Final test & Certificate

Choose the best answer for each question.

To pass: at least 8 of 10 correct.

1. Question 1. 200 applications but only four meet the minimum bar. Which stage is blocked?

   ASource quality / screening — the JD and channels aren't rightBAttraction — you need more advertisingCOffer — the pay isn't competitive

2. Question 2. What is an intake meeting and when does it happen?

   AA session with the hiring manager BEFORE posting, agreeing exactly who you're seekingBThe first-round interview with a candidateCThe handover session when a new hire starts

3. Question 3. What's the most valuable intake question?

   A'In the first six months, what does success look like?'B'Which university should they have attended?'C'When do you need someone by?'

4. Question 4. Why cap the 'essential' capabilities in a JD?

   ABecause an over-long list describes a person who doesn't exist and makes good candidates self-rejectBBecause long JDs cost more to advertiseCBecause employment law limits the number of requirements

5. Question 5. Why does posting alone usually fail for scarce roles?

   ABecause most strong people are PASSIVE candidates who aren't job-huntingBBecause job boards don't workCBecause good candidates don't read job adverts

6. Question 6. Why do employee referrals tend to produce high quality?

   AThe referrer has pre-screened for both capability and fitBReferred candidates accept lower payCThey don't need to be interviewed

7. Question 7. How do you find your organisation's real EVP?

   AAsk your strong performers who stay why they chose you and why they remainBHave the leadership team draft a recruiting sloganCCopy a competitor's EVP

8. Question 8. Why do structured interviews predict performance better?

   AEvery candidate gets the same questions and is scored on the same scaleBThey last longer so you understand the candidate betterCOnly experienced people are allowed to interview

9. Question 9. Which is a genuine BEHAVIOURAL question?

   A'Tell me about a time you handled a very difficult client.'B'If you met a difficult client, what would you do?'C'Are you good at handling difficult clients?'

10. Question 10. What's the most important rule when using a scorecard?

    AEvery interviewer scores INDEPENDENTLY before the group discussesBThe most senior person scores first to set directionCOne scorer is enough, to save time