Preview Questions Talent Acquisition Specialist | Role Specific Skill

Question 1: How does "corporate social responsibility" (CSR) impact employer branding for FMCG companies?

Which action should you take?

Choose only one option

CSR initiatives complicate employer branding by introducing additional activities and reporting

It only applies to large corporations and not smaller FMCG companies

CSR initiatives showcase the company's commitment to social and environmental causes, improving its attractiveness to values-driven candidates

CSR is irrelevant if the company focuses on profits alone

Question 2: How do you ensure consistency in employer branding messages across multiple recruitment channels in FMCG?

Which action should you take?

Choose only one option

By relying on external agencies for messaging without internal alignment

By creating a centralized messaging guide, aligning content with brand guidelines, and ensuring consistency across all platforms

By focusing solely on social media and ignoring other channels

By allowing individual recruiters to tailor messages based on their style

Question 3: What is the role of content marketing in recruitment marketing for FMCG?

Which action should you take?

Choose only one option

It solely focuses on job descriptions without giving insights into the company culture or work life

It is used to increase website traffic but does not contribute to brand awareness or candidate engagement

Content marketing is only useful for attracting passive candidates but irrelevant for active job seekers

Content marketing can provide potential candidates with valuable insights into the company culture, values, and work environment

Question 4: How do you utilize competency-based interviews to predict candidate success in FMCG roles?

Which action should you take?

Choose only one option

By asking open-ended questions without tying them to specific competencies

By evaluating candidates' past experiences against a competency framework that aligns with the role's key requirements

By evaluating candidates based on a list of personal traits without structure

By focusing solely on qualifications and ignoring competencies

Question 5: How do you assess the effectiveness of sourcing channels when recruiting for multiple FMCG roles?

Which action should you take?

Choose only one option

By relying on personal preference for sourcing channels

By focusing only on the first response rate without analyzing quality

By using the same sourcing channels for all roles without analyzing effectiveness

By tracking metrics such as time-to-hire, source of hire, quality of hire, and cost-per-hire to determine the best-performing channels

Question 6: How do you optimize ATS settings to improve candidate matching accuracy in FMCG recruitment?

Which action should you take?

Choose only one option

By ignoring matching criteria and selecting candidates based on intuition

By relying on manual resume review without using ATS features

By customizing filters, keywords, and AI-based screening criteria to ensure better alignment with job requirements

By using default settings and assuming they will match all candidates