Quiz On Recruitment And Selection!

2.

How can hiring a person that is not qualified for the job affect a company?

It decreases productivity
It can cause a company to lose customers
It's cheaper because you can pay them less
It is costly

Correct Answer(s)

A. It decreases productivity
A. It can cause a company to lose customers
A. It is costly

Explanation

Hiring a person who is not qualified for the job can have several negative effects on a company. Firstly, it decreases productivity as the person may not have the necessary skills or knowledge to perform their tasks efficiently. This can lead to delays, errors, and overall lower output. Secondly, it can cause a company to lose customers. If the unqualified employee is responsible for customer service or delivering products/services, their incompetence can result in dissatisfied customers and loss of business. Lastly, hiring an unqualified person can be costly. It may require additional training, supervision, or even termination and rehiring processes, all of which incur expenses for the company.

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3.

A process to identify and determine in detail the particular job, duties and requirements and the relative importance of these duties for a given job is called a ________

Correct Answer(s)
Job Analysis

Explanation
Job Analysis is the process of identifying and determining the specific job duties, requirements, and the relative importance of these duties for a particular job. It involves collecting information about the tasks, responsibilities, skills, knowledge, and qualifications needed for the job. This analysis helps in creating accurate job descriptions and specifications, understanding job performance expectations, designing effective recruitment and selection processes, identifying training and development needs, and evaluating job performance.

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4.

What is a written description of what job occupants are required to do?

Job Description
Task Evaluation
Job Details

Correct Answer

A. Job Description

Explanation

A job description is a written explanation of the tasks, responsibilities, and requirements of a specific job. It outlines the duties and expectations of job occupants, providing a clear understanding of what is expected from them. It helps both employers and employees in setting clear expectations, defining roles, and ensuring that the job is performed effectively and efficiently.

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5.

At the end of the interview process, you should keep a record of the interview for at least 1 year.

True
False

Correct Answer

A. True

Explanation

Keeping a record of the interview for at least 1 year is important for several reasons. Firstly, it ensures that there is a documented record of the interview process, which can be referred to in case of any disputes or discrepancies. Additionally, it helps in maintaining transparency and accountability in the hiring process. Moreover, keeping records for a year allows for future reference and analysis, which can be helpful for making improvements in the hiring process or for legal compliance purposes. Therefore, it is essential to keep a record of the interview for at least 1 year.

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6.

Select an appropriate interview question.

Are you currently expecting?
Do you have any religious holidays you will have to book off?
Why did you leave your last employer?
What country were you born in?

Correct Answer

A. Why did you leave your last employer?

Explanation

This question is a common interview question that allows the interviewer to gain insight into the candidate's reasons for leaving their previous job. It provides an opportunity for the candidate to explain any challenges they may have faced, their career goals, or any personal reasons that led to their departure. The answer to this question can give the interviewer an understanding of the candidate's work ethic, problem-solving skills, and their ability to handle difficult situations.

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7.

Hiring decisions are subject to anti-discrimination laws and must be legally defensible.

True
False

Correct Answer

A. True

Explanation

Hiring decisions are subject to anti-discrimination laws and must be legally defensible. This means that employers cannot base their hiring decisions on factors such as race, gender, religion, or disability. They must have valid, non-discriminatory reasons for selecting or rejecting a candidate. These laws are in place to ensure fair treatment and equal opportunities for all individuals in the job market. Therefore, the statement "Hiring decisions are subject to anti-discrimination laws and must be legally defensible" is true.

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8.

A hiring panel does not offer more accurate judgements.

True
False

Correct Answer

A. False

Explanation

The statement "A hiring panel does not offer more accurate judgments" is false. Hiring panels are typically composed of multiple individuals with diverse perspectives and expertise, which can lead to more accurate judgments. Each panel member brings their own insights and biases, and the collective decision-making process helps to mitigate individual biases and ensure a more well-rounded evaluation of candidates. Additionally, panel discussions and debates allow for a thorough examination of each candidate's qualifications and potential fit for the role, increasing the likelihood of making an accurate judgment.

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Quiz On Recruitment And Selection!

Why is recruitment important to a business?

Quiz Preview

How can hiring a person that is not qualified for the job affect a company?

A process to identify and determine in detail the particular job, duties and requirements and the relative importance of these duties for a given job is called a ________

What is a written description of what job occupants are required to do?

At the end of the interview process, you should keep a record of the interview for at least 1 year.

Select an appropriate interview question.

Hiring decisions are subject to anti-discrimination laws and must be legally defensible.

A hiring panel does not offer more accurate judgements.