Which of the following is not an external source of recruitment

• Campus recruitment

• Promotion

• Casual callers

• Direct recruitment

Answer explanation

Promotion is not an external source of recruitment because it involves promoting existing employees rather than hiring from outside the organization.

Under this method of recruitment, a notice is placed on the notice board of the organisation containing the details of the jobs available.

• Casual callers

• Labour contractors

• Recommendations of employees

• None of the above

Answer explanation

The correct choice is 'None of the above' because this method of recruitment involves placing a notice on the notice board of the organization.

Which of the following is an internal source of recruitment?

• Transfer

• Advertising on television

• Casual callers

• Labour contractors

Answer explanation

Transfer is an internal source of recruitment as it involves promoting existing employees to fill vacant positions within the organization.

Which of the following is not an advantage of using external sources of recruitment?

• Qualified personnel

• Wider choice

• Fresh talent

• Economical source

Answer explanation

Using external sources of recruitment is advantageous because it provides qualified personnel, a wider choice, and fresh talent. However, it is not an economical source.

Which of the following is not a disadvantage of using external sources of recruitment?

• Dissatisfaction among existing staff

• Lengthy process

• The scope for induction of fresh talent is reduced

• Costly process

Answer explanation

Using external sources of recruitment reduces the scope for induction of fresh talent.

It is a career oriented process.

• Training

• Development

• Selection

• Recruiment

Answer explanation

Development is a career-oriented process that focuses on training and improving skills for professional growth.

This analysis would enable an assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives.

• Breakeven analysis

• Workload analysis

• Workforce analysis

• All of the above

Answer explanation

Workload analysis enables assessment of human resources needed for various jobs and organizational objectives.

This analysis would reveal the number and type of human resource available within the organisation.

• Workload analysis

• Breakeven analysis

• Workforce analysis

• All of the above

Answer explanation

Workforce analysis reveals the number and type of human resource available within the organisation.

Workforce analysis would enable to know whether the organisation is

• Understaffed

• Overstaffed

• Optimally staffed

• All of the above

Answer explanation

Workforce analysis helps determine if the organization is understaffed, overstaffed, or optimally staffed. In this case, the correct choice is 'All of the above' as workforce analysis provides insights into all staffing scenarios.

It refers to the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.

• Selection

• Training

• Recruitment

• Orientation

Answer explanation

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.