CUET UG Business Studies Booster Test 2 Recruitment and Selection -

🚀

CUET UG Business Studies Test 2 Recruitment and Selection

⏱️ 30 Minutes

❓ 20 Questions

📌 Answers are locked once submitted — results and explanations appear at the end.

CUET UG Business Studies Test 2 Recruitment and Selection

1 / 20

QUESTION 1 OF 20

Assertion (A): The process of recruitment precedes the process of selection in an organisation. Reason (R): Recruitment locates available people and invites them to apply, creating a pool from which selection chooses the best candidate.

Answer Review

1 Assertion (A): The process of recruitment precedes the process of selection in an organisation. Reason (R): Recruitment locates available people and invites them to apply, creating a pool from which selection chooses the best candidate.

A Both A and R are true and R is the correct explanation of A.

B Both A and R are true but R is not the correct explanation of A.

C A is true but R is false.

D A is false but R is true.

💡 Short Explanation

Recruitment is the initial step to attract a pool of candidates. Selection is the subsequent step of filtering that pool. Without recruitment, there is no pool for selection to operate upon.

✅ Correct Answer Explanation

Recruitment is a "positive" process that aims at attracting as many candidates as possible to create a wide choice. Selection is a "negative" process that starts only after the recruitment process has successfully generated a pool of applicants. Therefore, Assertion (A) is true because recruitment must happen first. Reason (R) is true and correctly explains A because it defines the functional relationship: recruitment creates the "raw material" (applicants) for the selection process.

❓ Why Other Options Are Incorrect

Option B → Incorrect because the reason provided directly justifies why recruitment must come before selection.
Option C → Incorrect because Reason (R) is a factually accurate description of the recruitment-selection relationship.
Option D → Incorrect because Assertion (A) is a fundamental truth in the staffing process.

🎯 Strategy

Used: Elimination

Application: First, verify both statements independently. Since both are true, evaluate if 'R' answers 'Why A?'. Because recruitment provides the pool for selection, the link is established.

Final Logic: Recruitment creates the pool, and Selection picks from that pool, making the sequence logical and the explanation valid.

🧠 Memory Trick

R comes before S in the alphabet and the staffing process (Recruitment → Selection).

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Recruitment

2 Sequence the following activities involved in the recruitment attraction process:
1. Choosing the most suitable source or sources.
2. Identification of the different sources of labour supply.
3. Inviting applications from the prospective candidates.
4. Assessment of their validity.

A 2, 1, 4, 3

B 3, 2, 1, 4

C 2, 4, 1, 3

D 4, 1, 2, 3

💡 Short Explanation

Identify potential sources (internal/external). Assess which sources are valid and reliable. Select the best source for the specific job. Execute the call for applications.

✅ Correct Answer Explanation

According to the recruitment process, a manager first identifies all possible sources of labor (2). Next, they must assess the validity (4) of these sources to see if they can provide the required personnel. After assessment, the most suitable source is chosen (1). Finally, the organization proceeds to invite applications (3) through advertisements or notices.

❓ Why Other Options Are Incorrect

Option A → Placing 'Choosing' (1) before 'Assessment' (4) is illogical; you must assess before you choose.
Option B → Starting with 'Inviting applications' (3) is incorrect as this is the final step of recruitment.
Option D → You cannot 'Assess validity' (4) before you have identified (2) what you are assessing.

🎯 Strategy

Used: Contextual/Tonal Matching

Application: Logic dictates that "Identification" must be the starting point and "Inviting applications" must be the culmination of the process.

Final Logic: Only Option C follows the logical progression of Identify → Assess → Choose → Invite.

🧠 Memory Trick

I-A-C-I: Identify, Assess, Choose, Invite.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Recruitment Process

3 An organisation is opening a new branch and decides to fill the branch manager position by offering it to a high-performing assistant manager from their main office. This case-based decision relies on which source?

A External Sources

B Internal Sources

C Casual Callers

D Employment Exchange

💡 Short Explanation

Assistant Manager is an existing employee. The vacancy is filled from within the organization. This represents a promotion or transfer.

✅ Correct Answer Explanation

Internal sources of recruitment involve filling job vacancies from within the current workforce. In this case, the assistant manager is already part of the organization's "main office." Moving them to the "branch manager" role (a promotion) utilizes the internal talent pool, which is a classic application of internal sourcing.

❓ Why Other Options Are Incorrect

Option A → External sources involve hiring people from outside the company's current payroll.
Option C → Casual callers are unsolicited external applicants who drop off resumes.
Option D → Employment exchanges are government-run external agencies.

