Have You Ever Missed On A Great Candidate And Regretted It Later
Well, the market is intensely competitive. There are many good opportunities for the candidates. Digitalization has made the recruiters closer to their prospective candidates therefore, you never know when you could lose a potential employee at the hands of a competitor just because the process of your recruitment drive was lengthier. This happened once when we were hiring for the position of digital marketer. I reached the candidate with an offer a bit late and she had already accepted the job elsewhere. This taught me a valuable lesson, time is money, for everyone indeed!.
What Skills Make You Qualified For This Role
A good talent acquisition manager or specialist needs to have interpersonal, technical and marketing skills. An interviewer asks this question to see if you have any skills that are relevant to the position. Before your interview, read through the job description and highlight any skills that are needed for this role. Then, think about which of these skills you have and talk about them in your answer.
Example:”Throughout my experience as a recruiter and talent acquisition specialist, I have developed my relationship-building skills. I’ve found that an important part of attracting talent is to establish trust and meaningful connections with each person I reach out to. I am often a candidate’s first impression of the company, so I work to make all of our interactions positive. My technical abilities also help me with my job. I use different social media platforms to market open positions and connect with my network of qualified candidates.”
Imagine That You Post A Vacancy For A Management Trainee Position On A Major Job Board You Receive 100 Applications What Will You Look For While Screening The Applications
Say that first and foremost you will look for individual approach. I mean, if it is obvious that a candidate just copy-pasted the same text from other applications, and certainly sent the very same thing to dozens other companies, if not hundreds, you will screen them out.
On the contrary, when you see that someone really paid attention to the offer, and adjusted their application accordingly, and perhaps learned something about the company, they will progress to the next stage of screening.
Then you will look for creativity on the resumes, and something that stands out from the pack. Certainly, most applicants will have no previous working experience , and they will have the same education.
But maybe someone volunteered for the Red Cross, or led a student company. Or perhaps they had their own startup while still studying. Or the documents they submitted have some personality, and arent just standard resume templates with standards formatting and everything.
Looking for these subtle differences, you will try to identify the future leaders, people who can make a huge difference in the company.
And if you still arent sure, you will pick 30 best applications and do a short phone interview with each candidate. Five minutes is enough to assess their motivation, communication skills, and other important factors that determine who you will eventually shortlist for the interviews.
Tell Us About A Time When Youve Had To Make A Difficult Choice Between Two Candidates With Similar Qualifications And Experience How Did You Decide Who To Hire
Why this matters:
Its common for talent acquisition specialists to deal with a large talent pool and frequently have to evaluate candidates in multiple areas to make the right decision. This includes skills, experience, potential, passion, and cultural fit.
How to answer it:
Explain how you would weigh the different factors involved and what specific things youd be looking for to indicate a good hire. You may also mention the importance of making this decision as quickly as possible without rushing.
What Techniques Do You Use To Find The Perfect Person For A Job
Your answer to this recruiter interview question should outline a specific strategy that you follow while finding and testing candidates for a job position.
Mention your practices for each stage of the recruiting process.
Tailor your answer to meet the requirements of various industries.
For example, if you are interviewing for an IT company, make sure you are aware of the skills required in the field and how to find someone for the same.
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What Experience Do You Have In Supporting The Onboarding Process For New Hires
Why this matters:
Talent acquisition specialists will often be familiar with new hires from the recruitment process, so it makes sense for them to be a part of the onboarding process. This will help organizations determine how effective a candidate is in welcoming new hires and making the journey as seamless as possible.
How to answer it:
Display a desire to make new hires feel welcome and comfortable in the organization and the interpersonal and organizational skills you possess to action this.
What Are Your Current Responsibilities
I ask this because I want to get a better understanding of what the candidate is currently doing and how that might compare to the job opportunity I have in mind for them, says Rob Paone who focuses on recruitment in the blockchain and cryptocurrency industries as Founder & CEO of Proof of Talent. I’m visualizing the job descriptions must-haves and performing a side-by-side comparison as the candidate speaks to mentally check the boxes.
While the tell me about yourself question is about the birds-eye view of your professional history, this question drills down into your current role. Rebecca Siciliano, Managing Director of Tiger Recruitment in the UK says this question also allows recruiters to probe deeper into what candidates enjoy doing most. This gives us a good idea of the tasks theyre comfortable with and the areas in which theyre likely to perform best.
