JOB ANALYSIS /RECRUITMENT AND SELECTION 10.

Ergonomics is the study of relationships between

1. These are the knowledge, skills, abilities, and other spiritual attributes of workers and their work
characteristics (KSAOs) (such as interest, personality and environment to reduce physical and mental strain and
training) that are necessary to the successful on the job. increase productivity and quality of work life.
a. Job Context c. Job Description a. True c. Somewhat True
b. Job Details d. Job Specification b. False d. Somewhat False
2. Job Analysis is the study of discovering the right person 11. All of the following statements are true, except:
to be placed in the right job. a. An attribute of jobs wherein the worker has the
a. True c. False opportunity to use different skills and abilities or
b. Sometimes True d. Sometimes False perform different activities is called autonomy.
3. A systematic study of how jobs discover the duties and b. Task Identity is the feeling of responsibility and
skill requirements. pride that results from doing an entire piece of work,
a. Job Analysis c. Job Design not just a small part of it.
b. Recruitment d. Job Redesign 12. It is the systematic process of establishing a need
4. One of the written products of a job analysis is a job and then working out the best way to meet the need,
description—a list of job human requirements, such as within a strategic framework that enables you to
personality, skills, requisite education, and other related identify priorities and determine the operational
requirements. principles, especially job analysis.
a. True c. Sometimes True a. Job Analysis c. Job Design
b.False d. Sometimes False b. Organizational Commitment d. Planning
5. Before the conduct of job analysis, the following should 13. Which of the following statements is true?
be identified, except? I. Objectives are the long-term results of the project.
a. What type of information will be obtained? II. Goals are short-driven results.
b. What KSAs are needed to perform the job? a. Statement 1 is True, Statement 2 is False
c. Who will conduct the job analysis? b. Statement 1 is False, Statement 2 is True
d. Who will participate in the job analysis? c. Both Statements are true
b. Both Statements are false
6. All of the following requirements are typically addressed 14. Which one of the following indicates the division
in job specifications, EXCEPT? of work within a firm and the lines of authority and
a. Desired personality traits c. Necessary experience communication?
b. Required education level d. Working condition a. Process chart c. Organizational chart
b. Employee matrix d. Corporate overview
7. Conducting the job analysis is the sole responsibility of 15. Statement of results and how to get there.
the HR specialist. Describe the condition that will exist when the desired
a. True c. Sometimes True outcome has been achieved. Under what step is this?
b. False d. Sometimes False a. Communicate Responsibilities, Goals and
Objectives
8. Both the job description and job specification provide a b. Performance Goals and Objectives
list of the job’s human requirements. c. Performance Standards
a. True c. Somewhat True d. Obtaining Top Management Support
b. False d. Somewhat False 16. Achieving maximum output with minimum
expenditure of time, effort, or other resources.
9. The sequence of and balance between jobs in the a. Workflow c. Efficiency
organization needed to produce the firm’s goods or b. Ergonomics d. None of the above
services. c.
a. Workflow c. Variety
b. Efficiency d. Task Identity 17. Expected quality or quantity of a job
performance
 a. Performance Standard c. Work Activities b. Interviews d. Questionnaires
b. Human Behavior d. Human Requirement 24.Jerome, a manager at an electronics company, needs to
gather job analysis information from a large number of
18. As an HR Practitioner, what is the best method to use employees who perform similar work. Which of the
to collect job analysis data if you were assigned to write a following would be most appropriate for Jerome?
job description for shirt factory in British Columbia a. Observing all employees
employing mostly Arab immigrants who spoke little b. Interviewing the HR Manager
English? c. Holding a group interview with a supervisor
a. Interview Method d. Conducting telephone surveys of all employees
b. The Observation Method 25.This is to be done in case of adding new tasks to the
c. The Job Questionnaire Method functional role, changing natural tasks of the role or in
d. Mixed Method case of dismantling or merging functional roles resulting
19. One of the problems with direct observation is ______, from amendments in the organizational structure of the
which is when workers alter their normal activities because organization or its departments.
they are being watched. a. Revision of Job Description and Job Specification
a. Flexibility c. Reactivity b. Reviewing Job Description
b. Falsification d. Diversion c. Reviewing of Organizational Chart
20. Julie Mendoza, an HR Generalist, used a type of d. None of the above
interview that follows a systematic approach where 26.Below are the most important conditions in reviewing