🎯 Strategy

Used: Elimination

Application: Since the candidate is a "present employee," all external-related options (A, C, D) are automatically disqualified.

Final Logic: Filling a vacancy with an existing staff member is the definition of Internal Recruitment.

🧠 Memory Trick

In-house = Internal.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Sources of Recruitment

4 Which of the following is NOT an accurate statement regarding the choice between internal and external sources of recruitment?

A Both internal and external sources may be explored by an organisation.

B Internal sources may be used to a limited extent.

C External sources are typically used for wider choice.

D External sources are used to prevent the infusion of new blood into the organisation.

💡 Short Explanation

External sources actually encourage fresh talent ("new blood"). Internal sources are the ones that might limit new blood (inbreeding). Organizations usually balance both sources based on the role.

✅ Correct Answer Explanation

External recruitment is specifically valued because it brings "new blood" (fresh ideas and talent) into the organization. Statement D is factually inverted; it is internal recruitment that might prevent the infusion of new blood. Therefore, D is the inaccurate statement.

❓ Why Other Options Are Incorrect

Option A → Correct; most firms use a hybrid approach.
Option B → Correct; internal sources are limited by the number of current employees.
Option C → Correct; external recruitment accesses the entire labor market.

🎯 Strategy

Used: Extreme Word Filter

Application: The phrase "prevent the infusion of new blood" is the exact opposite of the primary merit of external recruitment.

Final Logic: Since the goal of external recruitment is to find new talent, saying it prevents new talent makes the statement false.

🧠 Memory Trick

External = Exit the old, Enter the new.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: External Sources

5 Consider the statement: "It is practically a horizontal movement of employees." This statement specifically describes which internal source?

A Transfers

B Promotions

C Orientation

D Demotions

💡 Short Explanation

Horizontal movement means no change in rank or status. Similar responsibilities in a different department/location. Salary generally remains the same.

✅ Correct Answer Explanation

A Transfer involves shifting an employee from one job to another or one department to another without a substantive change in the responsibilities or status. Because there is no upward or downward change in the hierarchy, it is described as a "horizontal movement."

❓ Why Other Options Are Incorrect

Option B → Promotion is a "vertical" (upward) movement.
Option C → Orientation is an induction process, not a movement between roles.
Option D → Demotion is a "vertical" (downward) movement.

🎯 Strategy

Used: Substitution

Application: Replace "Horizontal" with "Same level." Only 'Transfer' fits a movement on the same organizational level.

Final Logic: Horizontal = Level shift (Transfer); Vertical = Rank shift (Promotion).

🧠 Memory Trick

Transfer = The same level.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Internal Sources (Transfer)

6 Match the following features to the correct internal source of recruitment.

List 1	List 2
1. Vertical shifting of employees	A. Transfer
2. Helpful in avoiding termination	B. Promotion
3. Leads to a chain of promotions at lower levels	C. Promotion
4. Tool for training employees for different jobs	D. Transfer

A 1-D, 2-C, 3-A, 4-B

B 1-A, 2-A, 3-C, 4-D

C 1-C, 2-A, 3-B, 4-D

D 1-B, 2-D, 3-C, 4-C

💡 Short Explanation

Vertical shift = Promotion. Avoiding termination (by shifting surplus staff) = Transfer. Chain of promotions = Promotion. Training/Job rotation = Transfer.

✅ Correct Answer Explanation

1 matches with C (Promotion is vertical). 2 matches with A (Transfer moves surplus staff to avoid layoffs). 3 matches with B (Promotion at top creates a vacancy below). 4 matches with D (Transfer is a tool to make employees versatile).

❓ Why Other Options Are Incorrect

Option A → Incorrectly labels "Vertical shifting" as a Transfer (D).
Option B → Incorrectly labels "Vertical shifting" as a Transfer (A).
Option D → Matches "Avoiding termination" with Transfer (D) but fails on the others.

🎯 Strategy

Used: Option Grouping

Application: Group 1 and 3 as Promotion; Group 2 and 4 as Transfer. Look for the option that satisfies this grouping.

Final Logic: Only Option C consistently matches vertical/chains with Promotion and surplus/training with Transfer.

🧠 Memory Trick

Vertical = Promotion; Horizontal/Surplus = Transfer.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Internal Sources

7 How does the practice of promotion act as a tool for motivation increase among the broader workforce?

A It provides a nationwide service matching personnel demand.

