PeopleShare New Hire Training - What Did You Learn? | Take the Quiz

A detailed and engaging illustration of a recruiter working with candidates in an office setting, showing various recruitment activities, like interviewing, reviewing resumes, and using technology, in a vibrant and professional style.

PeopleShare New Hire Training Quiz

Test your knowledge on the essential concepts covered in PeopleShare's New Hire Training! This quiz is designed to help you reinforce your understanding and ensure you're all set to thrive in your new role.

Assess your readiness for key recruitment tasks.
Learn about important tools and processes.
Get feedback to enhance your skills.

21 Questions5 MinutesCreated by EngagingRecruiter47

When you start working on a Job Order, what is the most important thing to focus on?

Scheduling enough interviews to hit 10 for the week

Submitting as many candidates as you can find in Ultra-Staff

Submitting one or more candidates that are an ideal match for the client

Making as many calls as possible

When posting a job, we want to think about what main keyword our ideal candidate is searching for. How many times do we want this keyword in the posting for optimal results?

3 – one each in the Title, Responsibilities, and Requirements

7 to 10 – work it in organically as many times as possible

15 or more – as many times as it fits

Just the Posting Title – after that, it doesn’t make a difference

You're given a job order to work on – you’ve posted it to the job boards, and you’ve shared it on social media. What’s next?

Focus on something else while you wait 24-48 hours for posting responses

Start looking for qualified candidates in Ultra-Staff

Start looking for qualified candidates on CareerBuilder

Schedule a job fair

On average, how long should you spend reviewing a resume before you decide whether to call?

6 seconds

45 seconds

2 minutes

Just call – review the resume while on the phone

What Ultra-Staff feature lets us find candidates with a specific word on their resume?

Skills or Positions search

Attachment search

Full Text search

Status search (using “Resume”)

A potential candidate calls in about a posting they saw online. What do you do?

Walk them through the process of how to apply

Have them send their resume directly to your own email

Complete a Talent Call

Take their name and number to call back on a day you are prioritizing that order

When, during the Talent Call, do we schedule an interview with a candidate?

Right after you ask about their criminal background

Right after you ask “When are you looking to get back to work?”

Right after you tell them about a job, and they tell you they are interested.

When they tell you they want to register, regardless of where it falls in the conversation

What is important to document in the Applicant Notes in Ultra-Staff?

Talent Calls, Interviews, and Assignment updates

Attendance (call-offs, tardiness, early departures)

When the candidate calls to say “hi”

All of these

You are wrapping up an interview – the candidate had the right skill set on paper, but they are abrasive during the interview and did not answer your questions well. You would not place this person. How do you close with them?

Review only the left-hand section of the Closing Slide

Talk to them about a position that matches the skill set on their resume

Tell them we are not going to be an employment resource for them and explain why

Refer them to another branch

How do we approach PeopleView with our clerical candidates rated 4 & 5?

Work it in as part of our process, just briefly explaining the benefits and process

Offer it as an additional option, to really sell themselves to the client

Tell them that our clients require it, and explain why it’s not as bad as they probably think!

Have them try it from home – they’ll feel more comfortable there

A candidate disclosed a Simple Assault conviction from 2 years ago; however, their PA and NJ Judiciary checks are clear. What do you do?

Since it is not on the preliminary background, disregard and move forward

Ask where else they have lived and research a similar website for that state

Make your determination based on what they disclosed – they are not eligible

Run a CSS or Forge background check

You've interviewed a candidate that you want to submit. When do you create the PeopleShare Profile and submit it to the client?

Write the profile immediately and submit directly after

Submit the candidate resume immediately; only write the profile if they have no resume

Keep recruiting and setting interviews up until the PM meeting; write the profile and submit directly afterwards

Write the profile ASAP, but submit it in the morning so it’s at the top of your client’s inbox

Two different recruiters have a potential position for the same candidate. Who moves forward?

Whoever interviewed the candidate initially

Whoever made the first note in Ultra-Staff

Both can submit – the candidate chooses where they would prefer to interview

Both can submit – we then move forward with whichever client responds first

How do we approach the Potential Interview Questions section of the Interview Prep?

Role play each question, making suggestions as you go to improve their responses

Role play each question, coach on their answer as needed, and then ask/answer again

Discuss each question with the candidate, to see if there are any they’re not sure about

Discuss each question with the candidate, and have them write down their responses

What do we tell candidates when we review the Payroll Information section of Orientation?

"It is your responsibility to ensure your timecard is submitted to our Customer Service team by Monday at 5PM. If it is not, we will have to scramble to get your timecard by the Wednesday morning payroll deadline.”

"It is your responsibility to ensure your timecard is submitted to our Customer Service team by Monday at 5PM. If it is not, you will not be paid that week.”

"It is your responsibility to submit your own timecard. Email it to me, and I will ensure it gets to Customer Service for processing.”

It will depend on who normally submits the timecard – the Client or the Associate.

What is MedCor?

PeopleShare's largest client

Our Worker’s Comp insurance provider

Our primary vendor for pre-employment drug testing and physicals

The service for our Associates to call, in the event of a workplace injury

When do we enter Direct Deposit or Money Network information for a candidate?

Immediately after they provide you with it

Immediately after Orientation

During orientation, while they are sitting with you

On the morning of their start date

You find out from a Client that one of your Associates was a No Call/No Show today. You try to contact the Associate, and eventually find out that they had a flat tire and couldn’t make it to work. What do you do?

End their Assignment

Coach them on having a back-up plan and document the incident in Ultra-Staff

Place them at a position where they won’t have to drive to work

Ask the client how they want to move forward

PeopleShare New Hire Training - What Did You Learn?

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