Adaface Sample Talent Acquisition Questions

QuantumLeap has recently posted a job listing for a Senior Software Developer role and received an overwhelming response of over 3,000 applications. With the engineering team preoccupied with urgent product development, the HR department must filter through the applications in a manner that ensures a high-quality shortlist without overtaxing the team's limited interviewing capacity. QuantumLeap values innovative problem-solving and coding efficiency, alongside a strong alignment with its proactive and collaborative company culture. 
            
            Given the circumstances, what strategy should the HR team employ to effectively narrow down the candidate pool while maintaining the integrity and equity of the recruitment process?

A: Launch an automated initial screening using AI-powered tools to evaluate technical skills and cultural fit indicators from the resumes, followed by a standardized coding test to further refine the candidate pool.
            
            B: Request candidates to submit a one way video pitching a solution to a common industry problem, providing insights into their communication, problem-solving skills, and creativity, which will be assessed by a panel of HR and select engineering team members.
            
            C: Organize a hackathon event where applicants can participate remotely, solving real-world problems that reflect the job's responsibilities, judged by leading engineers and HR for technical and cultural fit.
            
            D: Develop a remote multi-stage screening assessment starting with a problem-solving test followed by a timed coding test to identify top candidates for the engineering team to interview.
            
            E: Conduct an AI-driven analysis of past projects and coding samples submitted by candidates to predict future performance and cultural fit, with subsequent interviews conducted by HR for the top-scoring candidates.
            
            F: Implement a peer-review system where candidates evaluate each other’s code from a provided challenge, with HR overseeing the process to ensure it aligns with the company's collaborative culture.
            
            G: Initiate a series of technical webinars led by the engineering team, followed by an open Q&A, to gauge interest in the role.
            
            H: Require candidates to complete a comprehensive online course related to the job's tech stack, with a final exam that certifies their proficiency and readiness for the role.

As the lead HR professional at a growing startup, you are tasked with developing a set of recruitment metrics that will help the company understand the effectiveness of its hiring process and its impact on business outcomes. Considering the need for a balance between efficiency and strategic insight, which combination of metrics would provide the most comprehensive overview without overwhelming the team with data?

A: Source of Hire, Candidate Net Promoter Score, Interview-to-Offer Ratio, New Hire Performance, Diversity of New Hires
            
            B: Applicant Drop-off Rate, Time-to-Productivity, Recruitment Funnel Effectiveness, Cost of Vacancy, Staffing Agency Fees
            
            C: Time-to-Hire, Candidate Experience Rating, Hiring Manager Satisfaction, Employee Lifetime Value, Attrition Rate
            
            D: Time-to-Fill, Quality of Hire, Cost-per-Hire, Offer Acceptance Rate, Employee Turnover Rate
            
            E: Time-to-Fill, Cost-per-Hire, First-Year Attrition, Hiring Velocity, Percentage of Open Positions
            
            F: Hiring Manager Feedback, New Hire Ramp-Up Time, Offer Decline Reasons, Internal Mobility Rate, Training Investment Return
            
            G: Employee Referral Rate, Recruitment Channel Effectiveness, Time-to-Promotion, Interview Scheduling Efficiency, Pre-hire Assessment Accuracy
            
            H: Job Offer Conversion Rate, Post-hire Job Performance, Recruitment Marketing ROI, Candidate Job Fit, Talent Pool Growth