The document discusses various aspects of the recruitment and selection process: 1. It defines key terms like vacancy, job description, skills, competencies, and shortlisting that are part of recruitment and selection. 2. It addresses the main aims of recruitment like hiring the best individuals at optimum cost and ensuring availability of surplus staff. 3. It describes the initial steps in recruitment as employment planning and identifying vacancies to develop an applicant pool.

1. welcome to !!!

2. A
The
B
Cof recruitment

3. What A is completed by an applicant which is
opposite of last stage of the selection
process?

4. Application Form

5. What V is identified at the very beginning of
the recruitment process?

6. Vacancy

7. What S is an act created to ensure males
and females are treated equally?

8. Sex Discrimination Act

9. What W is an increasingly common
advertising method, monster is an example?

10. Websites

11. A business may recruit to increase this P?

12. Productivity

13. What J is a document describing roles,
responsibilities and duties?

14. Job Description

15. What L is a type of media used to advertise
jobs, usually for lower paid jobs?

16. Local Newspaper

17. What R may be asked for by a company
before they employ someone?

18. Reference

19. What I is when a company recruits not from
outside the business house/ company?

20. Internal

21. What P is a sometimes used selection
technique, that shows how confident the
applicant is?

22. Presentation / Personality Test / Persona
assessment

23. What S would be listed in a person
specification?

24. Skills

25. What C would be listed in a person
specification?

26. Competency

27. What S is created when a company reduces
the number of applicants for a job for the
interview stage?

28. Short listing

29. What D and R are listed in the job
description?

30. Duties and Responsibilities

31. What A is a type of assessment to see
whether an applicant has the correct skills
for the job?

32. Aptitude tests

33. What P is a document describing the
essential and desired skills and qualifications
for the job?

34. Person Specification

35. What C is a document that an applicant sends as
part of their application?

36. CV

37. What HR Managers assess the numbers of applicants
attracted as well as the Q?

38. Quality

39. While many sources are available for recruitment, C also is
part of this process

40. Campus

41. What HR Managers use QI to determine which
employees are available for promotion or
transfer.

42. Qualifications inventories

43. What is the AF first step in the pre-screening
process usually done

44. Application form

45. Among various process to understand the candidate, BI is
also one, to know the person better?

46. Behavioral Interviews

47. ASK is also an process in understanding the efficiency and effectiveness
of final selection stage

48. Attitude Skills Knowledge

49. C also helps in connecting and getting the data base for
sourcing the candidates?

50. Consultancy

52. The primary aim of recruitment and selection
process is to:
1. meet the high labour turnover
2. hire the best individuals at optimum cost
3. ensure the availability of surplus in the case of sickness and absence
4. none of the above

53. meet the high labour turnover

54. The first step in the recruiting and selection
process is:
Employment (personnel) planning.
Bonus preparation
ESOP planning
Reaching Employment Agencies

55. • Employment (personnel) planning.

56. Recruitment is widely viewed as a _______
process
Positive
Negative
both positive and negative
none of these

57. • Positive

58. The process of developing an applicants’ pool
for job openings in an organization is called
Hiring
Recruitment
Selection
Retention

59. • Recruitment

60. Recruitment policy usually highlights the need
for establishing
job specification
job analysis
job description
none of the above

61. • job specification

62. _______ indicates the degree to which a tool or
test measures what it is supposed to measure.
Validity
Reliability
Dependability
goodness of fit

63. • Validity

64. Which of the following is the most serious
problem that might arise due to excessive
reliance on internal recruitment?
reduced job performance
high labour turnover
lack of motivation
internal resistance

65. • internal resistance

66. Internal recruitment has the potentiality to
increase the _______ of the employees.
Conflicts
Misunderstanding
Income
morale

67. • Misunderstanding

68. Advertisements through newspapers, TV,
radio, professional journals and magazines are
_______ methods of recruitment.
Direct
in direct
third-party
none of the above

69. • Indirect

70. A prerequisite for a successful and efficient
recruitment programme is to have a(n)
corporate policy
HR policy
recruitment policy
health and safety policy

71. • HR policy

72. Deciding what positions the firm must fill and
how to fill them is succession planning.
False
True
Practically true
Practically False

73. • False

74. Planning for employment requirements
necessitate forecasting personnel needs, and
the supply of inside and outside candidates
that will be available.
False
True
Practically true
Practically False

75. • True

76. Studying past years' employment level
variations is conducting a trend analysis.
False
True
Practically true
Practically False

77. • True

78. Employee recruitment is becoming more
important because of low unemployment
rates
False
True
Practically true
Practically False

79. • False

80. Measuring effectiveness depends upon the
number of applicants attracted.
False
True
Practically true
Practically False

81. • False

82. A recruiting yield pyramid calculates the number
of applicants that must be generated to hire a
sufficient number of employees.
False
True
Practically true
Practically False

83. • True

84. thanks