2.5.2b Recruitment documents and internal and external recruitment Quiz: Pearson Edexcel Business, Unit 10

The 20 questions

1. Which document sets out the duties, tasks and responsibilities of a particular job?

   • Curriculum vitae
   • Job description
   • Application form
   • Person specification

2. Which document describes the qualifications, skills and experience an ideal candidate should have?

   • Person specification
   • Payslip for the successful applicant
   • Job description
   • Advertisement for an open vacancy

3. Which document is usually completed by a candidate and contains their personal details and work history in a standard format?

   • Staff handbook
   • Application form
   • Job description
   • Person specification

4. What is usually the main difference between a CV and an application form?

   • A CV is a shorter document that lists only qualifications, while a form always includes a full work history
   • A CV is written by the candidate in their own format, while a form uses the employer's structure
   • A CV is only ever used for internal recruitment, while a form is used for external applicants
   • A CV is written by the employer to summarise the candidate, while a form is written by the candidate

5. Which recruitment method looks for candidates from within the business's existing staff?

   • Public advertising
   • External recruitment
   • Agency recruitment
   • Internal recruitment

6. What is an advantage of internal recruitment?

   • Staff already know the business's culture and processes, so training costs may be lower
   • It always brings new ideas into the business from outside the organisation each year
   • A wider pool of candidates is available than with any external method of recruiting staff
   • It is always cheaper than any external method because no advert needs to be placed

7. What is a disadvantage of internal recruitment?

   • It always takes longer than external recruitment in every situation
   • Filling one vacancy can leave another gap in the team
   • Candidates from outside the business cannot be considered at any stage
   • It removes the need for any interviews or assessment of candidates

8. A business advertises a vacancy for a sales assistant. It receives 60 applications and shortlists 12. What percentage of applicants was shortlisted?

   • 12%
   • 60%
   • 5%
   • 20%

9. Why does a business use a person specification when recruiting?

   • To describe the tasks the successful candidate will carry out each day in the role
   • To set the wage the business will pay to the successful candidate for the role each year
   • To record the reasons why each unsuccessful candidate was rejected after the interview
   • To make sure the selection is based on the skills and qualities the role needs

10. A business wants to fill a vacancy quickly for a role that needs specialist skills. Which recruitment method is most suitable?

    • Internal recruitment with no advertising at all
    • External recruitment through a specialist agency
    • Waiting for a current employee to volunteer for the role
    • Advertising only on a noticeboard inside the business premises

11. Which is the best reason a business might choose internal recruitment?

    • It removes the need to check the references of the successful candidate
    • It means the business does not need to write a job description at all
    • It rewards loyal staff and fills the role with someone who knows the business
    • It guarantees that the new employee will have more skills than any outside candidate

12. What information is typically included in a job advertisement?

    • The personal address and phone number of the current job holder
    • The job title, a summary of duties, pay and how to apply
    • The names of each candidate who has applied for the role already
    • The full salary history of the previous person in the role

13. Which recruitment document is typically requested by an employer after a candidate has been shortlisted?

    • The business's annual accounts for the previous year
    • A quarterly sales report from the business
    • A company car policy document
    • A CV or completed application form

14. A business advertises externally and receives 40 applications. Which step should it take next?

    • Pass all 40 applications to the existing staff so they can decide who should be interviewed
    • Compare applications against the person specification and shortlist the best matches
    • Interview every applicant one by one before reading any of their written applications
    • Offer the job straight away to the first applicant who responds to the advert

15. What is the main purpose of an interview in recruitment?

    • To assess whether the candidate has the skills and attitude the role needs
    • To tell the candidate exactly how many hours they will be expected to work each week
    • To check whether the candidate can afford to work for the business on the offered salary
    • To inform existing staff that a new employee has already been chosen for the team

16. A business uses external recruitment and pays £900 for an advert and £600 for an agency fee. What is the total recruitment cost?

    • £300
    • £900
    • £1,200
    • £1,500

17. Why might a business use a job description and a person specification together?

    • Both documents are only needed after the candidate has been appointed to the role
    • Both documents are used only for internal recruitment and never for external applicants at all
    • Both documents record the same information so that one of them can be discarded after use
    • One sets out the role's tasks and the other sets out the qualities needed to do it

18. What is a limitation of recruiting only through internal promotion?

    • Recruitment must always be done by external agencies in every case
    • The business may miss candidates with new skills from outside
    • The business is unable to fill any vacancy without an advert
    • Existing staff are never able to apply for any new role in the business

19. Why might a business choose external recruitment when it needs to bring in new ideas?

    • External recruitment ensures that current staff never leave the business for other jobs
    • External recruitment means that no interviews or checks are needed for new staff at all
    • External candidates are always cheaper to hire than internal ones for the same role
    • Candidates from outside may bring fresh experience and different perspectives

20. Explain why a business should review its recruitment method for each vacancy.

    • Reviewing methods is only needed if the business has no vacancies to fill in the year
    • Different roles need different sources of candidates, so one method may not suit all
    • The same method always suits every vacancy, so reviewing it is never necessary for the business
    • Recruitment methods are set by law and cannot be changed by the business in any way at all

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