B A promotion at a higher level may lead to a chain of promotions at lower levels, motivating employees to improve performance.

C It introduces them to the rigour of external selection tests.

D It eliminates the need for performance appraisals.

💡 Short Explanation

Promotion creates a "ripple effect" of vacancies. It shows a clear growth path for juniors. Encourages competitive excellence within the firm.

✅ Correct Answer Explanation

When an employee is promoted to a higher post, their previous post becomes vacant, leading to another internal promotion. This "chain" of advancement signals to all employees that hard work is rewarded with growth, thus serving as a significant non-financial motivator to improve performance across the board.

❓ Why Other Options Are Incorrect

Option A → This describes "Placement Agencies."
Option C → Promotions avoid external tests; they use internal records.
Option D → Promotions actually require appraisals to decide who is fit for the higher role.

🎯 Strategy

Used: Elimination

Application: Options A and C describe external processes. Option D is logically incorrect.

Final Logic: Option B describes the internal "ripple effect" that motivates a workforce.

🧠 Memory Trick

Chain of Promotion = Chain of Motivation.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Merits of Internal Sources

📄 Passage

Read the following passage and answer Q8 and Q9: "Filling vacancies in higher jobs from within the organisation or through internal transfers has the following merits: (i) Employees are motivated to improve their performance... (ii) Internal recruitment also simplifies the process of selection and placement... (v) Filling of jobs internally is cheaper as compared to getting candidates from external sources. The limitations of using internal sources of recruitment are as follows: (i) When vacancies are filled through internal promotions, the scope for induction of fresh talent is reduced. Hence, complete reliance on internal recruitment involves danger of 'inbreeding'."

According to the passage, why is internal recruitment considered a cost-saving measure?

A Because existing employees accept massive pay cuts.

B Because it eliminates the need to pay wages.

C Because the company receives government subsidies for internal hiring.

D Because filling jobs internally is cheaper compared to getting candidates from external sources.

💡 Short Explanation

No advertisement costs. No agency commissions. Minimal induction and selection expenses.

✅ Correct Answer Explanation

The passage explicitly states: "Filling of jobs internally is cheaper as compared to getting candidates from external sources." This is because the administrative and marketing costs associated with attracting outsiders are absent when the candidate is already in the building.

❓ Why Other Options Are Incorrect

Option A → Employees usually get a pay hike during promotion, not a cut.
Option B → Wages are always paid; internal hiring doesn't make labor free.
Option C → There are no such standard government subsidies for basic internal staffing.

🎯 Strategy

Used: Contextual/Tonal Matching

Application: Match the phrasing of the question directly to the phrasing in the provided passage.

Final Logic: The text directly supports Option D as the reason for cost-effectiveness.

🧠 Memory Trick

Inside = Inexpensive.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Merits of Internal Sources

📄 Passage

According to the passage, what is the consequence of complete reliance on internal recruitment regarding fresh talent?

A It involves the danger of 'inbreeding' by stopping the 'infusion of new blood'.

B It results in a wider choice of global candidates.

C It creates a highly competitive spirit among outsiders.

D It brings in a flood of responses from fresh graduates.

💡 Short Explanation

Limited exposure to new ideas. Stagnant organizational culture. "Inbreeding" means relying on the same old thought patterns.

✅ Correct Answer Explanation

The passage notes that complete reliance on internal recruitment involves the "danger of 'inbreeding'." This occurs because the organization stops the "infusion of new blood" (fresh talent from the outside), leading to a lack of innovation and modern perspectives.

❓ Why Other Options Are Incorrect

Option B → This is a trait of External recruitment.
Option C → Internal hiring excludes outsiders, so it doesn't create competition among them.
Option D → Fresh graduates are external candidates; they are not part of internal recruitment.

🎯 Strategy

Used: Substitution

Application: The passage uses the specific technical term "inbreeding" to describe the lack of fresh talent.

Final Logic: Match the keyword "inbreeding" from the passage to the option.

🧠 Memory Trick

Internal only = Inbreeding.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Limitations of Internal Sources

10 An organisation promises automatic promotions every 3 years regardless of performance. According to internal recruitment limits, what is the most likely outcome of this reduced competition?

A Employees will constantly strive to upgrade their skills.

B The organisation will attract top executives from competitors.

C The employees may become lethargic.

D The selection process will become highly rigorous.

💡 Short Explanation

Guaranteed rewards kill the drive for excellence. No fear of being overtaken by peers. Reduces productivity and effort.

