.
Several members of HMT left to join Titan Watches and several pilots of Indian airlines left to join private air taxi operators. Such a method to raid rival firms for potential candidates is known as?
- A.
Pilfering
- B.
Peculating
- C.
Poaching
- D.
None of the above
Correct Answer
C. PoachingExplanation
The term "poaching" refers to the act of recruiting or hiring employees from a competitor or rival company. In this scenario, the members of HMT and pilots of Indian airlines are leaving their current organizations to join rival firms, which indicates that they are being poached. Therefore, the correct answer is "Poaching."Rate this question:
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- 8.
( ) is a recruitment marketing strategy where you proactively and continually attract candidates to make them choose you as their next employer.
- A.
Outbound Recruiting
- B.
Employer Branding
- C.
Pooling of Talent
- D.
Inbound Recruiting
Correct Answer
D. Inbound RecruitingExplanation
Inbound Recruiting is a recruitment marketing strategy where companies actively and consistently attract candidates, aiming to make them choose the company as their next employer. This strategy involves creating a strong employer brand and utilizing various techniques such as content marketing, social media, and search engine optimization to attract and engage potential candidates. By focusing on building a positive reputation and showcasing the company's values and culture, companies can effectively attract and retain top talent.Rate this question:
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- 9.
Which among the following is a tool used by organizations to manage the referral process (Semi-automatic referrals)?
- A.
Firstbird
- B.
Soosr
- C.
Happy2Refer
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
All of the options mentioned (Firstbird, Soosr, and Happy2Refer) are tools used by organizations to manage the referral process. These tools help in automating and streamlining the process of referring candidates for job openings within the organization. By using these tools, organizations can easily track and manage employee referrals, making the process more efficient and effective.Rate this question:
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- 10.
Which tests are designed to ensure the accuracy of the information given in the applications?
- A.
Graphology
- B.
Interest
- C.
Grammatology
- D.
Polygraph
Correct Answer
D. PolygrapHExplanation
Polygraph tests are designed to ensure the accuracy of the information given in applications. Polygraph tests, also known as lie detector tests, measure physiological responses such as heart rate, blood pressure, and breathing patterns to determine if a person is being truthful or deceptive. By analyzing these responses, polygraph tests can help verify the accuracy of the information provided in applications.Rate this question:
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- 11.
Which of the following factors state the importance of Human Resource Planning?
- A.
Creating highly talented personnel
- B.
International Strategies
- C.
Resistance to change and mobility
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
Human Resource Planning is important for creating highly talented personnel because it allows organizations to identify their current and future human resource needs, and develop strategies to attract, recruit, and retain the right talent. It is also important for international strategies as it helps organizations align their human resources with their global business objectives and ensure they have the right people in the right positions across different countries and cultures. Resistance to change and mobility is another factor that emphasizes the importance of Human Resource Planning, as it helps organizations anticipate and manage any resistance or challenges that may arise during periods of change or when employees need to be relocated or transferred.Rate this question:
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- 12.
A process that is used for identifying and developing internal people with the potential to fill key business leadership positions in the company is called _______
- A.
Highly talented personnel creation
- B.
Investing in human resources
- C.
Succession planning
- D.
None of the above
Correct Answer
C. Succession planningExplanation
Succession planning refers to the process of identifying and developing internal employees who have the potential to fill important leadership roles within a company. It involves creating a talent pipeline and grooming individuals to take on key positions in the future. This process ensures that there is a smooth transition of leadership and that the organization is prepared for any changes in top-level management. Succession planning is an essential strategy for companies to maintain continuity and long-term success.Rate this question:
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- 13.
Rearrange the following steps of Recruitment. I. Searching II. Evaluation and control III. Planning IV. Screening V. Strategy development
- A.
III, II, I, V, IV
- B.
III, V, I, IV, II
- C.
IV, V, III, I, II
- D.
II, I, IV, V, III
Correct Answer
B. III, V, I, IV, IIExplanation
The correct answer is III, V, I, IV, II.
The correct sequence of steps in the recruitment process is as follows:
1. Planning: This involves determining the organization's staffing needs, job analysis, and developing a recruitment strategy.
2. Strategy development: This step involves deciding on the recruitment sources and methods to attract potential candidates.
3. Searching: This step involves actively seeking and identifying potential candidates through various sources such as job portals, social media, and referrals.
4. Screening: Once potential candidates are identified, they are screened through resume screening, interviews, and other assessment methods.
