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Test Notification to Selected Candidate
Agenda
QUESTION 1: What is the preferred channel for notifying the successful candidate?
Email
Text message
The phone call
A face-to-face meeting
2nd QUESTION: Who should always be notified first?
To all unsuccessful candidates
To the candidate who has been selected (first choice)
To the second choice on the list
To the HR department
3rd QUESTION: What is advisable to do before communicating the decision in the offer call?
Inquire about their availability to start
Negotiate salary immediately
Probe the candidate's current interest (ask what he/she has been thinking)
Inform him/her that he/she is the second choice
4th QUESTION: What "sheds light on the true interest" of the candidate during the call?
Their reaction to receiving the offer (emotion, type of questions)
Their level of education or college
The salary he/she is requesting
How quickly he/she agreed to the initial interview
QUESTION 5: What should the team do if the first-selected candidate declines the offer?
Restart the entire selection process from scratch
Post the vacancy again
Wait a week and call him/her back
Contact the second choice from the list of viable candidates
QUESTION 6: What should the notification call look like, according to the text?
A strategic conversation, not a monologue
A monologue where only the manager speaks
A brief call just to give the news, no questions
A formal email
7TH QUESTION: What is considered a red flag during the offer call?
An apathetic or low-question feedback
The candidate asking a lot of questions about compensation
The candidate being genuinely excited
The candidate asking about next steps
8th QUESTION: In what type of roles is it critical to "make a safe choice" and not rush?
In high turnover roles where the error is not serious
In all roles, without exception
In roles where the candidate was apathetic
In roles that require high investment in training and adaptation
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