Recruitment Quiz - Test Your Knowledge!!
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True or False, when hiring a band 5, the Request for Offer (RFO) must go to the People Director,Supply/Sales AND the VP, People
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True
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False
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This quiz is to help you familiarize yourself with the Recruitment policy and processes as discussed during the weekly calls. Please take a few minutes to answer the following questions. Should you have any questions or feedback, please contact Lindsay Thoms. Thank you for your participation! Happy learning!
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- 2.
Cher worked for us on contract from September 2008- February 2009, then her contract ended. She got re-hired in October 2009 on another contract. Do you need to have new reference/background checks conducted?
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Yes
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No
Correct Answer
A. YesExplanation
Yes, new reference/background checks need to be conducted. Although Cher worked for the company previously, her contract ended in February 2009. When she was re-hired in October 2009, it is important to conduct new checks to ensure that her references and background are still suitable for the position.Rate this question:
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- 3.
All offer letters that go out to candidates (whether internal or external) must be accompanied with a:
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Director's Covenant Form
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Confidentiality Agreement
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Pub Policy Sign Off Form
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Fact sheet on Labatt
Correct Answer
A. Confidentiality AgreementExplanation
The correct answer is "Confidentiality Agreement." This is because when sending offer letters to candidates, it is important to include a confidentiality agreement. This agreement ensures that the candidate understands and agrees to keep any sensitive or confidential information about the company or its operations confidential. This helps to protect the company's intellectual property, trade secrets, and other confidential information from being disclosed to competitors or the public.Rate this question:
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- 4.
Which of the following are the components of On Boarding (Check all that apply)
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Functional Component
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Global Component
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Country Component
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All of the above are components of our onboarding process
Correct Answer
A. All of the above are components of our onboarding processExplanation
The correct answer is that all of the above options are components of the onboarding process. This means that the onboarding process includes functional components, global components, and country components. Each of these components plays a role in ensuring that new employees are properly integrated into the organization and have the necessary resources and information to start their roles successfully.Rate this question:
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- 5.
We use the STAR technique for effective probing during interviews. STAR stands for:
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Situation, Task, Action, Result
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Situation, Technique, Answer, Response
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Story, Task, Answer, Result
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Stamina, Task, Action, Response
Correct Answer
A. Situation, Task, Action, ResultExplanation
The STAR technique is used for effective probing during interviews. It stands for Situation, Task, Action, and Result. This technique helps interviewers gather specific information about a candidate's past experiences and how they handled certain situations. It allows the interviewer to understand the context, the candidate's role and responsibilities, the actions they took, and the outcomes or results achieved. By following this structure, interviewers can assess a candidate's problem-solving skills, decision-making abilities, and their ability to handle challenges effectively.Rate this question:
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- 6.
Which of the following is NOT one of the A's we use to recognize potential?
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Ability
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Achievement
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Ambition
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Alignment with AB InBev culture
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All of the A's mentioned are used to recognize potential in candidates
Correct Answer
A. All of the A's mentioned are used to recognize potential in candidatesExplanation
The correct answer is that all of the A's mentioned are used to recognize potential in candidates. This means that ability, achievement, ambition, and alignment with AB InBev culture are all factors that are considered when recognizing potential in candidates.Rate this question:
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- 7.
Before opening a vacancy request, what things should you consider? (Check all that apply)
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Is this position still in blueprint?
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Is the job description updated?
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Has the role changed which may require re-banding?
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You should not consider anything
Correct Answer(s)
A. Is this position still in blueprint?
A. Is the job description updated?
A. Has the role changed which may require re-banding?Explanation
The correct answer is to consider whether the position is still in blueprint, whether the job description is updated, and whether the role has changed which may require re-banding. These factors are important to consider before opening a vacancy request as they ensure that the position is still needed, the job description accurately reflects the requirements and responsibilities of the role, and any changes in the role are taken into account for appropriate re-banding if necessary.Rate this question:
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- 8.
All employees being hired (internally and externally) into bands 1-5, must go through the following interviews and approval levels
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"Hiring Manager VP, Function People Manager"
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"Hiring Manager People Manager & Director VP, Function VP, People BU President"
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"Hiring Manager People Manager & Director VP, People"
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It doesn't matter as long as they are good
Correct Answer
A. "Hiring Manager People Manager & Director VP, Function VP, People BU President"Explanation
The correct answer is "Hiring Manager, People Manager & Director, VP, Function, VP, People, BU President." This answer is correct because it follows the sequence of interviews and approval levels that all employees being hired into bands 1-5 must go through. The other options do not include all the necessary levels of approval or are missing certain roles, making them incorrect.Rate this question:
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- 9.
Posting internally for at least 5 business days before going externally is mandatory for:
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All vacancies
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All vacancies Band 5 and below, unless an exception is approved by the People Director Sales or Supply
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All vacancies Band 5 and below without exception
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For vacancies decided by People Director Sales or Supply
Correct Answer
A. All vacancies Band 5 and below, unless an exception is approved by the People Director Sales or SupplyExplanation
Posting internally for at least 5 business days before going externally is mandatory for all vacancies Band 5 and below, unless an exception is approved by the People Director Sales or Supply. This means that for all positions at Band 5 and below, the company must first advertise the vacancy internally for a minimum of 5 business days before considering external candidates. However, the People Director Sales or Supply has the authority to approve exceptions to this rule.Rate this question:
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- 10.
