SCHOOL OF MANAGEMENT STUDIES-MRPG COLLEGE

Objective Type Test (Duration 30 minutes)

Topic: Recruitment and Selection
1. Which of these is the purpose of recruitment?
a. Make sure that there is match between cost and benefit
b. Help increase the success rate of the selection process by reducing the number of visibly
underqualified or over qualified job applicants.
c. Help the firm create more culturally diverse work - force
d. None of the above
2. The poor quality of selection will mean extra cost on _______ and supervision.
a. Training

b. Recruitment

c. Work quality
d. None of the above
3. Which of these is the most important external factor governing recruitments?
a. Sons of soil

b. Labour market

c. Unemployment rate
d. Supply and demand
4. While recruiting for non - managerial, supervisory and middle - management
positions which external factor is of prime importance?
a. Political Legal

b. Unemployment rate

c. Labour market
d. Growth and Expansion
5. Which of the following act deals with recruitment and selection?
a. Child labour act

b. The apprentices act

c. Mines act
d. All of the above
6. A major internal factor that can determine the success of the recruiting programme
is whether or not the company engages in ______.
a. HRP

b. Selection

c. Induction
d. None of the above
7. _________ refers to the process of identifying and attracting job seekers so as to
build a pool of qualified job applicants.
a. Selection

b. Training

c. Recruitments
d. Induction
8. How many stages does the recruitment process comprise of?
a. 2

b. 6

c. 9
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d. 5

9. 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
10. ___________ express the relationship of applicant inputs to outputs at various
decision points.
a. Number of contacts

b. Yield Ratios

c. Type of contacts
d. Technological sophistication
11. Which of the following are the decisions to be made while devising the strategies to
hire?
a. Geographic distribution of labour markets comprising job seekers
b. Make or buy employees
c. Sequencing the activities in the recruitment process
d. All of the above
12. Which decision in strategy development relates to the methods used in recruitment
and selection?
a. Sources of recruitment

b. Technological sophistication

c. Sequencing the activities in the recruitment process d. make or buy employees

13. Choose the odd man out.
a. Acquisitions and mergers

b. Radio and television

c. Former employees
d. Advertisements
14. What is the natural perception of people on the process of recruitment and
selection?
a. Positive

b. Negative

c. Both positive and negative

d. None of the above
15. What is the main objective of the recruitment and selection process?
a. Recruit the right candidates

b. Meet the high labour turnover

c. To reduce the costs of recruiting

d. None of the above
16. What is the full form of AIDA - a four point guide used by experienced advertisers?
a. Create abstract, develop industrious ads, defiant and acceptable
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b. Being accessible, should be inexpensive, detailed and alluring

c. Attract attention, develop interest, create desire and instigate action
d. None of the above
17. Which mode of recruitment is through advertisements, newspapers and want ads?
a. Direct

b. Indirect

c. On payroll
d. None of the above
18. Which is the least expensive method for recruitments?
a. Walk - ins, write - ins and talk ins

b. Campus placements

c. Employment exchanges
d. Consultants
19. What is the general fee charged by consultants?
a. 10 - 20 % of the first year salaries of the individuals placed
b. 20 - 50% of the first year salaries of the individuals placed
c. 20 - 30 % of the first year salaries of the individuals placed
d. None of the above
20. Identifying the right people in rival companies, offering them better terms and luring
them away is popularly called as __________.
a. Competition

b. Acquisition

c. Poaching
d. None of the above
21. Which of the following are general costs incurred in the recruitment process?
a. Costs of material
b. Costs of overtime and outsourcing while the vacancies remain unfilled
c. Costs of property
d. None of the above
22. Internal recruitment has the potentiality to increase the _______ of the employees.
a. Conflicts

b. Misunderstandings

c. Income
d. Morale
23. _______ provides complete job related information (both positive and negative) to
the applicants so that they can make right decisions before taking the job.
a. Job Compatibility Questionnaire

b. Realistic job preview

c. Market survey
d. None of the above
24. Which of these is an alternative to recruitments?
a. Employee leasing

b. Contractors

c. Trade associations
d. None of the above
25. ______ is the process of differentiating between applicants in order to identify and
hire those with a greater likelihood of success in a job.
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a. False negative error

b. Training

c. Selection
d. None of the above
26. Selection is ______ in its application as much as it seeks to eliminate as many
unqualified applications as possible in order to identify the right candidates.
a. Both negative and positive

b. Positive

c. Negative
d. None of the above
27. Rejection of an applicant who would have succeeded is _____.
a. False positive error

b. True positive

c. True negative
d. False negative error
28. Which is the type of error in which failure is predicted and it happens?
a. False positive error

b. True negative

c. False negative error

d. True positive
29. Selection is now ____ and is handled by the human resource department.
a. Unplanned

b. Outsourced

c. Centralised
d. None of the above
30. Rearrange the following steps involved in the selection process.
i. External environment
ii. Internal environment
iii. Preliminary interview
iv. Selection test
v. Employment interview
vi. Reference and background analysis
vii. Selection decision
viii. Physical examination
ix. Job offer
x. Employment contract
xi. Evaluation
a. xi, x, ix, viii, vii, vi, v, iv, iii, ii, I

b. i, ii, iii, iv, v, vi, vii, viii, ix, x, xi

c. v, i, xi, ii, iv, ix, iii, vi, viii, x, ix, vii

d. i, iii, iv, v, vii, ix, xi, ii, vi, viii, x
31. Which test assesses an individual's achievement and motivational levels?
a. Thurstone Temperament Survey

b. Minnesota Multiphasic Personality

c. Thematic Apperception Test

d. Guilford - Zimmerman Temperament Survey

32. A test that seeks to predict success or failure through ones handwriting is ____
a. Polygraph

b. Graphology

c. Grammatologist
d. None of the above
33. Which country uses the graphology test to select candidates?
a. U.S
b. India
c. Germany
d. China
34. Which tests are designed to ensure accuracy of the information given in the
applications?
a. Graphology test

b. Interest test

c. Grammatology test
d. Polygraph test
35. Who used the graphology technique first and in which year?
a. Jean - Hippolyte in 1830

b. Elaine Quigley in 1893

c. Jean Charles Gille in 1907

d. Alfred Binnet in 1920
36. In __________, the interviewer uses pre-set standardised questions which are put to
all applicants.
a. Unstructured interview

b. Structured interview

c. Behavioural interview
d. Mixed interview
37. _______ 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
38. Which of the selection steps is the most critical?
a. Physical examination

b. Selection decision

c. Reference and background checks

d. Employment interviews
39. _______________indicates the degree to which a tool or test measures what is
supposed to measure
a. Validity
b. Reliability
c. Dependability
d. Goodness of fit
40. Recruitment policy usually highlights the need for establishing
a. Job specification
b. Job analysis
b. Job description
d. None of the above