employees are interviewed accurately and consistently, job description except:
following a specific format. a. Considering the actuality of tasks and responsibilities
a. Standard Interview mentioned in the job description within the required role.
b. Unstandardized Interview b. Determining the minimum required qualifications of
c. Structured Interview the role in addition to any other additional qualifications.
d. Unstructured Interview c. Conduct round table discussion with competitor’s
21. Kath Suan, a Job Analyst at the Megastar Corporation, stakeholders
used a type of interview that doesn’t follow a systematic d. Determining required calibers for a certain job in a
approach where employees are interviewed without manner consistent with performance appraisal.
following a present format. It is carried out as conversation 27. It helps to build relationships, promotes mutual
with no specific questions predefined. understanding, and enables employees to contribute to
a. Standard Interview c. Structured Interview organizational success. Moreover, it's a skill that can be
b. Unstandardized Interview learned but it takes practice.
c. Structured Interview a. Relationship c. Connection
d. Unstructured Interview b. Communication d. None of the Above
22. A Job Analyst prepares a tool based on the purpose of 28.The overall effectiveness of the company relies on this
the job analysis. This tool is carefully prepared based on the type of communication?
simple understanding of the employees who will answer a. Passive Communication
them. b. Assertive Communication
a. Interview Method c. Internal Communication
b. Observation and Interview Method d. External Communication
c. The Job Questionnaire Method 29.The following are the principles of effective internal
d. The Combination of Interview and Questionnaire communication except:
23.Joaquin records every activity in which he participates a. Internal communication consists of accurate,
at work along with the time it takes him to complete each consistent, and timely information.
activity. Which of the following approaches to job analysis b. Internal communication never stops. It is a continuous
data collection is most likely being used at Joaquin’s interactive process.
workplace?
a. Diaries c. Observations
c. Internal communication is two-way communication. 36.This is what a person actually does in carrying out the
Customers’ feedback helps managers decide if the job.
communication has been received and understood. a. Role Conception c. Role Behavior
d. Internal communications are essential to the b. Role Expectation d. None of the above
organization’s overall effectiveness.
30.Which of the following statements is true?
I. Job Description is one of the most important 37. It is what a person thinks his/her job is and how the
substrates of HR Systems. person has been taught to do it.
II. Therefore, corporations should be keen on a. Role Conception c. Role Behavior
developing this documentation through a scientific b. Role Expectation d. None of the above
systematic method. 38. Mrs. Anna Salvador is the head of the team who is
a. Both statements are true. ultimately answerable for the activity or decision. This
b. The first statement is true, while the second statement is Includes yes or no authority. Under role and responsibility
false charting theory, what role does Anna do?
c. The first statement is false, while the second statement is a. “The Doer” c. Inform
true. b. Accountable d. “In the Loop”
d. Both statements are false. 39. Mr. Ramark Felipe, a specialist, is responsible for
action/implementation. Under role and responsibility
31.One disadvantage of using the interview Job analysis charting theory, what role does Ramark do?
method is that employees may exaggerate or omit vital a. “The Doer” c. Consult
details. What best recommendation can you provide to 40. Dr. Marile Salazar provides consultation prior to a
overcome this issue? final decision or action. Under role and responsibility
a. Ask the same questions in the same order. charting theory, what role does Madife do?
b. Use standardized criteria for recording, comparing and a. Responsible c. “ In the Loop”
evaluating answers. b. “The Buck Stops Here” d. Inform
c. Interview more than one employee in the same
position (if applicable). 41. It is a toolkit to lock all elements in place,
d. None of the above. Working with other "process providers" provides a
32.The basic unit of a job is the performance of specific consensus that clarifies "who is to do what, with
tasks and duties. whom and when."
a. Duties and Tasks c. Tools and Equipment a. a. Role and Responsibility Charting
b. Environment d. Relationship b. b. Gantt Charting
33.In this area, it provides information about whom the job c. c. Process Charting
reports to. d. d. None of the above
a. Duties and Tasks c. Tools and Equipment
b. Environment d. Relationship 42. Fred, a job analyst, is making a job description review.
34.This may include unpleasant conditions such as offensive Help him accomplish his task by choosing the correct job
ambiance, conditions, and temperature extremes. description review process below.
a. Duties and Tasks c. Tools and Equipment I. Implementation of any changes to be made effective at
