CX-TA | Trivia Showdown: The Knowledge Arena | Recruiting

What EVP stands for?

• Employee Valuable Performance

• Employers Value Performance

• Employer Valuable Proposition

• Employee Value Proposition

Answer explanation

EVP stands for Employee Value Proposition, which refers to the unique set of benefits and values that an employer offers to employees in return for their skills and contributions.

Once Ross finishes his interview, he submits his responses EOD through the form or, at the latest, first thing in the morning next day as supposed to.

• TRUE

• FALSE

Answer explanation

The statement implies Ross submits his responses by EOD or first thing the next day. However, it is vital to that as soon as it ends to ensure data is always up to date, making the answer FALSE.

It is ok if I forgot to inform or take into account about the section IMPORTANT INFO/SPECIAL REQUIREMENTS, it is not always relevant

• TRUE

• FALSE

Answer explanation

The statement is FALSE because the section 'IMPORTANT INFO/SPECIAL REQUIREMENTS' is crucial and should always be considered, as it may contain relevant information that impacts candidate's process.

Pfff, of course, I know all EVPs, they are: Growth, ______, Wellbeing and _________

Answer explanation

The correct completions for the EVPs are 'Purpose' and 'Belonging'. These concepts align with the themes of Growth, Wellbeing, and the overall human experience.

What elements should "set interview expectations" have?

• Estimate of interview duration, Flow

• Estimate of interview duration, Content of the details

• Estimate of interview duration, Content of the details, Flow

• Estimate of interview duration, Content of the details, Profiling questions

Answer explanation

The correct choice includes 'Estimate of interview duration', 'Content of the details', and 'Flow'. These elements ensure clarity on how long the interview will take, what topics will be covered, and the overall structure.

It is not always necessary to mention start and end dates of training and OCP

• TRUE

• FALSE

Answer explanation

The statement is FALSE because it is important to mention start and end dates of training and OCP to provide clarity and context regarding the duration and relevance of the training.

Is it necessary to mention all on-site benefits? (when applicable)

• No, only some benefits need to be mentioned.

• It's optional to mention on-site benefits.

• On-site benefits are irrelevant to the question.

• Yes, it is necessary to mention all on-site benefits when applicable.

Answer explanation

Yes, it is necessary to mention all on-site benefits when applicable, as they provide important context and value that can influence decision-making process or perceptions related to the subject.

What tab can you find all 6 examples of other Foundever Selling Points in the EverTalent web page?

• Home

• EVPs vs FESP

• Soft skills

• TA Aid resources

Answer explanation

The 'TA Aid resources' tab contains all 6 examples of other Foundever Selling Points, making it the correct choice. The other tabs do not provide this specific information.

What should be the course of action if, at some point during the interview, the session drops for some reason?

• Recontact immediately; if unsuccessful, follow up with a message to reschedule & document follow up details

• End the interview and do not follow up. They'll reach out again.

• Recontact immediately; if unsuccessful, follow up with a message to reschedule.

• Wait for the interviewee to contact back later.

Answer explanation

The correct action is to recontact immediately. If that fails, follow up with a message to reschedule and document the details. This ensures the interview process continues smoothly and maintains professionalism.

Is it mandatory to verify the accuracy of the commuting time provided by candidates?

• Yes, always verify.

• No, trust the candidate's information.

• Only if it seems unreasonable.

• It's optional.

Answer explanation

Verifying commuting time is only necessary if the information appears unreasonable. Trusting candidates' self-reported data is generally acceptable unless there are clear discrepancies.