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HOW TO CHOOSE QUIZ

How To Choose Quiz

Please take the time to review your How To Choose notebook and the notes you took during the workshop before you attempt the quiz. 

It's un-timed. It will probably take you around 45 minutes + to complete, so settle in with a coffee and you'll be done in no time!

 

All questions are multiple choice

Please attempt to answer all questions

Select the most appropriate answer for each question

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Question 1 of 40

Which statement(s) best describes how a high-quality job advertisement should be constructed?

A

It should include a detailed description of the skills you need, plus lots of information about your business. The details of the position description should also be listed.

B

It shouldn’t contain any details other than the job title, pay rate and hours of work.

C

It should focus on describing the role from the candidate’s perspective, not your own. Listing the benefits of working in your business rather than what you’re looking for makes a job ad stand out.

D

Don’t write ‘I want’ ads, rather, ‘What’s in it for an awesome candidate?’. People aren’t interested in your needs. It needs to appeal to their own needs to stand out.

E

C and D

F

None of the above.

Question 2 of 40

AIDA stands for:

A

Action/Inform/Direct/Attend

B

Attention/Inform/Define/Action

C

Attention/Interest/Desire/Action

D

Awesome/Interest/Desire/Action

E

Attention/Inform/Desire/Action

Question 3 of 40

As the employer, do you have to ensure potential employees have entitlement to work in Australia?

A

Yes

B

No

Question 4 of 40

Which answer best defines features and benefits?

A

A feature is what something is. A benefit describes what something does.

B

A feature is what something does. A benefit describes what something is.

C

Features are the responsibilities of the job role, benefits are part of your salary package.

D

Features and benefits are interchangeable.

E

None of the above

Question 5 of 40

What are the 4 selection steps?

A

Job ad/interview/reference checking/job offer

B

Primary screening/1st interview/secondary screening/2nd interview

C

Resume checking/1st interview/skills test/job offer

D

Phone screening/skills test/interview/job offer

E

Primary screening/1st interview/reference checking/2nd interview

Question 6 of 40

Which items on this list aren’t secondary screening steps?

A

Reference checking

B

Sitting their RSA test

C

Aptitude testing

D

Skills testing

E

Probationary period

F

Credit check

G

Pre-employment medical checking

H

Police check

I

Working with children check

J

D and E

K

B and E

L

None of the above

Question 7 of 40

What are the 6 stages of a 1st interview, in order?

A

Prepare/Establishing rapport/Gaining information/Giving information/Closing/Evaluating

B

Welcoming/Application form/Asking questions/Evaluating/Negotiating/Job offer

C

Prepare/Ask questions/Cross check work history/Get reference check details/Explain the job/Evaluate

D

Prepare/Establishing rapport/Asking questions/explaining the job/Organise trial shift/Job offer

E

None of the above

Question 8 of 40

What is the ‘good fit’ principle?

A

Ensuring you provide a good fitting uniform.

B

Is the role a good fit for the candidate? Then assessing are they a good fit for the role? In that order.

C

Have a chat, get a feel for their personality, then offer them the role if they’re a good fit.

D

Assessing what you need them to do, then assessing what they want in the role, in that order.

Question 9 of 40

Why should you make sure the role is a good fit for the candidate before assessing they’re a good fit for the role?

A

If you only focus on what you need to fill the role, you risk them quitting because it doesn’t work for them.

B

It’s expensive to put time and effort into a new team member if you haven’t checked whether they’re likely to stay around for long enough to get a return on your investment.

C

High staff turnover is very damaging to the performance of your team and is often caused by the job not suiting someone’s needs. So, they quit.

D

All of the above

Question 10 of 40

Select the ambiguous question

A

Explain how you would set-up a goods receipt system for food deliveries if there wasn’t one in place?

B

How are you?

C

Tell me about yourself?

D

Can you name 5 white wine and 5 red wine varieties?

E

B and C

Question 11 of 40

Select the closed question

A

If you were asked to upsell me to a premium spirit, how would you do it?

B

Explain how you would deal with one of your staff coming to work late?

C

Do you know how to update the menu in the POS?