✅ Correct Answer Explanation

NCERT identifies that if promotions are "time-bound" or guaranteed regardless of merit, employees lose the urge to perform at their best. This lack of competition within the internal pool makes employees "lethargic" and indifferent to organizational goals.

❓ Why Other Options Are Incorrect

Option A → Lack of competition usually stops skill upgrades.
Option B → Guaranteed internal growth doesn't help attract outsiders.
Option D → Automatic promotion is the opposite of a "rigorous" process.

🎯 Strategy

Used: Contextual/Tonal Matching

Application: "Regardless of performance" is a negative management practice, leading to a negative tonal result like "lethargic."

Final Logic: No competition = No motivation = Lethargy.

🧠 Memory Trick

Sure promotion = Slow/Lethargic work.

📚 Batch 2: Questions 11–20

11 A company places an advertisement in a leading newspaper for a clerk position and receives 5,000 applications, many from completely unqualified individuals. This scenario highlights which specific disadvantage of this external source?

A It reduces the choice of candidates.

B It may bring in a flood of response from quite unsuitable candidates.

C It is only useful for unskilled badli workers.

D It guarantees inbreeding.

💡 Short Explanation

Mass reach leads to irrelevant applications. Increases screening time and administrative costs. The "selection ratio" becomes difficult to manage.

✅ Correct Answer Explanation

Advertising has the widest reach, which is usually a benefit. However, a major limitation is that it often attracts a "flood of response" from people who do not meet the job specifications. This forces the HR department to spend excessive time and money filtering through thousands of "unsuitable" resumes to find the few that are relevant.

❓ Why Other Options Are Incorrect

Option A → Advertising increases choice; it doesn't reduce it.
Option C → "Direct Recruitment" (notice at gate) is for badli/unskilled workers, not newspaper ads.
Option D → "Inbreeding" is a limitation of Internal recruitment.

🎯 Strategy

Used: Contextual/Tonal Matching

Application: Match the keyword "5,000 applications" (flood) and "unqualified" (unsuitable) from the case study to the options.

Final Logic: The case study perfectly illustrates the "flood of unsuitable responses" mentioned in NCERT.

🧠 Memory Trick

Advertisement = Avalanche of applications.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: External Sources (Advertisement)

12 While using an employment exchange, an HR manager finds that many candidates sent to them have moved or changed professions years ago. This issue points to which limitation of employment exchanges?

A They are too expensive.

B They only cater to senior managerial positions.

C They are not run by the government.

D The records of employment exchange are often not up to date.

💡 Short Explanation

Poor record management at government offices. Candidates don't report when they find jobs. Leads to wastage of time for the hiring company.

✅ Correct Answer Explanation

Employment exchanges are run by the government as a public service. A common practical limitation is that their "records are not up to date." Since candidates rarely notify the exchange once they find employment elsewhere, the database often contains "stale" information, leading to the situation described in the prompt.

❓ Why Other Options Are Incorrect

Option A → Employment exchanges are generally a free or very low-cost service.
Option B → They primarily cater to unskilled and skilled operative/manual jobs, not senior management.
Option C → They are run by the government (as stated in the NCERT).

🎯 Strategy

Used: Substitution

Application: Candidates "moved" or "changed professions years ago" is a direct example of "outdated records."

Final Logic: Only Option D logically addresses the problem of incorrect/old candidate information.

🧠 Memory Trick

Exchange = Expired data.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: External Sources (Employment Exchange)

13 A technology firm wants to hire freshly graduated engineers. The HR team visits three prominent engineering colleges to conduct interviews. Which method of external recruitment is this?

A Campus Recruitment

B Placement Agencies

C Casual Callers

D Labour Contractors

💡 Short Explanation

Recruitment directly from educational institutions. Targeted at entry-level professional roles. Allows for mass hiring of "fresh" talent.

✅ Correct Answer Explanation

Campus Recruitment is the practice of visiting technical, professional, and management institutes to recruit students. It is the most effective way for firms to hire large numbers of qualified, young professionals (like engineers) immediately upon the completion of their studies.

❓ Why Other Options Are Incorrect

Option B → Placement agencies are middle-men with a database; they don't involve visiting colleges.
Option C → Casual callers are unsolicited walk-ins or resume drops.
Option D → Labour contractors provide manual/unskilled labor for factories or sites.

🎯 Strategy

Used: Contextual/Tonal Matching

Application: The mention of "visiting engineering colleges" is the defining characteristic of Campus Recruitment.

