PeopleShare New Hire Training - What Did You Learn?
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.
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
In Ultra-Staff, what connects an Applicant to a Job Order?
A Client
A Profile
An Assignment
Contact Manager
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
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