CHAPTER 7 – Recruitment and Selection
CHAPTER 7
RECRUITMENT AND SELECTION
I. Choose the response that best completes each statement. Circle your response.
1. Recruiting and selection can be combined and called the:
a. employment function
b. hiring function
c. personnel function
d. human resource function
e. primary function
2. An essential tool for recruitment is the:
a. human resource plan
b. application form
c. job description/ job specification
d. requisition form
e. advertisement
3. The process of recruitment begins when a manager initiates:
a. a job analysis form
b. a job specification form
c. a manpower details form
d. an employee requisition form
e. an employee particulars form
4. The following are various alternatives to recruitment that an organisation may contemplate
taking before it decides to recruit EXCEPT:
a. subcontracting
b. overtime
c. short-listing
d. temporary employees
e. employee leasing
5. A tool that can help the organisation to determine whether existing employees possess the
necessary qualifications and skills for filling vacant positions is a:
a. skills inventory
b. job posting
c. job bidding
d. letter of promotion
e. probation period
6. Job seekers who come unsolicited to the organisation in search of a job are referred to as:
a. referrals
b. applicants
c. walk-ins
d. write-ins
e. interviewees
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CHAPTER 7 – Recruitment and Selection
7. Advertisements that do not identify the employer but instead ask interested candidates to
apply to a box number at the post office or the newspaper are referred to as:
a. print advertisements
b. broad advertisements
c. broadcast advertisements
d. blind advertisements
e. broadcast advertisements
7. The following are examples of the kinds of information that need to be considered in
evaluation of recruitment operations EXCEPT:
a. Cost of operations
b. Cost per hire
c. Number and quality of applicants
d. Acceptance/offer ratio
e. Absenteeism rate of new recruits
8. The dividing line between recruitment and selection is the:
a. interview
b. application letter
c. application form
d. selection test
e. letter of offer
9. A process of screening applications received from job-seekers to choose the most suitable
candidates for further processing thus reducing the number of candidates is called:
a. Candidate elimination
b. Short-listing
c. Preliminary interview
d. Selection testing
e. Job preview
10. The selection technique most widely used by organisations is the selection:
a. test
b. interview
c. preview
d. approval
e. reference check
11. A process that conveys information about the job to the applicant in an unbiased manner,
including both the positive and negative factors is called a:
a. realistic job preview
b. selection interview
c. negative interview
d. information briefing
e. expectation briefing
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CHAPTER 7 – Recruitment and Selection
12. The following are some of the essential information that should be included in an offer
letter EXCEPT:
a. job title
b. starting salary
c. length of probationary period
d. notice period before and after probation
e. working hours
13. A successful selection interview should have the following objectives EXCEPT:
a. Obtain additional information about the candidate
b. Provide information regarding the job and organisation
c. Show the candidate the names of the top management
d. Sell the organisation to the candidate
e. Maintain good public relations
14. The following are some of the reasons for unreliable selection interview results EXCEPT:
a. Contrast effect
b. Halo effect
c. Stereotyping
d. First impression bias
e. Consistent standards
15. A test that measures physical abilities and often used in selecting candidates for jobs that
require strength, co-ordination, or dexterity is called:
a. Psychomotor Abilities Test
b. Dexterity Test
c. Aptitude Test
d. Achievement Test
e. Assessment Centre
II. Answer T for true and F for false
16. Recruitment is the process of choosing from applicants the ones who are best suited for
the positions.
17. Advanced knowledge of job openings will allow recruiters to be proactive and plan in
advance their sources and recruitment strategies.
18. The process of recruitment begins when a manager initiates an employee requisition form.
19. When a vacancy exists, the organisation should immediately recruit and hire new
employees.
20. Overtime is a method that can be used to meet short term fluctuations in work volume.
21. There is no difference between employee leasing and temporary employees.
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CHAPTER 7 – Recruitment and Selection
22. Organisations that implement a job posting and bidding procedure must inform the
unsuccessful candidates but do not need to give them the reasons why they were not
promoted.
23. Walk-in interviews are meant to attract candidates who would normally not be bothered to
write a formal letter of application.
24. One problem with advertisements is that quite often the ideal candidates are happily
employed and not reading the appointments section of the newspapers.
25. The main advantages of using the Internet for recruitment are speed and costs.
26. Consulting firms that seek the most qualified managers or executives available for a
specific position are known as employment agencies.
27. The process of choosing from the many applicants those who are best suited for the
positions is the interview.
28. When job applicants write in with detailed information about themselves or when detailed
resumes are enclosed, application forms are not necessary.
29. In Malaysia, it is illegal to ask for personal particulars like race and religion in the
application form.
30. Employers nowadays seldom look at testimonials because nearly all testimonials mention
only the good in the applicants, never the bad.
31. In a selection interview, reliability means that there should be consistency in the
interpretation of the interview results and there should not be much variance from
interviewer to interviewer.
32. Validity of a selection interview refers to the relationship between interview results and
actual work performance, that is, the correctness of the interview as a predictor of job
performance.
33. By providing a realistic job preview the organisation attempts to prevent job
dissatisfaction by giving the potential employee an insight into the job.
34. The starting salary need not be written down in a letter of offer because the salary is
negotiable.
35. The contrast effect means that those interviewed immediately after a weak candidate are
assessed more favourably.
36. The halo effect means making a decision very early in the interview so that the mind is
closed and the rest of the interview time is used to find evidence to substantiate the
decision.
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CHAPTER 7 – Recruitment and Selection
37. Employment tests which are valid and reliable may accurately measure ability to perform
the job but may not be able to measure the person’s motivation or the will to perform.
38. Attitude tests measure whether an individual has the capacity or latent ability to learn a
given job if given adequate training.
39. The Assessment Centre is a method of evaluating and predicting human behaviour and
does not refer to a place.
40. The Assessment Centre is currently the best available method of evaluating managerial or
supervisory potential.
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