Recruitment Consultant

This is a nice question to allow interviewees to describe their likes and hobbies for the interviewer to decide if you will fit the culture of the company. Mentioning upskilling to a company who put emphasis on training and development or stating your fondness for team sport to a highly motivated sales team can be the icing on the cake but to understand what answer to give you must listen to the interviewer's description of the company and try and relate your interests to the role advertised.

☛ Recruitment management system is a tool for effective management of recruitment process. It helps in quick, reliable, accurate and unbiased processing of various applications.

☛ The system helps in efficient management of system by automatically maintaining the database of candidates.

☛ It works as a good interface between various parties involved in the whole process

☛ It helps in better communication.

Equal employment opportunity means an equal and fair treatment for all people. There is no discrimination among the employees or candidates on the basis of:

☛ race

☛ age

☛ sex

☛ marital status

☛ disability

☛ sexuality

☛ pregnancy

Equal employment Opportunities help in overall development of both the society as well as the organization. They help the organizations in creating a good image for themselves and discharging their social responsibilities.

We all have them, it's just acknowledging them in a proficient manner. Try to look at personal attributes such as 'I'm very resilient" or I'm a team player' then give examples and demonstrate how they could be a benefit to an employer.

Recruitment is a time and money consuming activity. In order to maximize the ROI through recruitment activities, a company should keep following things in mind:

☛ Clearly define the achievements you expect from the recruitment process. Establishing the clear goals doesn't leave a place for confusion in the system.

☛ Develop effective ways to measure critical results.

☛ Precise estimation of time and cost of recruitment.

☛ Ensure that the people working in the recruitment process are well trained.

☛ Estimate the tangible and intangible benefits that have come from the recruitment exercise.

Keep your answers job related. If you exaggerate contributions to major projects, you will be accused of suffering from "coffee-machine syndrome," the affliction of a junior clerk who claimed success for an Apollo space mission based on his relationships with certain scientists, established at the coffee machine. You might begin your reply with: "Although I feel my biggest achievements are still ahead of me, I am proud of my involvement with . . . I made my contribution as part of that team and learned a lot in the process. We did it with hard work, concentration, and an eye for the bottom line."

The recruitment process tries to get the best manpower for the organization. It can be considered as the first strategic step towards the success of an organization.

The process consists of following major steps:

☛ Identifying the vacancy

☛ Preparing the job specifications and description of the potential candidate

☛ Advertising the requirement

☛ Receiving and managing the applications

☛ Short listing the candidates

☛ Arranging the interviews

☛ Conducting the interviews and deciding on the candidate

Various factors which can affect the recruitment policy of a company are:

☛ Its objectives

☛ Policies of the competitors

☛ Government laws - Social and economic

☛ Political environment

☛ Cost of recruitment

☛ Time available

☛ Preferred recruitment sources

To answer this question, you must have researched the company and built a dossier. Reply with the company's attributes as you see them. Cap your answer with reference to your belief that the company can provide you with a stable and happy work environment - the company has that reputation, and that such an atmosphere would encourage your best work. Don't forget to mention what you can bring to the company also.

This doesn't have to be work related. You can use example(s) from your working life, academic, sporting, extra-curricular, gap year, hobbies / interests etc… The interviewer is trying to find out if you are an achiever. Demonstrate how you achieved and how it has benefited you. Do you still use those skills?

Poaching in recruitment means hiring the employee of a competitor who is working in the same capacity as desired by you. This is a major challenge faced by the HR managers as it causes the leakage of talent from an organization and effects its productivity.

The employee is usually hired by offering him better salary and perks.

Another way of asking how you perceive yourself. Choose three or four adjectives that show the positive side of your personality, such as 'they would say I'm outgoing, reliable, hard-working and loyal'.

You want to get an understanding of the challenges you may face. Stepping into a newly created role is completely different to stepping into an existing role, with pre-defined measures of success.

This may seem like a trick question to many job candidates, but it really tells the potential employer what sets this person apart from the rest. This question may be difficult to practise ahead of time, as often the response is best phrased based on the flow of the interview itself. Listen and learn throughout, then use that information to ask the interviewing manager what they are looking for and play to that response in a relevant and honest way.

You'll (usually) be interviewed by someone your recruiter has previously had contact with, so it's worth finding out what information they have passed on.

What's their role in the hiring decision? Sometimes there will be two or three people interviewing you at various stages. Each has their own role to play. You need to establish what that is so you can prepare properly.

A good consulting relationship takes time to build. So you will want your consultant to at the very least have visited the client. If a consultant works for a long time with a client, they should know more about what makes the organization tick. However, sometimes the consultant's dealings with the client may be speculative. They may have called the client and suggested they have good candidates, then advertised. If you get a sense that this is the case, then you will need to ask more questions of their client before you make up your mind about a job.

I emphasize asking "you." That brings the question back to their opinion, not what is written down in a job description. You may get a deeper insight that way. A consultant who is not familiar with the client, will probably refer you back to the job description. This should serve as a warning sign to do your own due diligence on the information they provide.

With these questions, you get a sense of your worth in this equation plus how long it may take for them to make a decision about you.