Tip: Prepare a verbal summary of your exact responsibilities in your current role that highlight specific skills most relevant to your target role.
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Questions About Talent Acquisition Experience And Background
These questions help an employer decide if you have the right experience and background to be a qualified talent acquisition manager or specialist:
What do you look for in a candidate?
What is your greatest accomplishment as a talent acquisition specialist?
Have you used any applicant tracking systems?
What is your experience with online recruiting?
What resources do you use to find qualified candidates?
How do you prepare for interviews with candidates?
What steps do you take to help with the onboarding process?
Tell me about a time you missed out on a great candidate. What could you have done better?
How do you stay connected with candidates?
What screening processes are you familiar with?
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How Do You Keep Yourself Up To Date With The Recruiting Trends
This recruiter interview question tests whether you read and follow trends and developments in the field of recruiting.
It reflects your drive to learn, curiosity towards development in the field and willingness to adapt to changes.
To answer, mention blogs, publications and other resources that you use for recruiting updates.
Make your answer more interesting by mentioning things you have read or discovered recently and how you intend to use them.
This not only shows your interviewer that you like to stay informed, but that you also engage critically with such trends and news.
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As A Talent Acquisition Manager What Is Your Management Style
Try to avoid labels.
Some of the more common labels, like progressive, consultative, persuasive, can have several meanings or descriptions depending on which management guru you listen to.
The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.
In my experience delegating responsibility and authority is crucial. A team needs to be able to develop and grow as individuals and a whole, not be held back by low expectations or ego.
I believe in building a team. Each member of the team should be clear on their role, know where they fit in and feel as though they can depend on one another. I also believe in real-time feedback. If you do something wrong you should know it immediately. Regardless of right or wrong, the further removed feedback is in time, the less effective it is.
What Are Your Weaknesses
Another tricky one. The purpose of this question is to see how you view and evaluate yourself.
One the one hand, if you suggest you dont have any weaknesses, your interviewer will almost certainly see you as a lair, egotistical, or both.
Dont fall into the trap of trying to present a positive skill in disguise as a weakness, like I work too hard or I am a perfectionist. Any experienced interviewer will see through this in a heartbeat.
Additionally, revealing that Im not really a morning person and have been known to come in late raises immediate and obvious red flags.
The trick here is to respond realistically by mentioning a small, work related weakness and what you are doing or have done to overcome it.
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Vp Talent Acquisition Interview Questions
Vice presidents of talent acquisition oversee the process of finding, recruiting and retaining talent. They are responsible for building successful strategies to improve your companys talent pipeline and create a strong employer brand.
For this role, you should look for professionals with solid HR experience in senior level positions. You can use these questions to discover your candidates leadership and team management skills to identify the perfect fit for your position. Previous experience in your industry is also a nice-to-have for your candidates.
VP Talent acquisition holds a place in the management team, so you should look for candidates with a strong strategic vision who can grow your business with innovative ideas. During your interview process, include specific questions to identify candidates who understand your company culture and values and can motivate your recruitment team to achieve your business objectives.
Whats The Most Rewarding Part Of Being A Recruiter
When a recruiter is truly passionate about what they do, candidates feel it growing more excited about the job as a result. Listen for answers that get to the root of why the recruiter got into the business.
They might be a natural people person who enjoys talking to candidates and hearing their stories. Or perhaps they love the feeling of helping people find a job theyll thrive in. While there are few wrong answers here, recruiters who are only in it for the paycheck or who dont have a favorite part of the job may not bring much passion or enthusiasm to the role.
Recruiter Interview Questions Faq
Why Should You Become a Recruiter?
You should become a recruiter if you enjoy connecting with others and having a huge influence on a companys success. Recruiters often develop sharp intuition, excellent communication skills, and time management techniques. The role can also broaden your mind and help you to climb to higher levels in the human resource development field.
What Is the Average Salary for a Recruiter?
According to the Bureau of Labor Statistics, the median salary for a recruiter was $63,490 in May 2020. The same data projected a 10 percent growth for this job market between 2020 and 2030. It also stated that on average, some 73,400 vacancies are expected every year.
What Do Recruiters Do All Day?