D

What are the challenges when training a new staff member with no experience?

Question 12 of 40

Select the open question

A

Do you know how to create costed rosters?

B

Can you generate sales forecasts?

C

Have you ever had to issue a final warning to an employee?

D

What are your options to reduce the wage cost percentage if it’s too high?

E

Imagine the power goes out during a busy service, explain the steps you would take if you were supervising that shift?

F

A, D & E

G

D & E

H

None of the above

Question 13 of 40

Why are hypothetical questions helpful to ask in an interview?

A

Because they can indicate how well the candidate has been trained in previous jobs.

B

It can help assess the candidate’s problem-solving skills.

C

They are a good way to set-up a role play scenario.

D

All of the above.

Question 14 of 40

Why are role play questions helpful to ask in an interview?

A

Because you need to find out whether the candidate has good acting skills

B

They can give you a good indication of how the candidate might handle a tricky communication on the job.

C

It requires the candidate to answer as if they were having the interaction rather than talk about it theoretically.

D

It can help you assess how they handle being put on the spot.

E

B, C and D

F

None of the above

Question 15 of 40

What are contrary evidence questions used for in an interview?

A

To put the candidate under a bit of pressure to see how they respond.

B

To point out inaccuracies between their resume and application form because they should be more careful

C

A and B

Question 16 of 40

Why ask a reality check question in an interview?

A

Sometimes candidates embellish their skills or previous experience.

B

To encourage direct, honest answers during the interview.

C

Because people lie to get jobs and you need to catch them out.

D

None of the above

Question 17 of 40

What should you do if you realise a candidate is not right for the role 10 minutes into the interview?

A

End it straight away because you’re busy.

B

Consider using the remaining time to practice your interviewing skills.

C

Tell them why they’re not going to get the job, thank them and say goodbye.

D

Continue because you’re short staffed and try and get them across the line.

E

Continue with the interview.

F

B and E

G

None of the above

Question 18 of 40

Who should you conduct a reference check with?

A

The people they reported to in previous roles

B

The referee’s they’ve listed on their resume

C

Their friends

D

For juniors, their schoolteachers or extracurricular activities coaches, mentors or similar.

E

A and D

Question 19 of 40

What information do you need to gather before conducting a 2nd interview?

A

Notes from the 1st interview

B

Reference checks

C

Any other secondary screening information that has been conducted

D

The position description

E

Their resume

F

The application form

G

All the above

Question 20 of 40

Who should conduct the 2nd interview?

A

The same person who did the 1st interview.

B

A more experienced interviewer than the person who conducted the first one.

C

Only a recruitment specialist if it’s a very senior role

D

Someone from the HR department

Question 21 of 40

What is the main purpose of a 2nd interview?

A

To cross-check the information that has been gathered so far

B

To make the final decision

C

To assess training needs and negotiate the job offer if both parties are wanting to

D

All the above

Question 22 of 40

What is the reason for the candidate application form?

A

To ensure you have the information you need to conduct a proper interview.

B

To gain permission for the various secondary screening steps you may need to undertake.

C

To protect your business from potential inaccuracies on a resume or that the candidate asserts during the interview.

D

All the above

Question 23 of 40

What’s the problem with asking leading questions?

A

None, they put the candidate at ease.

B

They imply the answer you’re looking for.

C

You don’t really find out much of value.

D

None, they help speed up the interview and then you won’t discover anything too bad.

E

B and C

F

None of the above

Question 24 of 40

Who should do most of the talking in an interview?

A

The interviewer

B

The candidate

C

Your boss

Question 25 of 40

Why is it important to establish rapport early in an interview?

A

Many people find job interviews stressful.

B

When people are stressed, they often struggle to communicate clearly.

C

The sooner you put someone at ease, it’s more likely they will open up and talk freely.

D

You need to explain what is going to happen during the interview.

E

It is appropriate to engage with someone as you would a customer.

F

All the above.

Question 26 of 40

What are LAP questions?

A

Living arrangements/Attitude/Previous experience

B

Lifestyle/Attitude/Psychology

C

Lifestyle/Attitude/Personality

D

Lifestyle/Ambition/Personality

E

Lifestyle/Autonomy/Purpose

Question 27 of 40

What are ASK questions?

