Process of Recruiting, Selecting and Training of Employees

Question 1

when a business or organization intends to fill a vacancy from within its existing workforce.

Answer 1

Internal Recruitment

Question 2

when an organization looks to fill vacancies from applicants outside of the company.

Answer 2

External Recruitment

Question 3

type of internal recruitment where in when the company is in need of human resources, the records of supervisors are reviewed and the most hardworking or potential employees are referred for the vacant posts.

Answer 3

Employee Referral

Question 4

the act of advancement of employee’s post in the company

Answer 4

Promotion

Question 5

Under this method, human resource need at any branch is identified at first. Information about vacancy is then distributed in all the branches, following which, interested and suitable candidates are transferred.

Answer 5

Transfer

Question 6

most widely used method for external recruitment. Companies announce vacancies through electronic and print media such as newspaper, magazines, television, radio and internet.

Answer 6

Advertisement

Question 7

method of external recruitment applicable for unskilled and semi-skilled posts.

Answer 7

Walk-ins

Question 8

work as middlemen between prospective employees and companies.

Answer 8

Private Employment Agencies

Question 9

keep regular contact with laborers and industries, and provide the industries with laborers whenever required.

Answer 9

Labor Contractors

Question 10

process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organisation

Answer 10

Selection

Question 11

pre-planned interview and more carefully designed to have a high degree of accuracy, precision and exacted.

Answer 11

Patterned, Structured or Guided Interview

Question 11

pre-planned interview and more carefully designed to have a high degree of accuracy, precision and exacted.

Answer 11

Patterned, Structured or Guided Interview

Question 11

pre-planned interview and more carefully designed to have a high degree of accuracy, precision and exacted.

Answer 11

Patterned, Structured or Guided Interview

Question 12

main purpose of this type of interview is factfinding; it measures personality, motivation and interest of the candidate.

Answer 12

Patterned, Structured or Guided Interview

Question 13

type of interview that is useful in selection of semi-skilled employees

Answer 13

Patterned, Structured or Guided Interview

Question 14

also called as directed or standardized interview

Answer 14

Patterned, Structured or Guided Interview

Question 14

also called as directed or standardized interview

Answer 14

Patterned, Structured or Guided Interview

Question 15

called as “non-directed interview”

Answer 15

Unstructured or Unguided Interview

Question 15

called as “non-directed interview”

Answer 15

Unstructured or Unguided Interview

Question 16

designed to let the interviewee speak his mind freely

Answer 16

Unstructured or Unguided Interview

Question 17

basic objectives of this type of interview are to find out the feeling, desire or problems of the candidate.

Answer 17

Unstructured or Unguided Interview

Question 18

one interviewer is speaking with one candidate.

Answer 18

One-to-One Interview

Question 19

goal is to establish rapport with the interviewer and show how your qualifications will benefit the company.

Answer 19

One-to-one Interview

Question 19

goal is to establish rapport with the interviewer and show how your qualifications will benefit the company.

Answer 19

One-to-One Interview

Question 20

candidate is screened by a group of interviewers who are specialists in their respective fields.

Answer 20

Panel or Board Interview

Question 21

A candidate is interviewed by a number of interviewers, and the questions are asked by them in serial or in random order.

Answer 21

Group Interview

Question 22

tests used to judge the mental capacity of the applicants.

Answer 22

Intelligence Tests

Question 23

measure the individual learning abilities, i.e., ability to catch or understand instructions and also ability to make decision and judgment.

Answer 23

Intelligence Tests

Question 24

measure an applicant’s capacity and his potential for development

Answer 24

Aptitude Tests

Question 25

designed to measure the skills already acquired by the individuals

Answer 25

Proficiency Tests

Question 26

also known as performance, occupational or trade tests.

Answer 26

Proficiency Test

Question 27

identify patterns of interests, i.e., areas in which the individual shows special concern, fascination and involvement.

Answer 27

Interest Tests

Question 28

probe the qualities of an individual’s personality as a whole, the combination of aptitude, interest and usual mood and temperament.

Answer 28

Personality Tests

Question 29

process of enhancing the skills, capabilities and knowledge of employees for doing a particular job.

Answer 29

Training

Question 30

employees are trained in actual working scenario

Answer 30

On the job training

Question 31

motto of such training is “learning by doing.”

Answer 31

On the job training

Question 32

training is provided away from the actual working condition.

Answer 32

Off the job training

Question 33

also called as vestibule training, i.e., the employees are trained in a separate area

Answer 33

Off the job training

Question 34

joint initiative of the employee as well as the employer to upgrade the existing skills and knowledge of an individual.

Answer 34

Employee development

Question 35

helps in developing and nurturing employees for them to become reliable resources and eventually benefit the organization.

Answer 35

Employee Development

Question 36

universally recognized as a strategic tool for an organization’s continuing growth, productivity and ability to retain valuable employees.

Answer 36

Employee Development