Recruitment and Selection: Sources, Process, Tests, Interviews and Placement (Overview) Questions

Question 1

Define selection.

Accepted Answer

Selection is the process of **choosing the most suitable** candidate from the applicants and offering employment.

Question 2

Define recruitment.

Accepted Answer

Recruitment is the process of **searching for** prospective employees and **encouraging** them to apply for jobs in the organisation.

Question 3

Give one example of an internal source of recruitment.

Accepted Answer

Promotion (or transfer) is an **internal source** of recruitment.

Question 4

What is induction?

Accepted Answer

Induction (orientation) is the process of introducing a new employee to the **organisation, job, rules and colleagues** to help early adjustment.

Question 5

Recruitment is a positive process. (True/False)

Accepted Answer

True. Recruitment is **positive** because it aims to attract and increase the pool of applicants.

Question 6

State any two external sources of recruitment.

Accepted Answer

Two external sources are **campus recruitment** and **advertisements/job portals**.

Question 7

Differentiate recruitment and selection (any three points) using a table.

Accepted Answer

Recruitment vs selection:

| Basis | **Recruitment** | **Selection** |
|---|---|---|
| Purpose | attract candidates | choose best candidate |
| Nature | **positive** (adds applicants) | **negative** (rejects unsuitable) |
| Stage | before selection | after recruitment |

Hence, recruitment builds the pool, and selection finalises the hire.

Question 8

Explain internal and external sources of recruitment (brief) with a small table.

Accepted Answer

Sources of recruitment:

| Source type | Examples |
|---|---|
| **Internal** | promotion, transfer, internal job posting |
| **External** | campus recruitment, advertisements/job portals, consultants |

Internal sources are faster and motivating, while external sources provide a wider talent pool.

Question 9

Write the steps in the selection process (brief) as a flow.

Accepted Answer

Selection steps (typical):

Screening → Application form → **Tests** → **Interview** → Reference checks → Medical (if required) → Offer → **Placement** → **Induction**

Question 10

Explain any three selection tests and their purpose in selection.

Accepted Answer

Any three selection tests:

- **Aptitude test**: measures reasoning/numerical/verbal ability.
- **Skill/technical test**: checks job-specific skills (e.g., typing, coding).
- **Personality test**: assesses traits and work style.

Purpose: tests increase **objectivity** and improve prediction of job performance.

Question 11

Explain placement and induction (orientation) with a small table (any three points).

Accepted Answer

Placement and induction:

| Term | Meaning | Purpose |
|---|---|---|
| **Placement** | assigning the employee to the right job/department | better person–job fit |
| **Induction** | introducing the employee to organisation, rules and job | faster adjustment |

Both complete the hiring process and reduce early confusion and turnover.

Question 12

Explain recruitment process and selection process with separate flows (exam-style).

Accepted Answer

### Recruitment process (flow)
Vacancy identification → JD/JS → choose sources → attract applicants (ads/campus/referrals) → receive applications → shortlist

### Selection process (flow)
Screening → Tests → Interview → Reference/medical checks → Offer → Placement → Induction

### Conclusion
Recruitment creates the applicant pool, while selection systematically filters and finalises the best candidate for the job.

Question 13

Discuss merits and demerits of internal and external recruitment (exam-style) with a table and conclusion.

Accepted Answer

### Merits and demerits

| Source | Merits | Demerits |
|---|---|---|
| **Internal** | faster, cheaper, motivates employees | limited talent pool, may create internal rivalry |
| **External** | wider talent pool, new ideas, specialised skills | costly, time-consuming, adjustment issues |

### Conclusion
A balanced hiring policy uses internal sources for quick filling and motivation, and external sources when new skills and wider choice are required.

Question 14

Explain interview types and write guidelines to conduct an effective interview (exam-style) with a small checklist table.

Accepted Answer

### Interview types
- **Structured** / unstructured
- **Panel** interview
- **Behavioural** interview (STAR)
- Technical interview

### Guidelines (effective interview)
- base questions on **JD/JS** and competencies
- use a common rating sheet to reduce **bias**
- ask job-related, clear questions; listen actively
- avoid halo/similarity bias; document evidence

| Checklist | Yes/No |
|---|---|
| **Standard questions** for all candidates |  |
| **Rating criteria** defined |  |
| Bias controls used |  |

### Conclusion
Structured, evidence-based interviews improve fairness and quality of selection decisions.

Question 15

Explain placement and induction: meaning, objectives and benefits (exam-style) with a table and conclusion.

Accepted Answer

Meaning:
- **Placement**: assigning the employee to a suitable job/department.
- **Induction**: orientation to organisation, job rules and colleagues.

| Activity | Key benefits |
|---|---|
| **Placement** | better fit and performance |
| **Induction** | reduces anxiety and speeds adjustment |

Thus, both improve early effectiveness and retention.

Basis	Recruitment	Selection
Purpose	attract candidates	choose best candidate
Nature	positive (adds applicants)	negative (rejects unsuitable)
Stage	before selection	after recruitment

Recruitment and Selection: Sources, Process, Tests, Interviews and Placement (Overview)

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