Oxford University Press | Online Resource Centre

Choose your answers from a-d by clicking the radio button next to each choice and then press 'Submit' to get your score.

Question 1

Recruitment and selection must be effective to ensure it:

a) Offsets high labour turnover

b) Delivers the highest calibre of individuals at optimum most

c) To have a surplus in case of sickness and absence

d) Encourages new blood into the organisation

Question 2

Can the assessment and selection of applicants be carried out in such a way that the 'best' or 'right' person will always be identified?

a) Yes

b) No

c) If enough money is invested in the process

d) If managers use their intuition or 'gut reaction' in making recruitment decisions

Question 3

The solution to many so-called 'people problems' is often associated with improving the effectiveness of the recruitment process by:

a) Having a robust HR department to carry out the process

b) Outsourcing the HR department

c) Careful selection of the right people for the job

d) Devolving to line managers

Question 4

The science and engineering sectors reflect significant under representation of which group of employees?

a) Highly skilled operators

b) Young people

c) Over 50s

d) Women

Question 5

The target figure of the Sussex Police Race Equality Scheme to increase ethic representation in its work force is:

a) 10.5%

b) 20%

c) 3.5%

d) 5%

Question 6

Are the best and most productive employees likely to be:

a) The least costly in terms of recruitment and employment costs

b) A matter of 'pot luck' in terms of recruitment decisions

c) The most costly to employ

d) Have no bearing on recruitment and selection costs

Question 7

In the CIPD survey (2007) the estimated costs of recruitment for a single employee was:

a) £4333

b) £2555

c) £8000

d) £3400

Question 8

Too great a reliance on internal recruitment can result in:

a) Reduced job performance

b) High labour turnover

c) Internal conflict

d) Poor group dynamics

Question 9

What strategies deployed by HR for attracting potential candidates to apply for vacancies might be seen to result in indirect discrimination?

a) Advert in local press

b) Word of mouth

c) Now recruiting banners/notices

d) Agency or job centre

Question 10

According to O'Leary et al (2002) the most important property of the assessment instruments used to measure or assess applicants against set criteria is their ability to predict what?

a) Whether a person will be a good team player

b) Length of service

c) Future job performance

d) Time it will take to train the person

Oxford University Press, Online Resource Centre, Chapter 03.

Chapter 03

Instructions