Recruiters have to be on the ball all the time as high job turnovers are common in many fields. This means they have to draw up job advertisements quickly and effectively, schedule interviews, screen candidates, and collate candidate data. They may also negotiate employment contracts and salaries.
How Do Recruiters Get Paid?
Recruiters usually have a base annual salary, just like any other job. However, some companies might offer commissions to recruiters if they manage to meet the demand and fill the position with good candidates. This percentage is calculated based on the candidates first salary.
Tell Us About Yourself
This question is designed to do a few things: it gets the conversation started, gives the recruiter a summary of your career thus far, and it can also give a hint as to your values by noting what you chose to include .
Theres a lot riding on this question, which is why its advisable to prepare. Keep it professional, brief and tailored to each company and job interview.
Structure it in a way that makes sense. One easy way in which to do this is with simple past-present-future format: – Past: What is your professional background? How did you get to where you are today? – Present: Your current role: What are your main responsibilities? What are your major achievements? – Future: What do you want to do next? Why this job?
A sample answer could look something like:
For the past 3 years, Ive been working as a Recruitment Specialist for Company A. Prior to that, I was a HR Officer for Company B.
In the years Ive been with Company A, Ive found that Im most fulfilled when Im building long-term hiring strategies so employees can grow within their organisations. This also leads to successful outcomes for the company as they can hire quicker, cheaper and keep knowledge in-house.
For example, I built an internal pipeline of talent that allowed the wider HR team as well as any relevant hiring managers to see the potential we had within the company. This led to an increase in internal hires by 40%.
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Im Curious How Did You Come To Find Out About Our Company And What Do You Know About Us
This can be a great way to stand out from other applicants and demonstrate initiative. Almost every company will have a website, Facebook page, Instagram account, or some sort of digital footprint. Spend a bit of time doing some online research:
- If they have a website, check out their About us or Culture/Mission/Vision pages.
- Who are some of the principal people who work there? Who are the founders?
- What sorts of things does this company care about? Do they donate to a particular cause or charity? Which one?
- What are their core values? Which of their core values resonate with you?
- Has the company been in the news recently or have they won any awards .
While your interviewer wont expect you to have in-depth company history, a little here can go a long way.
In Your Opinion How Can Our Company Stand Out In The Eyes Of Talented Graduates
You need to do some research to find a good answer to this question. And do not look for something obvious Because the competition is enormous, and offering a trainee program for undergrad students, or flexible working hours, is not something ten other companies in the city do not offer to the job applicants.
But maybe the company stands out in some waythe products they work on, the value they place on innovation, the scope of duties they allow new employees to take care of, the salary offer, anything. Try to imagine yourself in a shoes of a smart University student, whos slowly starting to look for their first real job. Is there anything in particular that attracts you to the company?
But it can also happen that they arent special in any way. Its just another tech company, or automotive, or whatever. Not one of the famous brands, not a company that can afford to pay highest salaries to their employees. In such a case, I suggest you to say that it is exactly your role to make them stand out.
The way you will present the job offers, some unique campaigns you will run on the social media, or an individual approach you want to apply in your work with each single talent. Perhaps the company isnt special in any way, but you can make it special in the eyes of the prospective job applicants.
Vp Talent Acquisition Interview Questions And Answers
This sample of VP Talent Acquisition interview questions can provide you with ideas of what to ask your candidates when recruiting for a Vice President of Talent acquisition position.
Make sure that you are interviewing the best VP of talent acquisition candidates. to hire better, faster.
Jump to section:
Why Do You Want To Work As A Talent Acquisition Manager
You can learn a lot, and earn a lot in this role. As you can imagine though, you should talk more about things you want to bring onboard, your skills and abilities that will help you attain your goals in this job.
Say them that you have a fantastic understanding for the young people, their dreams and wishes, fears and demons. You know how to translate these to unique job ads and presentations that will motivate them to apply for a trainee program or internship with the company.
Whats more, you have experience with the entire recruitment cycle, and know how to execute the steps in the most efficient way. You are strong with social media, and understand where the young people spend their time , and how one can approach them successfully on these places, and eventually get their attention.
And most importantly, you have a true passion for recruitment and for working with people. You understand the impact you can have in this role, and hope to make something big happen as a talent acquisition manager.
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