b. Environment d. Relationship the beginning of the first pay period of the following
35.Gantt charting is a technique for identifying functional month.
areas where there are process ambiguities, bringing the II. Review of the job description by human resources to
differences out in the open and resolving them through
evaluate the job description contents and compensation
cross-functional collaborative efforts
a. True c. False implications
b. Somewhat True d. Somewhat False III. Request a job description and or band level change in
Human resources.
a. I, III, and II c. III, II, and I
 b.II, I, and III d. I, II and III II. Triangulate Data to the extent possible.
III. When multiple reviewers are tasked with the role of
reviewing documents sources, provide clear and
43. In writing a job description, would it be helpful if you consistent guidelines to all reviewers on the procedures
will use narrative form to expand the duties and for completing the protocol/checklist or examination form.
responsibilities of the job?
a. Yes c. Yes, but not every time Answer: All of the statements are true
b. No d. None of the above. 49. Which one of the following terms refers to
44. This guide provides the basics of writing a job systematically moving workers from one job to another?
description and covers the following sections of description, a. Job Rotation
such as Position Details, Job Duties, Performance Standards, b. Job Enrichment
and Job Factors. c. Job Enlargement
a. Job Analysis Writing Guide d. Job Adjustment
b. Job Context Writing Guide
c. Job Description Writing Guide 50. A manager trying to implement a change, no matter
d. Job Duties Writing Guide how small, should expect to encounter some resistance
45. Meredith is a newly hired employee of CATS Corporation. from within the organization.
His Team Leader Benjamin presented the organization to
a. True c. False
her. Meredith was able to keep up to speed with herself,
b. Somewhat True d. Somewhat False
and easily accomplished Documenting and reporting the
51. When a company makes a transition from its
client's feedback; drafting minutes of the meeting,
current state to some desired future state, they are
generating reports and any related documents requested by
going through?
the superior, etc. What type of role assumption is this?
a. Globalization
a. Role Conception c. Role Behavior
b. Organizational Change
b. Role Expectation d. None of the above
c. Technological Change
46.Taylor was promoted as the new Training and
d. Environmental Change
Development Manager; she has been taught by the
52. Its main function is to develop a pool of employees
outgoing T&D Manager all the things that she must lead for
who can be placed at a senior level when someone gets
her new position.
retired or leaves the organization.
a. Role Conception c. Role Behavior
a. Job Rotation
b. Role Expectation d. None of the above
b. Transfer
47. Betty was given an opportunity by the organization to
c. Succession Planning
study internationally new methods of gathering Job Analysis
d. Manpower Planning
utilized by successful foreign organizations. As she came
53. The process of breaking the job into relatively
back to the country the top management expected her to
easier sub-parts with the intention to enhance the
share her knowledge learned from the afore-mentioned
Individual's productivity by minimizing the physical and
International Training.
mental efforts required to perform a complex job.
a. Role Conception c. Role Behavior
a. Job Enlargement c. Job Simplification
b. Role Expectation d. None of the above
b. Job Enrichment d. Job Design
48. The following are Tips for Success in Conducting the Job
54. A job design technique wherein there is an increase
Analysis. Except.
in the number of tasks associated with a certain job.
I. Be systematic in your review process.
 a. Job Enlargement c. Job Enrichment  All source and recruitment candidates are
b. Job Simplification d. Job Design exclusive to the client and are not shared with any
55. A fundamental part repetitive or boring. of others clients.
attracting, motivating, and retaining talented people,
particularly where work is repetitive or boring. STEPS IN HIRING PROCESS
a. Job Enlargement c. Job Enrichment 1. Review applications
b. Job Simplification d. Job Design 2. Initial screening
3. Interviews
4. Applicant Assessment
What is RECRUITMENT? 5. Background check
 Recruitment refers to the process of identifying, 6. Identifying the hiring need
attracting, interviewing, selecting, hiring and 7. Devise a Recruitment plan
onboarding employees, in other words, it involves 8. Write a Job Description
everything from the identification of a staffing need 9. Advertise the position
to filling it. 10. Recruit the position
What is OUTSOURCING? 11. Decision/Selection
12. Reference check
 It is the business practice of hiring a party 13. Job Offer
outside company to perform services or create 14. Hiring
goods that were traditionally performed in-house by 15. Onboarding
the company's own employees and staff.
KEY FEATURES OF ATS
 a practice usually undertaken by companies as a
cost-cutting measure. RESUME FARSING

