What is the ultimate goal of recruitment in an organization?

• Filling job vacancies quickly regardless of qualifications

• Attracting a diverse and qualified pool of applicants

• Minimizing costs by hiring internal candidates only

Which of the following best describes the purpose of a job description?

• To clarify job roles for internal audits

• To guide recruitment and provide candidates with detailed expectations

• • To determine employee benefits and entitlements

Which method is considered an internal recruitment strategy?

• Posting the job on a public job board

• Announcing the vacancy to current employees for referral

• Hiring a candidate from a staffing agency

In the context of hiring, what does "selection" primarily involve?

• Determining the qualifications required for a role

• Screening and identifying the most suitable candidate for a position

• Offering employment contracts to all shortlisted candidates

Which type of interview is most likely to assess a candidate’s problem-solving skills?

• Case-based interview focusing on hypothetical situations

• Behavioral interview based on past experiences

• Panel interview with a group of decision-makers

What is the most critical component of an effective onboarding program?

• Completing administrative tasks like filling out tax forms

• Introducing the employee to company culture, expectations, and their team

• Assigning complex tasks immediately to assess their skills

Which of the following is NOT commonly considered a selection tool?

• Reference checks from previous employers

• Professional social media profiles like LinkedIn

• Employment aptitude tests

What is the primary objective of onboarding new employees?

• To ensure they fully understand the organization’s mission and vision

• To reduce the time it takes for them to become productive in their role

• To complete all HR-required documentation within the first week

What does the "time-to-fill" metric in recruitment measure?

• The duration between a job being posted and an offer being accepted

• The number of applicants screened during the hiring process

• The average tenure of hired employees in similar roles

Why are structured interviews often preferred over unstructured ones?

• They save time by asking fewer questions

• They ensure candidates are evaluated against consistent criteria

• 1. They allow interviewers to test candidates’ creative thinking on the spot