Preview Questions Talent Acquisition Specialist | Role Specific Skill

Question 1: How does "ATS reporting" help in evaluating recruitment strategies in FMCG?

Which action should you take?

Choose only one option

ATS reporting provides detailed insights into the performance of recruitment campaigns, helping to evaluate and adjust strategies accordingly

Reporting increases the administrative burden without providing actionable insights

ATS reporting is unnecessary if recruitment outcomes are already positive

It only applies to high-volume recruitment processes

Question 2: How do you measure the effectiveness of employer branding in attracting top talent in FMCG?

Which action should you take?

Choose only one option

By focusing on external awards and recognition without measuring direct recruitment results

By analyzing candidate feedback, tracking time-to-hire, quality-of-hire metrics, and the source of applicants

By assessing only social media engagement without tracking recruitment outcomes

By tracking the number of applicants alone

Question 3: How can recruitment marketing help improve diversity hiring in FMCG?

Which action should you take?

Choose only one option

By limiting recruitment to a small, homogenous pool of candidates without diversity considerations

By focusing only on technical skills without considering diversity in candidate outreach

By showcasing the company's commitment to diversity and inclusion and targeting diverse candidate pools

By ignoring diversity and inclusion efforts in favor of cost-effective hiring strategies

Question 4: How do you ensure candidate engagement through recruitment marketing in FMCG?

Which action should you take?

Choose only one option

By focusing only on posting job ads without interaction

By creating personalized, interactive content that speaks to candidates' values, interests, and motivations, and keeping communication transparent

By using a one-size-fits-all message for all candidates

By ignoring candidate responses and not following up with personalized content

Question 5: How can candidate engagement be improved when sourcing for high-demand FMCG roles?

Which action should you take?

Choose only one option

By establishing a strong employer brand, maintaining transparent communication, and nurturing relationships

By limiting communication to emails only and excluding other communication methods like phone calls

By focusing solely on salary offers and ignoring the candidate's long-term growth opportunities

By pushing for faster hiring processes and minimizing candidate interactions

Question 6: How do you create a compelling job ad that attracts high-quality candidates for FMCG roles?

Which action should you take?

Choose only one option

By focusing only on listing required qualifications and responsibilities

By writing long, text-heavy ads without focusing on key job benefits

By writing clear, engaging, and informative job ads that highlight the role's impact, growth opportunities, and the company's values

By using generic, unattractive language in job ads