Labatt's compensation philosophy for external hires is
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To pay 80% compa-ratio of the Market Reference Salary
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To pay between 80%-100% of the compa-ratio of the Market Reference Salary, depending on their experience
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To pay between 70% - 80% compa-ratio of the Market Reference Salary
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To pay a salary that is aligned with their previous salary, as long as it does not exceed 100% of the Market Reference Salary
Correct Answer
A. To pay between 80%-100% of the compa-ratio of the Market Reference Salary, depending on their experienceExplanation
Labatt's compensation philosophy for external hires is to pay between 80%-100% of the compa-ratio of the Market Reference Salary, depending on their experience. This means that Labatt aims to offer a salary that is competitive and aligned with the market standards, taking into consideration the candidate's level of experience. By offering a salary within this range, Labatt ensures that they attract and retain top talent while also maintaining a fair and equitable compensation structure.Rate this question:
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- 11.
Why do we use Behavioural Based Interviewing?
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To check the candidate's past experiences and knowledge
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Past behaviour is the best predictor for future behaviour
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To check how the candidate reacts in specific situations
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None of the previous answers is correct
Correct Answer
A. Past behaviour is the best predictor for future behaviourExplanation
We use Behavioural Based Interviewing because past behaviour is the best predictor for future behaviour. By assessing a candidate's past experiences and how they have reacted in specific situations, we can gain insights into their potential future performance. This approach allows us to make more informed decisions about the candidate's suitability for a particular role or organization.Rate this question:
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- 12.
Our recruiting philosophy is to promote from within. What % of our band 3's should come from internal promotions?
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65%
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70%
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72%
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75%
Correct Answer
A. 75%Explanation
The correct answer is 75% because the recruiting philosophy of promoting from within suggests that a significant majority of band 3 positions should be filled through internal promotions. This ensures that employees have opportunities for growth and development within the organization, while also fostering a sense of loyalty and motivation among the workforce. By promoting from within, the company can also benefit from the knowledge and experience of existing employees who are already familiar with the company's culture and values.Rate this question:
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- 13.
Which of the following is NOT one of the recommended ways to handle non-behavioural based responses. (click all that apply)
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Calculated Pause
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Rephrase or restate the question
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Suggest how to answer
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Move onto the next question immediately
Correct Answer(s)
A. Suggest how to answer
A. Move onto the next question immediatelyExplanation
The recommended ways to handle non-behavioural based responses are calculated pause and rephrase or restate the question. Suggesting how to answer and moving onto the next question immediately are not recommended approaches.Rate this question:
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- 14.
When considering candidates for a vacancy, the following categories get priority (Check all that apply)
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All internal candidates that applied
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All candidates that were identified during the OPR process (from inside and outside the function)
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All external candidates
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Candidates identified in OPR who are inside the function only
Correct Answer(s)
A. All internal candidates that applied
A. All candidates that were identified during the OPR process (from inside and outside the function)Explanation
The given answer includes all internal candidates that applied and all candidates that were identified during the OPR process (from inside and outside the function). This means that priority is given to candidates who are already part of the organization and have expressed interest in the vacancy, as well as candidates who have been identified through a specific process (OPR) regardless of whether they are internal or external. This ensures that both internal and external talent is considered for the vacancy, while also giving preference to those who have shown interest or have been identified through a structured process.Rate this question:
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- 15.
Which of the following is a common interviewing mistake? (Check all that apply)
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Putting the candidate out of their comfort zone as of the start of the interview
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Explaining the job at the start of the interview
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Calculated pauses
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Selecting the candidate whose personality is most aligned with the current team to ensure the best fit
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Asking professional questions that are not immediately related to the job description to put the candidate of their comfort zone
Correct Answer(s)
A. Putting the candidate out of their comfort zone as of the start of the interview
A. Explaining the job at the start of the interview
A. Selecting the candidate whose personality is most aligned with the current team to ensure the best fitExplanation
Putting the candidate out of their comfort zone as of the start of the interview can be a common interviewing mistake because it can create unnecessary stress and hinder the candidate's ability to perform at their best. Explaining the job at the start of the interview can also be a mistake as it may bias the candidate's responses and prevent them from providing genuine answers. Selecting the candidate whose personality is most aligned with the current team to ensure the best fit can be a mistake because it overlooks the importance of diverse perspectives and skills in a team.Rate this question:
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- 16.
Why do we need to build a strong external pipeline? (Check all that apply)
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To make sure we can fill our business critical roles as quickly as possible
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To make sure we have external candidates available for all positions in all levels
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To constantly upgrade our talent
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To help decrease our Time to Fill
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All of the above are reasons for having a strong external pipeline
Correct Answer(s)
A. To make sure we can fill our business critical roles as quickly as possible
A. To constantly upgrade our talent
A. To help decrease our Time to FillExplanation
Building a strong external pipeline is important for several reasons. Firstly, it ensures that we can quickly fill our business critical roles, which is essential for the smooth operation of our organization. Secondly, having external candidates available for all positions and levels allows us to have a diverse pool of talent to choose from, increasing our chances of finding the best fit for each role. Additionally, constantly upgrading our talent by bringing in new external candidates helps us stay competitive and innovative. Finally, a strong external pipeline helps decrease our Time to Fill, reducing the time and resources required to fill vacant positions.Rate this question:
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Quiz Review Timeline (Updated): Mar 22, 2023 +
Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.
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Current Version
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Mar 22, 2023Quiz Edited by
ProProfs Editorial Team -
Dec 15, 2009Quiz Created by
Kendik
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