SLA’s and Metrics
Phone screen feedback has been entered and the candidate is inclined. In what order would you take the next steps?
a.) Reassign to recruiter for OS template
b.) Send Inclined email to the candidate
c.) Hit Contact Bubble to stop the clock
First: B
Second: C
Third: A
How do you prioritize your day-to-day?
Walk through your RC workflow from start to finish including queue management, calendar, and time-blocking. Describe how you best manage your time.
Are you thoughtful about how you organize your day.
Additional Questions: Do you find that you are getting to everything throughout the day? Is there anything you think you could improve on?
A recruiter is responsible for securing a Bar Raiser for a Rush Loop
True or False
Answer: True
Please refer to the RC Wiki and review the Rush Loop SOP if unsure
What has been your favorite and least favorite part about being an RC?
Thanks for all you do in the org we are lucky to have you!
A phone interview happened yesterday and the interviewer has not entered feedback. What is the next step?
a) Send 1st Feedback Reminder email
b) Ping Interviewer asking them to enter feedback
C) Email Recruiter to let them know the interviewer hasn’t input their feedback yet
Answer: A
Bonus Question: What is the escalation path if an interviewer has still not entered feedback by the second day?
Attending pre-briefs and debriefs play an important role in relationship building. Have you had a chance to join and if so, what was your experience it?
If you haven’t been able to hop on a pre-brief or debrief, set a date prior to your 60-day check-in to target attending.
HIRE Notes help tell your coordination story!
Share your screen and show the HIRE notes from 3 or your upcoming loops (or include 1 manually scheduled phone screen), and explain how you enter notes.
Checking for HIRE Notes as well as any other notes pertaining to the scheduling of the loop – Was a reschedule requested? Was a Candid Chat requested? Was the 3-day confirmation sent? Was an NDA sent? Are PS confirmation notes entered?
HIRE Notes Template:
Virtual OS:
Pre Brief:
Debrief:
Save the Date:
NDA Sent via Contract Central:
Candid Chat Scheduled on:
Match the SLA to the correct percentage goal:
2-Day Promise 100%
BRIT Pairing 90%+
1 Day Contact for PS & OS 45%+
2 Day OS Scheduling 90%+
CX Competency 80%+
2-Day Promise - 80%+
BRIT Pairing - 45%+
1 Day Contact for PS & OS - 90%+
2 Day OS Scheduling - 90%+
CX Competency - 100%
You have been unsuccessful in securing a Bar Raiser for an upcoming loop that’s within 5 business days. A coworker suggests you reach out to a BR that has helped them in the past. How would you contact the BR to see if they can support your loop?
a) Slack/Chime
b) Send an Invite through HIRE
c) Email
d) None of the above – we don’t reach out to BR’s unless they have provided preferred time
Answer: C and/or B
Sending an invite through HIRE is acceptable, however due to the loop being within 5 business days you might have better luck reaching out via email.
Which of the following things do you need prior to scheduling an interview loop?
a.) Completed onsite loop template
b.) Candidate Availability
c.) L8 Availability from EA
d.) Signed NDA
Answer: A, B, C
We do not need a signed NDA prior to scheduling an onsite. We just need it prior to the candidate interview date.
There’s a debrief scheduled 4 days after completion of the virtual interviews, but the HM is requesting to push to the following day. How would you proceed?
Remember the 5-day promise and understand that if we push out the debrief any further it would interfere with the metrics. Push back (have backbone) to the HM and upholding SOP. Loop in Recruiter and BR on these emails initially and if pushback from HM loop in Manager.
An interviewer reaches out to let you know the candidate is not on the call. In what order would you take the actions below? Explain your thought process.
a) Reschedule or cancel the phone interview
b) Call the candidate to see if they are having technical difficulties
c) Check email to see if the candidate sent over a request for reschedule/cancellation
d) Send “missed interview” email to the candidate
Answer: First C, Second B, Third D, Fourth A
Double check emails to make sure the candidate didn’t request a last minute reschedule – If not, give them a call as maybe they had an emergency, are experiencing technical difficulties, or missed the confirmation email – If you are not able to get ahold of the candidate, send the ‘missed interview email’ and cancel the interview (if the candidate requested a reschedule cancel and reschedule the interview).
Bias for Action on what steps should be taken and understand why you are taking the steps in that order.
Out of the options below, which scenarios require the use of APSS/Partial-APSS?
a.) L5 Security Engineer
b.) PS2 – L5 SDE
c.) Reschedule of L6 TPM
d.) L4 EA
e.) All of the Above
Answer: E (all of the above scenarios should be scheduled using APSS or by triggering Partial APSS)
What does CX competency stand for? Who gets assigned the CX Competency? Can the CX competency be assigned to the BR?
Candidate Experience, Last Interviewer, Yes
When would it be acceptable to reach out to a BR via Slack/Chime? Can we reach out to BR’s that have not entered preferred time? What BR’s are we not allowed to reach out to (on-hold)?
We never reach out to BR’s via slack/chime. We can certainly reach out to BR’s who have not input ‘preferred time’, we cannot reach out to BR’s that are on hold. Review the BR Scheduling SOP in the RC Wiki if additional info needed.
What phone screens should be scheduled manually?
L7+ phone screens and Recruiter needs to provide candidate availability