A

Ambition/Skills/Knowledge

B

Attitude/Skills/Knowledge

C

Attitude/Strength/Knowledge

D

Autonomy/Skills/Knowledge

Question 28 of 40

What is the purpose of the selection criteria?

A

To outline your perfect candidate

B

To ensure the minimum requirements to be considered for the role are clear before starting the recruitment process

C

Once generated, the selection criteria are used for coming up with interview questions and reference check questions.

D

All the above

E

B and C

Question 29 of 40

What information should you provide to the candidate towards the end of the 1st interview?

A

A summary of the reality of the role.

B

An employment contract.

C

What the next steps are in the recruitment process.

D

A reminder to check with anyone who may be impacted by them accepting the role.

E

An invitation to contact you if they have further questions.

F

A copy of the position description.

G

A copy of the selection criteria.

H

A, C, D and E

I

A, B, C, and D

J

F and G.

K

None of the above

Question 30 of 40

Why is it good practice to offer an interview to any internal candidate who applies?

A

Because knowing who on your team wants to be promoted or developed is important for staff motivation.

B

Because it’s illegal not to.

C

Because if you don’t, it can send the message that you don’t think they’re worth considering which can cause performance issues later.

D

A and C

E

None of the above

Question 31 of 40

What should you do if an internal candidate isn’t suitable for the role?

A

Be honest with them and offer the opportunity to be developed further.

B

Give them the job anyway as you’re short-staffed and can’t afford to lose them.

C

Move them to another venue so you don’t have to be embarrassed that they didn’t get the role at your venue.

Question 32 of 40

What are your options if you reach the end of the selection process and none of the candidates are suitable?

A

Go back through the rejected candidates and choose one.

B

Review your selection criteria, job ad, screening processes and start again.

C

Promote someone internally because you need to fill the role.

Question 33 of 40

Do you have to explain in detail to an unsuccessful candidate why their application was rejected?

A

Yes

B

No

Question 34 of 40

When reviewing a candidate’s application form and resume before an interview you should:

A

Look for any inconsistencies or discrepancies between the 2 documents.

B

Make notes of the details you want to cross-check during the interview.

C

Not waste time with the resume, the application form is all you need.

D

A and B

Question 35 of 40

If a candidate asks what the role pays during a 1st interview, should you tell them?

A

It depends on the role.

B

Yes. If it’s a role that is part of an award and is not negotiable.

C

No if it’s a salaried role. You need to find out more information as it’s dependant on several different factors.

D

All the above

Question 36 of 40

When is the best time to provide a copy of the position description to the candidate?

A

Include it in the job advertisement

B

Give them a copy while they’re filling out the application form.

C

Towards the end of the 2nd interview if you’re seriously considering offering them the role.

D

At the end of the 1st interview so they can prepare properly for the 2nd interview.

Question 37 of 40

How can you do a reference check with a candidate’s current employer if the candidate requests that you don’t reveal they’re looking for another job?

A

You must respect their privacy if they ask you not to.

B

You can indicate that if I offer you the role, and you accept, it is dependant on a positive reference check from your current employer.

C

A and B.

D

None of the above.

Question 38 of 40

Why conduct primary screening?

A

Because recruitment and selection is expensive and you shouldn’t interview people who do not broadly meet your selection criteria.

B

It is a good introduction for staff under leadership development to the recruitment and selection process.

C

A and B

Question 39 of 40

Why is checking the stability of the candidate’s previous work history an important consideration?

A

Previous work performance can be an indicator of what may happen in future.

B

It is risky to employ people who have a history of not staying in jobs very long.

C

A history of instability can indicate issues with that candidate.

D

Staff turnover is very costly and if you choose people who have proven stability, it’s generally less risky.

E

All the above

Question 40 of 40

Choose the answer that contains a benefit.

A

Only 2-night shifts per week!

B

50% staff dining discounts so you can entertain your friends & family without breaking the bank!

C

Uniform supplied and laundered!

D

We offer great training and development!

E

Free gym membership for staff

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