Which of the following is not an effective source of recruitment for a middle-level managerial position?
In-campus interview
A middle-level managerial post calls for someone with proven experience, a track record of managing people and established professional judgement. The ineffective source will be the one that cannot supply such candidates.
In-campus interviews are not effective for this purpose. Campus recruitment reaches students who are about to complete their studies and have little or no work experience. It is an excellent channel for entry-level and management-trainee positions, where the organisation intends to develop talent from the beginning, but it cannot deliver the seasoned managers a middle-level vacancy requires.
The other three all reach experienced candidates. A company website carries the vacancy to working professionals who visit the careers page or apply directly. Head hunters, or executive search consultants, specialise precisely in identifying and approaching experienced managers, including those not actively looking for a change, which makes them particularly suited to middle and senior positions. Newspaper advertisements reach a wide pool of working professionals across locations.
Hence the source that is not effective for a middle-level managerial position is the in-campus interview.
Similar Questions
An interview, in which the applicant is interviewed sequentially by several persons and each rates the applicant on a standard form, is called :
Which one of the following is a type of interview where a series of job-related questions are asked that focus on how the candidate would behave in a given situation ?
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Given below are two statements : one is labelled as Assertion (A) and the other is labelled as Reason (R).
Assertion (A) : Reality shock occurs when a new employee’s high expectations and enthusiasm confront the reality of a boring, unchallenging job.
Reason (R) : Providing realistic job interview, challenging first job, and experienced mentors can help preventing reality shock.
In the light of the above statements, choose the most appropriate answer from the options given below :
Match the following and select the code of correct matching :
List - I List - II (a) Identification of leadership potential (i) Vocational Tests (b) Finding most suitable area of working (ii) Aptitude Tests (c) Discovering interest and potential for acquiring skills (iii) Intelligence Tests (d) Measuring capacity to think, learn and draw relationships (iv) Personality Tests Code :
Consider the following statements with reference to “employee referral” as a recruiting option by a company :
(a)Referrals tend to generate lower yield ratio (hires/applicants).
(b)Current employees usually provide accurate information about the job applicants they are referring.
(c)Relying on referrals might be discriminatory.
(d)The new employees join with a more realistic picture of what the company is like. Indicate the correct option :
Match the following:
List - I (Test)
(a) Stanford-Binet Test
(b) Minnesota Rate of Manipulation Test
(c) Myers-Briggs Test
List - II (Measures)
(i) Finger/hand dexterity
(ii) Personality
(iii) Memory / mental ability
Which of the following simulated task(s) is/are usually included in Management Assessment Centers?
(a) In-basket exercises
(b) Leaderless group discussion
(c) Management games
Match the items given in the List-I and List-II and choose the correct option:
List – I List – II (a) Personnel replacement chart (i) A chart prepared for each position in a company to show possible replacement candidates and their qualifications (b) Job posting (ii) The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance (c) Succession planning (iii) Company records showing present performance and promotability of inside candidates for the most important positions (d) Position replacement card (iv) Publicizing an open job to employees and listing its attributes, like qualifications, supervisor, working schedule, etc.
Important Questions from Recruitment and selection
- Which of the following is true about Recruitment Process Outsourcing (RPO)?
- Sequentially arrange the talent management process:
A. Build a pool of job applicants by recruiting internal or external candidates
B. Use selection tools like tests, interviews, background checks, and physical examination to
identify viable candidates
C. Obtain application forms and perhaps have initial screening interviews
D. Decide what position to fill, through job analysis, personnel planning and HR forecasting
Choose the correct answer from the options given below: - Sequentially arrange the following selection process.
A. Application blank
B. Physical examination
C. Reference check
D. Job offer
E. Job placement
Choose the correct answer from the options given below: - Which one of the following is not a method of deciding acceptable level of reliability or consistency of measurement in selection methods ?
- Put the following steps of discrete selection process in correct sequence and select the correct code :
(a) Preliminary interview
(b) Completion of application blank
(c) Background investigation
(d) Physical examination
(e) Employment tests
(f) Comprehensive interview
(g) Final employment decision
Code :