Final Logic: College + Recruiting = Campus Recruitment.

🧠 Memory Trick

College = Campus.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: External Sources (Campus Recruitment)

14 In technical and professional areas, why might a company prefer using placement agencies over direct recruitment notices on their gate?

A Because placement agencies are completely free.

B Because gate notices are better for top executive placements.

C Because agencies provide extensive screening and match personnel demand and supply nationwide.

D Because placement agencies only provide unskilled daily wage workers.

💡 Short Explanation

Agencies handle the specialized screening. They have a wide, professional database. Gate notices only attract local unskilled labor.

✅ Correct Answer Explanation

Placement agencies specialize in technical and professional recruitment. They maintain bio-data of candidates and conduct the initial "extensive screening," recommending only suitable names to the company. "Direct Recruitment" (gate notices) is intended for unskilled, manual roles and would not attract the specialized professionals required for technical areas.

❓ Why Other Options Are Incorrect

Option A → Placement agencies charge a fee/commission; they are not free.
Option B → Gate notices are the worst way to find top executives.
Option D → This describes "Labour Contractors" or "Direct Recruitment," not placement agencies.

🎯 Strategy

Used: Elimination

Application: Eliminate A (they charge fees), B (gate notices are for labor), and D (agencies are for professionals).

Final Logic: Option C correctly identifies the professional service value of an agency.

🧠 Memory Trick

Placement Agency = Professional Assistance.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: External Sources (Placement Agencies)

15 Assertion (A): Advertising vacancies widely is beneficial for management. Reason (R): It gives the management a wider range of candidates from which to choose.

A Both A and R are true and R is not the correct explanation of A.

B Both A and R are true and R is the correct explanation of A.

C A is true but R is false.

D A is false but R is true.

💡 Short Explanation

Wide advertising attracts the public. Public response creates a diverse pool. A diverse pool allows management to pick the "best."

✅ Correct Answer Explanation

Assertion (A) is true because a wide reach ensures the organization doesn't miss out on top-tier talent. Reason (R) is true because advertising acts as a net that captures a large number of candidates. R is the correct explanation because the fundamental "benefit" mentioned in A is precisely the "choice" mentioned in R.

❓ Why Other Options Are Incorrect

Option A → Incorrect because the reason provided is the primary justification for the assertion.
Option C → Incorrect because the reason is factually correct.
Option D → Incorrect because advertising is widely recognized as beneficial for choice.

🎯 Strategy

Used: Elimination

Application: Confirm both are true. Then check the logical link: "Management likes advertising because it gives more choice." The logic holds perfectly.

Final Logic: The benefit (A) is caused by the choice (R).

🧠 Memory Trick

Advertise = Access to all.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Merits of External Sources

16 Which statement best explains how external recruitment resolves the limitation of present employees lacking job specifications?

A It allows the company to reduce the salaries of present employees.

B It guarantees that present employees will be promoted instead.

C It causes the present employees to become lethargic.

D It provides a wider choice and brings fresh talent into the organisation.

💡 Short Explanation

New roles may require skills not found in current staff. External hiring targets specific skill sets. "Fresh talent" brings in modern job specifications.

✅ Correct Answer Explanation

Sometimes, an organization introduces a new product or technology for which existing employees do not have the required skills or "job specifications." External recruitment solves this by allowing the company to hire "fresh talent" or experts from the market who already possess the necessary specialized qualifications.

❓ Why Other Options Are Incorrect

Option A → Reducing salaries doesn't fix a skill gap.
Option B → Promoting unskilled present employees would worsen the gap.
Option C → Lethargy is a problem of internal sources, not a solution for skill gaps.

🎯 Strategy

Used: Contextual/Tonal Matching

Application: The "limitation" is a skill gap. The only positive solution for a skill gap is finding "fresh talent" who has those skills.

Final Logic: External choice provides the specific skills that internal staff may lack.

🧠 Memory Trick

New Job Specs = New Talent.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Merits of External Sources

17 A small startup avoids using placement agencies and large newspaper advertisements, instead relying on employee recommendations. Which limitation of external sources is the startup likely trying to avoid?

A It is a costly process to recruit staff from external sources like agencies and ads.

B It reduces competition among existing staff.

C It causes the records to be outdated.

D It leads to the inbreeding of talent.

💡 Short Explanation

Advertising and agency fees are high. Employee recommendations are virtually free. Startups usually have limited budgets.

