Acquiring Human Resources MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Acquiring Human Resources, a fundamental topic in the field of IC90 Human Resource Management. Whether you're preparing for competitive exams, honing your problem-solving skills, or simply looking to enhance your abilities in this field, our Acquiring Human Resources MCQs are designed to help you grasp the core concepts and excel in solving problems.

In this section, you'll find a wide range of Acquiring Human Resources mcq questions that explore various aspects of Acquiring Human Resources problems. Each MCQ is crafted to challenge your understanding of Acquiring Human Resources principles, enabling you to refine your problem-solving techniques. Whether you're a student aiming to ace IC90 Human Resource Management tests, a job seeker preparing for interviews, or someone simply interested in sharpening their skills, our Acquiring Human Resources MCQs are your pathway to success in mastering this essential IC90 Human Resource Management topic.

Note: Each of the following question comes with multiple answer choices. Select the most appropriate option and test your understanding of Acquiring Human Resources. You can click on an option to test your knowledge before viewing the solution for a MCQ. Happy learning!

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Acquiring Human Resources MCQs | Page 6 of 12

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Q51.
What are attitudes, aptitudes and behavioural characteristics?

a.

Verifiable factors in the recruitment process

b.

Indications of knowledge and skill

c.

Determinants of suitability for appointment

d.

Difficult-to-standardize characteristics that are important in organisational work

Discuss
Answer: (d).Difficult-to-standardize characteristics that are important in organisational work Explanation:Attitudes, aptitudes, and behavioural characteristics are difficult-to-standardize characteristics that are important in organisational work.
Q52.
Why are attitudes, aptitudes, and behavioural characteristics important in the recruitment process?

a.

Because they are easy to document

b.

Because they are determinants of educational qualifications

c.

Because they are important in organisational work

d.

Because they are not important in the recruitment process

Discuss
Answer: (c).Because they are important in organisational work Explanation:Attitudes, aptitudes, and behavioural characteristics are important in organisational work and need to be looked into in the selection process.
Q53.
What is the ideal ratio of candidates to vacancies?

a.

1:1

b.

2:1

c.

3:5

d.

5:3

Discuss
Answer: (c).3:5 Explanation:It is believed that the candidates should be 3 to 5 times the vacancies.
Q54.
Why is qualification sometimes used as a criterion to bring down the number of candidates?

a.

Because it is the only objective criteria available

b.

Because it ensures that the most qualified candidates are selected

c.

Because it eliminates the candidates who are not serious about the job

d.

Because it is the most effective way to assess job-specific skills

Discuss
Answer: (a).Because it is the only objective criteria available Explanation:There is no great rationale in using qualification as a criterion except that it would be an objective criteria.
Q55.
What types of tests can be administered for clerical vacancies?

a.

Personality tests

b.

Technical skills tests

c.

Cognitive ability tests

d.

Language skills, communication skills, general awareness, numerical ability, ability to identify similarity in patterns, memory, reasoning, etc

Discuss
Answer: (d).Language skills, communication skills, general awareness, numerical ability, ability to identify similarity in patterns, memory, reasoning, etc Explanation:Simple tests can be administered in language skills, communication skills, general awareness, numerical ability, ability to identify similarity in patterns, memory, reasoning, etc.
Q56.
What is the purpose of selection in the recruitment process?

a.

To make decisions about who should be appointed

b.

To create job vacancies

c.

To verify educational qualifications

d.

To assess past work experience

Discuss
Answer: (a).To make decisions about who should be appointed Explanation:Selection is the part of the recruitment process that makes decisions about who, among the applicants identified through recruitment, should be appointed.
Q57.
How many times the number of vacancies should be the number of candidates?

a.

1 to 2 times

b.

2 to 3 times

c.

3 to 5 times

d.

More than 5 times

Discuss
Answer: (c).3 to 5 times Explanation:It is believed that the number of candidates should be 3 to 5 times the number of vacancies.
Q58.
What criterion can be used to bring down the number of applicants?

a.

Age

b.

Past work experience

c.

Educational qualification

d.

Number of marks obtained in an examination

Discuss
Answer: (c).Educational qualification Explanation:If the number of applicants is very large, qualification can be used as a criterion to bring down the number. Less qualified applicants or those with lesser marks in the same examination can be eliminated.
Q59.
What type of tests can be administered for preliminary elimination in the case of clerical vacancies?

a.

Language skills and communication skills

b.

General awareness and numerical ability

c.

Ability to identify similarity in patterns and memory

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:Simple tests can be administered in language skills, communication skills, general awareness, numerical ability, ability to identify similarity in patterns, memory, reasoning, etc
Q60.
What techniques can be used for the serious selection process?

a.

Personal interview by one or more individuals separately, or as a panel

b.

Group discussions among the candidates

c.

Psychological and aptitude tests

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:The serious selection process can be made by using one or more of the following techniques: personal interview by one or more individuals separately, or as a panel, group discussions among the candidates, psychological and aptitude tests, in basket exercises, references, and medical tests.
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