5. Evaluation and control: After screening, the candidates are evaluated and the final selection is made. This step also involves monitoring and controlling the recruitment process to ensure its effectiveness.Rate this question:
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- 14.
Internal recruitment method in which employers notify job openings to employees is classified as?
- A.
Job Affirmation
- B.
Job Analysis
- C.
Job Posting
- D.
Job Margin
Correct Answer
C. Job PostingExplanation
Job posting is the correct answer because it refers to the internal recruitment method in which employers notify job openings to employees. This method allows current employees to apply for available positions within the organization before they are advertised externally. It helps in promoting internal mobility, encouraging employee growth, and retaining talent within the company.Rate this question:
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- 15.
Process of identifying, assessing, and developing leadership is called
- A.
Employment Planning
- B.
Human Resource Planning
- C.
Succession planning
- D.
All of the above
Correct Answer
C. Succession planningExplanation
Succession planning refers to the process of identifying, assessing, and developing potential leaders within an organization. It involves identifying key positions and individuals who have the potential to fill those positions in the future. Succession planning ensures that there is a pool of qualified individuals ready to step into leadership roles when the need arises, such as due to retirement, promotion, or unexpected departures. It helps organizations to maintain continuity and stability in leadership positions and ensures that there is a smooth transition of power.Rate this question:
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- 16.
Which of the following is a constraint in recruitment?
- A.
Image of the Company
- B.
Recruitment cost
- C.
Internal Organization Policy
- D.
All of the above
Correct Answer
B. Recruitment costExplanation
Recruitment cost is a constraint in recruitment because organizations have limited budgets allocated for hiring new employees. The cost involved in advertising job openings, conducting interviews, and onboarding new hires can be significant. Therefore, organizations need to consider the financial implications of recruitment and ensure that they can afford the expenses associated with the hiring process.Rate this question:
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- 17.
A job __________ is a summary of the objectives of the job, the type of work to be done, the responsibilities and duties, the working conditions, and the relationships of the job to other functions.
- A.
Specification
- B.
Analysis
- C.
Description
- D.
Design
Correct Answer
C. DescriptionExplanation
A job description is a document that outlines the key details and requirements of a specific job. It includes information about the objectives, tasks, responsibilities, and working conditions associated with the job. This document is used by employers to communicate the expectations and requirements of the position to potential candidates. It also serves as a reference for employees to understand their roles and responsibilities within the organization.Rate this question:
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- 18.
We use the STAR technique in the interview process. STAR stands for?
- A.
Situation Task Action Result
- B.
Situation Technique Action Response
- C.
Story Task Action Result
- D.
None of the above
Correct Answer
A. Situation Task Action ResultExplanation
The correct answer is Situation Task Action Result. The STAR technique is a commonly used method in interviews to structure and provide clear examples of your past experiences. It involves describing the Situation or context, the Task or goal, the Action you took, and the Result or outcome of your actions. This approach helps interviewers assess your problem-solving skills, decision-making abilities, and the impact you have made in previous situations.Rate this question:
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- 19.
Which of the following steps is the most critical?
- A.
Physical Examination
- B.
Selection Decision
- C.
Reference and background checks
- D.
Employment Reviews
Correct Answer
B. Selection DecisionExplanation
The most critical step out of the given options is the Selection Decision. This is because the Selection Decision determines which candidate will be chosen for the job position. It involves evaluating the candidates' qualifications, skills, and experience, and making a decision based on the best fit for the job requirements. A wrong selection decision can result in hiring an unsuitable candidate, leading to potential problems such as poor performance, low productivity, and increased turnover. Therefore, making the right selection decision is crucial for the success of the organization.Rate this question:
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- 20.
_______ occurs when an interviewer judges an applicant's entire potential for job performance on the basis of a single trait, such as how the applicant dresses or talks.
- A.
Stress producing
- B.
Halo effect
- C.
Unstructured
- D.
None of the above
Correct Answer
B. Halo effectExplanation
The halo effect occurs when an interviewer judges an applicant's entire potential for job performance based on a single trait, such as their appearance or communication skills. This means that if the applicant dresses well or speaks eloquently, the interviewer may assume that they possess all the necessary qualities for the job, even if there is no evidence to support this assumption. This can lead to biased hiring decisions and overlook other important factors that contribute to job performance.Rate this question:
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Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.
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Current Version
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Jul 03, 2023Quiz Edited by
ProProfs Editorial Team -
Sep 11, 2018Quiz Created by
Azharuddin Qureshi
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