Recruitment and Management of Staff Quiz

36Welcome to our quiz on managing people. This is one of the most important aspects of managing a business-the people are the business! The better the people you have, the better the business will perform. So it is crucial to find and retain the very best staff that are out there.

There are ten questions some of which are “tick all that apply “and others are True/False.

You can navigate backwards and forwards to review your responses by using the appropriate buttons.

The pass mark is 70 out of a potential 100 points, 10 for each question.

Once you are satisfied with your answers, complete your name, address and email address and click on “submit“ to submit your answers.

You will shortly receive an email advising you of your score, whether you have passed the quiz, and how your answers have been scored.

The Recruitment and Management of Staff Quiz


Feedback will work best when events are described rather than judged.


A job description usually includes a job specification, and a person specification, and the competencies required for the role


It is advisable to carry out a full exit interview to seek the reason for leaving, this is best done by the line manager.


Competency based interviews are so called because they find the most competent candidate.


High staff turnover can;-
Check All That Apply


In competency based interviews, the interviewer will ask questions to find out if the candidate has the skills and competencies identified for the role. The candidate needs to respond with related examples of how they have handled situations in the workplace to demonstrate those skills or competencies.


Performance management is commonly achieved through annual performance appraisals.


A line manager can discuss the career aspirations of each of his staff during performance appraisals, and at other opportunities.


A good appraisal meeting:
Focuses on a list of errors, problems or omissions.
Allocates blame.
The appraiser does most of the talking, there is not a two way dialogue.
Solutions are not proposed.
Ends in argument or disagreement between appraiser and appraisee.
Leaves the appraisee feeling demotivated.


Good practices for retaining and developing staff include;-
Check All That Apply

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