Lesson 3.1.2

3.1.2 Stages of Recruitment Quiz: NCFE Business & Enterprise, Unit 3

20 questions · by Revision Ninja

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This free Stages of Recruitment quiz has 20 multiple choice questions for the NCFE Level 1/2 Technical Award in Business and Enterprise (NCFE Business & Enterprise), Unit 3: Human Resources. It covers lesson 3.1.2, Stages of Recruitment, one of the ready-made revision sets written with Revision Ninja and organised by unit on Qwiz Rush.

Use it as a starter, a plenary or an end-of-unit check: host it live on the board and students join with a game code on their own devices — no student accounts and nothing to install — or set it for independent revision with Free Play, where each student works through the questions alone.

Every question runs on a 20-second countdown and the fastest correct answers score the most. All the questions and their choices are listed below so you can see what the quiz covers; the answers are revealed in the game. Want to change something? Make your own copy and edit it in your library.

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The 20 questions

  1. What does a person specification set out?

    • The duties the jobholder will do
    • The interview questions the panel will ask
    • The pay and hours of the contract
    • The qualifications and skills needed

  2. Which of these would appear in a job description?

    • The deadline for applications
    • Who the employee reports to
    • The experience a candidate needs
    • The notice period and pay rate

  3. Why does a business shortlist applicants after the closing date?

    • To decide who gets the job offer
    • To take up references from previous employers
    • To choose who to invite to interview
    • To write the job advert wording

  4. Why might a business ask candidates to sit a short written test?

    • To confirm they are free to start
    • To gather views from their referees
    • To measure the skills the job needs
    • To check their exam certificates

  5. What is the main advantage of a face-to-face interview over a phone one?

    • The panel can read body language
    • It reaches candidates far away
    • It can be arranged at short notice
    • It is cheaper for the business

  6. Why might a shop ask candidates to act out serving a difficult customer?

    • To see how they handle pressure
    • To speed up the shortlisting stage
    • To test their written English
    • To check the qualifications on their CV

  7. Why does an employer contact a candidate's previous manager for a reference?

    • To check what the applicant claims
    • To give the applicant feedback
    • To agree the starting salary
    • To find out their notice period

  8. Why does a firm wait until its first choice accepts before rejecting the rest?

    • So references can be taken first
    • To let the others reapply later
    • In case the offer is turned down
    • To give the others more feedback

  9. A candidate has accepted a job offer. What does the employer issue next?

    • A contract of employment
    • A person specification
    • An invitation to interview
    • A shortlist of applicants

  10. What is the main drawback for a worker on a zero-hour contract?

    • They must work fixed shifts
    • They cannot take other work
    • They are self-employed by law
    • Their income is not secure

  11. What does 'headhunting' mean when a business is trying to fill a senior post?

    • Approaching a skilled worker directly
    • Running interviews with a shortlist
    • Promoting an employee into the role
    • Advertising the post in a trade journal

  12. What is a drawback for a business of relying on temporary staff?

    • They cannot legally work more than 12 weeks.
    • They tie the firm into long-term wage costs.
    • They may feel less loyal and leave early.
    • They must be paid redundancy when they go.

  13. Why do some employers see zero-hours contracts as cheap to run?

    • Staff give up their right to holiday pay.
    • Staff are paid a set salary, whatever the hours.
    • Staff are paid for the hours they actually work.
    • Staff are self-employed and pay their own tax.

  14. What makes a fixed-term contract different from a permanent one?

    • It pays an hourly rate, not a salary.
    • It can be ended without any notice given.
    • It has an agreed finish date written in.
    • It offers no set hours from week to week.

  15. Which statement describes a zero-hours contract?

    • The worker is paid a fixed yearly wage.
    • The worker gets the same hours each week.
    • The worker is offered hours as needed.
    • The worker is banned from a second job.

  16. Rosa only advertises her new supervisor job to existing staff. What is the main drawback of this?

    • The pool of candidates is much smaller
    • Advertising in the press is expensive
    • Existing staff lose the chance of promotion
    • New starters need a long induction period

  17. What is a drawback of filling a vacancy from outside the business rather than from within?

    • It costs more to advertise and select
    • It stops the firm bringing in new ideas
    • It limits the firm to its own employees
    • It leaves another vacancy to be filled

  18. A café chain hires a manager away from a rival firm. What is the main benefit of recruiting this way?

    • It rewards loyal staff with promotion
    • It brings in fresh ideas and new skills
    • It costs less than promoting from within
    • It shortens the induction period

  19. Which statement is true of most freelance workers?

    • They are self-employed and paid per project.
    • They are paid a salary but work from home.
    • They are on the payroll with set weekly hours.
    • They are employees with a rolling contract.

  20. Kwame's firm posts every vacancy on its intranet first. What is an intranet?

    • A private site staff log in to at work
    • A magazine sent out to the industry
    • An agency that supplies job applicants
    • A public job board open to anyone