JEOPARDY

Easy

100

What is the name of the company?

TOAST

200

What year was the organization we presented established?

1974

300

to fill its many security guard vacancies, TOAST Force relies heavily on employee referrals, social media portals, and walk-in applicants. Because these candidates are sourced from outside the current workforce, this process is known as this type of recruitment

External Recruitment

Medium

100

Give key initiative that the HR team is currently doing at the organization

Servant leadership, employee recognition, anniversary celebrations, etc.

200

What was the most effective recruitment channel that the organization utilized the most?

Referrals

300

TOAST Force guards frequently leave after about 5 years to become TNVS drivers or pursue opportunities abroad. In HR theory, this fluidity of moving across different employers or industries, rather than climbing a traditional corporate ladder, is known as this type of career.  

Boundaryless Career

Hard

100

How does Servant Leadership address the myriad of problems TOAST encounters? 

It's a proactive initiative 

200

Based on the findings regarding the Turnover dilemma, what would you suggest is the highest priority that the HR leadership team needs to address to stabilize the workforce?

Employee retention

300

What is the most effective way for management to foster a genuine sense of community and integrate the six culture pillars for guards deployed across isolated, off-site locations?

Best answer wins ;)

but emphasis on the concept of "kapwa"