THE IS THE PROCESS OF EXTRACTING

DATA FROM RESUMES, SUCH AS CONTACT
RECRUITMENT PROCESS OUTSOURCING (RPO)
INFORMATION, WORK HISTORY, EDUCATIONAL
 Acts as an in-house recruiter for a business providing BACK GROUND AND SKILLS .
efficiency and flexibility to the recruitment process. It
ADVANCED SEARCH
relieves employers and HR professions of
administrative burdens and delivers a seamless, high THIS ENABLES YOU TO FILTER
touch experience for job candidates. APPLICATIONS BY SPECIFIC KEYWORDS, JOB
TITLES, SKILLS EXPERIENCE, EDUCATION AND
HOW DOES RPO WORK?
MORE
 A comprehensive RPO partnership offers the
CANDIDATE SOURCING
flowing "daily administration and big-picture”
strategic guidance across the entire recruitment THIS ALLOWS YOU TO ACTIVELY
process from talent consulting to onboarding SEARCH FOR IDENTIFY AND REACH OUT TO
support, and typically underpinned by a flexible POTENTIAL CANDIDATES FOR OPEN POSITIONS.
applicant tracking system (ATS)
 MULTI-CHANNEL CANDIDATE SOURCING
THIS LETS YOU SEARCH FOR POTENTIAL
CANDIDATES USING MULTIPLE CHANNELES,
INCLUDING JOB BOARDS, SOCIAL MEDIA, AND
EMPLOYEE REFERRALS.
IN-BUILT CRM SOFTWARE
SOME ATS ALSO FEATURE CRM
SOFTWARE TO COVER ALL YOUR NEEDS IN ONE
PLATLFORM
EMAIL TEMPLATES
MOST ATS OFFER EMAIL TEMPLATES TO
ENSURE THAT ALL YOUR CORRESPONDENCE WITH
CANDIDATES IS CONSISTENT AND PROFESSIONAL
DIFFERENT TYPES OF JOB INTERVIEW
One-on-one interview
• Traditional interviews, take place in person and
involve a conversation between one interviewer
and one candidate. They're a chance for the
interviewer to ask about your experience and skills
and to evaluate how well you might fit in at the
company
Group Interview
• Involve multiple candidates being interviewed at
the same time for one or more job positions.
Employers may choose this interview style to
screen candidates, to interview multiple
candidates more efficiently or to test how
candidates behave in a group.
Remote video interview
• are when an interviewer conducts the interview
over a video call, often because the candidate
being interviewed lives in another place. This type
of interview can be extremely useful for long
distance candidates, as it saves both them and the
company time and money.
Behavioral interview
• Behavioral interviews assess your
performance in specific situations at work,
interviewers ask candidates to describe how
they have handled situations in past jobs so
they can analyze their pattern of behavior
and predict how they might handle future
situations.
Competency-based interview
• Assess a candidate's skills and competencies.
These usually test specific skills related to the
position, such as assessing leadership and
communication skills for a management
position. Competency-based interviews can
be like behavioral interviews because
employers can pair them with other interview
types and may include questions about how
you handled a past situation.
Stress Interview
• Stress Interviews assess how a candidate
responds to extreme pressure and
unexpected situation. The questions in a
stress Interview can be challenging or even
confrontational l, since the interviewer may
be trying to frustrate or intimidate you.
On-the-spot interview
• Happens immediately and with little to no
time for preparation, usually right after
you've turned in an application. This
interviews are a way of screening applicants
by quickly getting a sense of who they are
and what qualification they bring to the
position.
 Case interview
• Require a candidate to learn about a hypothetical
business situation and provide solution they were
consulting on the case. These interviews are most
common for position in Investment banking,
technology and management consulting.
Puzzle Interview
• Assess how quickly and creatively a candidate can
think by asking them difficult, puzzle-like questions.
They also test a Candidate's thinking and problem-
solving skills.
One-way Interview Or asynchronous interviews
• are a newer form of interview that involves using
technology like voice recognition and AI to pre-
screen candidates. They're like a normal video
interview because you complete them on camera at
a computer but, instead of talking to an interviewer,
you record your answers to preset questions.
4. Hypothetical questions are the ones that post
imaginary situations for the interviewee, and then
the interviewer asks the interviewee questions
about the imaginary situation. How should an
applicant answer such a question?
A. By using the STAR Method
B. By telling a story based on experiences
C. By illustrating examples using a pen and paper
5. Some of the serious mistakes in employment, from
the legal standpoint, are committed at the end of the
hiring process.
A. True B. False
6. The goal of recruitment is to encourage
unqualified applicants to self-select themselves out.
A. True B. False
7. Employee selection strategies are composed of the
following: research, testing, interview, and
evaluation methods.