✅ Correct Answer Explanation

One of the major disadvantages of external sources like advertisements and agencies is that they are "costly." Startups often operate on thin margins and choose employee recommendations (a lower-cost external source) to avoid the high administrative and marketing expenses associated with formal external channels.

❓ Why Other Options Are Incorrect

Option B → External recruitment usually increases competition; it doesn't reduce it.
Option C → This is a limitation specific to "Employment Exchanges."
Option D → "Inbreeding" is a limitation of Internal sources, not external ones.

🎯 Strategy

Used: Odd One Out

Application: B is false, C is for exchanges, D is for internal. Option A is the only relevant limitation that applies to agencies and ads.

Final Logic: Avoidance of expensive sources (agencies/ads) equals cost-saving.

🧠 Memory Trick

Small Startup = Saving money.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Limitations of External Sources

18 Why does external recruitment generally consume more time than internal recruitment?

A Internal candidates require extensive background checks by police.

B External recruitment does not require an interview.

C Businesses must notify vacancies and wait for applications before initiating selection.

D Internal transfers take months to process horizontally.

💡 Short Explanation

Notice period for ads. Sorting through hundreds of resumes. Scheduling multiple external interview rounds.

✅ Correct Answer Explanation

External recruitment is a "lengthy process." Unlike internal sources where the candidates are already present and known, external hiring requires a time-consuming sequence: publishing a notification, waiting for a sufficient number of applications to arrive, and then starting the screening/selection. This delay is inherent in the external method.

❓ Why Other Options Are Incorrect

Option A → Usually, external candidates require more background checks than known internal ones.
Option B → False; external recruitment relies heavily on interviews.
Option D → Internal transfers are typically the fastest way to fill a position.

🎯 Strategy

Used: Elimination

Application: Eliminate A, B, and D because they are factually inverted or logically inconsistent with how recruitment works.

Final Logic: The "wait time" for applications is the primary reason for the lengthiness of the process.

🧠 Memory Trick

External = Extended time.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Limitations of External Sources

19 Which of the following is NOT a purpose served by the rigour of the candidate selection process?

A It ensures the organisation gets the best among the available.

B It guarantees that every applicant receives an employment contract.

C It enhances the self-esteem and prestige of those selected.

D It conveys to the candidates the seriousness with which things are done in the organisation.

💡 Short Explanation

Selection is about rejection (negative process). Only the "best fit" is hired. Most applicants will be rejected, not contracted.

✅ Correct Answer Explanation

The selection process is a "negative" process designed to exclude unsuitable candidates. Its purpose is to pick the "best" (A), build prestige (C), and show professional rigour (D). It is impossible for it to "guarantee a contract to every applicant" because that would defeat the entire purpose of selecting.

❓ Why Other Options Are Incorrect

Option A → This is the primary objective of selection.
Option C → Passing a tough process makes the selected person feel valued.
Option D → A tough process signals a high-quality organizational culture.

🎯 Strategy

Used: Extreme Word Filter

Application: The word "Every" in Option B is an extreme and logically impossible outcome for a "Selection" process.

Final Logic: Selection implies a choice; a choice implies rejecting some, making "every applicant" incorrect.

🧠 Memory Trick

Selection = Some get in, most don't.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Selection

20 The concept of making the 'best fit choice' in selection is ultimately tested by what?

A The number of applications received.

B The cost spent on advertisement.

C The size of the human resource department.

D The on-the-job performance of the chosen person.

💡 Short Explanation

Hiring is a means to an end (work). The true test of a hire is their productivity. Selection is successful only if the person performs well.

✅ Correct Answer Explanation

The entire rigour of the selection process—tests, interviews, and background checks—is aimed at predicting how well a person will work. Therefore, the "ultimate test" of whether the HR manager made the "best fit choice" is the candidate's actual performance and behavior on the job after being hired.

❓ Why Other Options Are Incorrect

Option A → Large numbers (recruitment success) don't prove the quality of the selection.
Option B → High cost doesn't guarantee a good hire.
Option C → A large HR department doesn't automatically mean better choices were made.

🎯 Strategy

Used: Contextual/Tonal Matching

Application: The "Fit" of a person to a job can only be measured by their "Performance" in that job.

Final Logic: Outcome-based evaluation is the only way to validate a selection decision.

🧠 Memory Trick

Performance = Proof of Selection.

📚 Class XII – Business Studies – Chapter: Staffing – Topic: Selection

CUET UG Business Studies Test 2 Recruitment and Selection

Test Complete!

Answer Review