Lesson 3.1.2

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

20 questions

Written by Revision Ninja · Last reviewed 11 October 2026

In partnership with Revision Ninja

This lesson follows the recruitment process from the first documents to the final offer. It explains the job description and person specification, shortlisting, tests, interviews and roleplay, references, and the order in which offers and rejections are made, ending with the contract of employment.

Key points

  • A job description sets out the duties of the post and who the employee reports to, while the person specification describes the skills and qualifications needed.
  • Shortlisting compares applications with the person specification and leaves only the most suitable candidates to be invited to interview.
  • Written or practical tests give evidence of real ability, and every candidate does the same task so they can be compared fairly.
  • Roleplay lets an employer watch a candidate handle a realistic situation, such as an unhappy customer, instead of simply hearing a claim.
  • Face-to-face interviews let the panel read body language, whereas phone interviews are quicker and cheaper and often used first.
  • A reference from a previous manager checks that what the applicant has said about their record is true.
  • Unsuccessful candidates are only rejected once the first choice accepts, so the next best person can be offered the job if needed.

Key terms

Job description
A document listing the job title, duties and reporting line for a post.
Person specification
A document listing the qualifications, skills and experience an ideal candidate should have.
Shortlisting
Narrowing the applicants to the few who best match the criteria and will be interviewed.
Reference
Independent evidence from someone who knows the candidate, usually a former manager, about their work and conduct.
Roleplay
A selection activity where candidates act out a realistic work situation so their skills can be observed.
Contract of employment
The legal agreement issued after an offer is accepted, setting out pay, hours, holiday and notice.

Host it live on the board and students join with a game code on their own devices, or revise alone with Free Play. The answers are revealed in the game.

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The 20 questions

  1. What does a person specification set out for a vacancy?

    • Skills and qualifications
    • Office location map
    • Company profit targets
    • Weekly wage rates

  2. Which item is found in a job description?

    • Personal qualities
    • Required qualifications
    • Reporting line
    • Desired experience

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

    • To check references
    • To set wages
    • To select interviewees
    • To issue contracts

  4. Why might an employer ask candidates to complete a written test?

    • To assess fashion sense
    • To measure required skills
    • To check handwriting
    • To test eyesight

  5. What is a major advantage of a face-to-face interview?

    • Faster scheduling
    • Lower travel costs
    • Shorter duration
    • Observing body language

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

    • To test handling pressure
    • To assess mathematics
    • To check typing speed
    • To test physical strength

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

    • To sell old stock
    • To pay their taxes
    • To offer them work
    • To check claims

  8. Why wait until a job offer is accepted before rejecting other applicants?

    • To delay start date
    • In case of rejection
    • To save paper costs
    • By legal requirement

  9. What document does an employer issue once a job offer is accepted?

    • Job description
    • Employment contract
    • Application form
    • Person specification

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

    • Mandatory overtime
    • Unpredictable income
    • Excessive hours
    • Fixed shift patterns

  11. What does headhunting mean when filling a senior post?

    • Holding open interviews
    • Using employment agencies
    • Approaching candidates directly
    • Advertising online

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

    • Lower worker loyalty
    • Higher wage rates
    • Mandatory pensions
    • Longer notice periods

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

    • Higher productivity
    • Variable wage costs
    • Fixed annual salaries
    • Lower training costs

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

    • Mandatory overtime
    • Higher hourly pay
    • An agreed finish date
    • No holiday entitlement

  15. What is the defining feature of a zero-hours employment contract?

    • Full-time benefits
    • Fixed monthly salary
    • Minimum weekly hours
    • No guaranteed hours

  16. What is the main drawback of internal recruitment?

    • Higher advertising costs
    • Slower induction process
    • Smaller candidate pool
    • Unknown candidate ability

  17. What is a major drawback of external recruitment?

    • Lower skill injection
    • Reduced training needs
    • Higher advertising costs
    • Smaller candidate pool

  18. What is a key benefit of external recruitment for a business?

    • Quicker hiring process
    • Fresh ideas brought in
    • Lower advertising costs
    • Existing skill knowledge

  19. What is the employment status of most freelance workers?

    • Apprentice
    • Fixed-term worker
    • Self-employed
    • Permanent employee

  20. What term describes an internal company network for staff?

    • Intranet
    • Extranet
    • Browser
    • Internet

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