Recruitment Consultant

This question is designed to test your suitability for the position. Your answer should focus on your desire to help both candidates and employers achieve success. You also want to illustrate your ability to sense which candidate would be a good fit for each employer. The wrong answer? “Well, I’ve been to a lot of interviews, so I thought I’d give it a try from the other side of the table.”

You can be honest about your motivations with a questions like this, but it is important that you are not airing grievances you have with a former employer. If you want to progress your career faster or earn more money, then be honest about that. However if you had difficult working relationships with a manager or colleague it is best to keep this to yourself. The interviewer wants an ambitious team player

WSR is used to define your WS for a defined period. It Comprises your EE Subgroup, PWS, and HC. We can default the WSR using the Feature SCHKZ for your grouping.

The purpose of this question is to find out whether you know what it takes to be successful as a recruitment consultant. Wrong answers are anything to do with luck, family connections, or being the boss’s favourite. Good answers highlight the specific skills and characteristics that make that recruiter so extraordinary.

It is really important that you show your enthusiasm for working in this industry and also for the company you are interviewing with. Do your research and show that you understand the company and what it is like to work there, as well as showing a good knowledge of the industry as a whole.

"So with me, firing is a last resort. However, when it has to be done, it has to be done. A poor employee can wreak terrible damage in undermining the morale of an entire team of good people. When there's no other way, I’ve found its better for all concerned to act decisively in getting rid of offenders who won't change their ways."

The objective of this question is to make sure you’re running toward something and not from it. Bad reasons are not getting along with your boss/colleagues or not being successful. Good reasons are wanting to specialise in a certain field, work for a particular company because of their reputation for excellence, etc.

This is often the closing question and gives you the chance to sum up much of what you have prepared. It’s all about showing enthusiasm and displaying why you are the person they cannot miss out on. Prepare your answer for a question like this and even if you are not asked it directly, your response can help you to answer some broader questions, or even serve as a bit of a closing pitch at the end of your interview.

Some recruiters specialise in certain industries and sectors while others put their focus in more general terms. Clients need to be confident that the recruiters they have hired can get the job done and find the right kind of applicants. Customer testimonials and examples go a long way when clients ask this question.

My co-workers always admit that I am good team player by providing suitable advices at the right time. They also add that I have a balance between good stress and bad stress.

Many organizations outsource their recruitment services to the placement agencies. The main advantages of doing so are as follows:

☛ It allows the organizations to focus on core and strategic activities

☛ It leads to optimal use of resources and time

☛ It provides access to the expertise of the placement agents

☛ Reduction in recruitment cost

Major challenges a recruiter faces are:

☛ Lack of candidates in some particular domain

☛ Changing trends of the market

☛ Lack of self motivation

☛ Lack of agility in the process

☛ Lack of job prioritization

☛ Lack of proper job analysis

Some candidates think they're much better qualified than they are. With this question, your interviewer is trying to find out how you've handled those candidates in the pass. This is different from "what would you do?", because it's looking for specific examples of what you've done in the past.

The process of recruitment through placement agents consists of following steps:

☛ Brief the consultant about the profile and the candidate

☛ Placement consultant shortlist some candidates and sends the CVs

☛ Company's representative shortlists the CVs sent by consultants

☛ Interview is scheduled by the agent

☛ Interview conducted by the company's representative

☛ If the candidate is selected, he is given an offer after the negotiation else the consultant sends another candidate

The interviewer wants to know your motivations and career aspirations. Whilst wanting to progress is a natural desire, don't let this overshadow the job you are being interviewed for. Such as "I'd like to have established myself as a really successful recruitment consultant, be respected by the team and be progressing into a leadership role".

The purpose of a recruitment strategy is to hire the best talent a company desires in a timely and cost effective manner. Following are the main elements of an effective recruitment strategy:

☛ Identifying the jobs

☛ Type of candidates required depending on their - performance, experience, domain knowledge.

☛ Sources to tab - job portals, campuses, competitor's employees, employee referral

☛ Assigned recruiters

☛ Process to evaluate and hire candidates

The purpose of this question is to find out whether you know what it takes to be successful as a recruitment consultant. Wrong answers are anything to do with luck, family connections, or being the boss's favourite. Good answers highlight the specific skills and characteristics that make that recruiter so extraordinary.

Whether interviewing for a management position or lower level this is an important question for the interviewer to understand how you work. Open door policy, team player with the ability to work alone and quick learner are important words here but it is important to know what way the company manage their staff. You can determine this through the image of the company brand and how people talk about the company on and offline. Understanding the management culture of the company and, if possible, the culture of the department you are interviewing for will allow you to recognise the management culture within the company leading to a better comprehension for if you want the position.

This question is designed to draw out your understanding of the different factors that contribute to success. Your answer should demonstrate your ability to explain why it's a bad idea to hire on just one dimension…as well as your ability to do so diplomatically.

☛ Recall a time you had difficulties filling a position. How did you manage?

☛ Describe the most effective recruiter you've known

☛ Tell me about a time you failed to provide excellent customer service. What should you have done differently?

☛ Give me an example of a time you disagreed with a client. How did you resolve it?

☛ Recall a time you had to face a stressful situation. How did you manage?