A. True B. False
1. This is understood as the process of searching 8. This activity involves asking questions, feedback,
and obtaining a pool of potential candidates. and recording in a manner that can be used to make
A. Recruitment decisions.
B. Selection A.Interview
C. Recruitment and Selection B.Testing
2. A management function that involves a process C. Role Playing
of enabling the organization to have the right 9. This is the degree to which an assessment tool
people, doing the right jobs at the right time. produces stable and consistent results.
A. Recruitment
B. Human Resource Management A. Validity
C. Recruitment and Selection B. Testing
C. Reliability
3. The following are sources of applicants, except
one:
A. Word of Mouth
B. Promotion
C. None of the above
 10. This is the degree to which you can make 17. Transfer is a type of external recruitment.
specific conclusions or predictions about people
based on their test scores. In other words, it A. True B. False
indicates the usefulness of the test. 18. STAR answer methodology is applicable to
A. Validity B. Testing C. Reliability stress interviews.

11. Every country has a legal framework that guides A. True B. False
recruitment and selection. 19. Previous applicants are considered to be a part
A. True B. False of internal recruitment.

12. Job Analysis has a crucial role in developing A. True B. False

smart job vacancy postings..

A. True B. False

13. This provides an opportunity to connect

informally with interested applicants, companies,
usually pay a booth fee and send representatives to
collect and pre-screen candidates.

A. Job Fair
B. Recruitment Agencies
C. Campus Fair

14. This is least expensive and cost-effective way to

recruit.

A. Internal B. External C. Both

15. This is conducted to verify the information

provided by the candidates and is usually done after
employment interviews.

A. Selection Decisions
B. Physical Examination
C. Reference and Background Checks

16. It is worth giving indications that in terms of

leading, guiding, and managing employees, if one
is not recruiting the best people available, then it
is always going to be challenging to manage them
on a daily basis.

A. True B. False