Getting an interview for a position you want is hard, and getting the job based on your interview performance is even harder. Lots of people assume interviews will be easy and might not put in the time required to truly be prepared for the hard-hitting questions that employers may ask. Don’t think that you’ll be able to get through the interview by improvising or making things up on the spot, and don’t assume that each interview will include the same stock questions. Questions vary from job to job and interviewer to interviewer, but certain industries and positions require similar competencies and skills that may be asked about in an interview.
To prepare for your interview, here are five common talent acquisition consultant interview questions you might be asked and examples of how you could choose to answer them. Use these to help you construct your own interview answers based off of your skills and experience.
5 Talent Acquisition Consultant Interview Questions & Answers
1. We often work with high-maintenance clients. Describe how you would handle this.
Many of my past managers and clients have been high-powered, busy individuals who needed me to be attentive, intuitive, on-time and meticulous about keeping commitments. I keep a tight calendar with planned appointments and meetings. In the past I have also made it a habit to schedule regular meetings or phone calls with clients to build the consultant-client relationship and stay up-to-date on their talent acquisition needs. I also make myself available after working hours when needed, and I have a self-imposed two-hour response time whenever possible for phone calls and emails.
2. This job requires strong interpersonal skills as well as the ability to be comfortable in front of audiences. Describe your experience with both presenting and public speaking.
In my previous position, I conducted monthly workshops on various company culture and talent acquisition topics at my workplace. On a client’s request, I also gave a workshop on employee retention and implementing employee appreciation programs. I have since given the same talk several times at business associations and groups in my town as well as in various workshops and seminars across the nation. Lastly, I have always had jobs that required me to present on results in front of clients and managers.
3. What qualities do you have that prepare you for a people-centric, high-stress job in talent acquisition?
Leadership, time management and a finely tuned understanding of people are three key qualities I would bring to this position. In my last position, I was promoted to lead recruiter within 12 months of being hired at the company. I managed a team of three other recruiters and helped the staffing agency I worked with grow their client base by 25 percent and earn the title of Top Staffing Agency in our metropolitan area. In this leadership position and in past positions, I have honed my time management abilities to make sure that no project or task gets neglected and that not a minute goes to waste. Lastly, my understanding of the qualities that make lasting, worthwhile hires has grown considerably over my nearly 10 years in staffing, HR and talent acquisition. My people skills allow me to work calmly and effectively with coworkers, managers, subordinates, clients and candidates alike.
4. How involved are you in industry groups, and what kind of professional development activities do you engage in?
In addition to being a member of the Society for Human Resource Management, I also contribute to several online business publications, which requires me to do a large amount of research on my own time to uncover new development and trends in the talent acquisition industry. I also attend industry conferences and participate in the SHRM’s seminars and workshops as often as possible. In such a fast-moving industry, I know it is vital that I keep my skills current, which is why I make sure I’m always on the edge of new industry trends.
5. We hope to hire someone who can suggest and implement creative methods of finding quality talent. How have you accomplished this in the past?
In a recent position, I helped my company implement talent acquisition efforts through social media platforms like LinkedIn and Twitter. This initiative helped increase the hiring of young, driven and technologically savvy employees and helped us research potential employees more thoroughly before conducting interviews. I am also very interested in the growing interest in remote work and believe that there are great possibilities and benefits for business to be found in hiring remote workers.