12 questions and 8 skills to help you find and hire the perfect Talent Acquisition Specialist
Talent Acquisition Specialist
This is a 2-stage interview flow for hiring a Talent Acquisition Specialist. It focuses on evaluating the important technical skills, as well as culture fit with the organization and the team that they are being considered for.
Interviews
Evaluated skills
- Motivation
- Recruitment
- Teamwork
- Communication
- Diversity and inclusion
- Interpersonal relationships
- Job Analysis
- Leadership
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Culture Fit
This interview template is designed to evaluate a candidate's suitability with your organization and their future team. It assesses how the candidate has handled their past work environments and how they contribute to building positive work environments.
- What kind of teams do you like working in? Can you tell me more about a team that you really enjoyed being a part of?Question #17 minutes
- Motivation
Evaluation criteria
- Can vividly describe an enjoyable team experience from their past
- The candidate's team preferences match very well with the team in the company
- It is very likely that the candidate will face similar positive team experiences on the job
- How do you deal with conflicts, disagreements, or misunderstandings within your team? Can you give a real-life example?Question #27 minutes
- Teamwork
Evaluation criteria
- Is aware and reflective of the reasons behind the conflicts that rise in a team
- Is able to demonstrate empathy and understands others' perspectives
- Fosters a collaborative team-working environment
- Tell me about a time when you had to join a new team. What did you do to make sure that you were accepted by the group? Do you think that was the best approach? What happened?Question #37 minutes
- Teamwork
Evaluation criteria
- Establishes trust within the new team
- Contributes positively to the achievement of team objectives
- Fosters a positive and collaborative team-working environment
- What kind of work tasks or situations do you usually enjoy the most? Can you give an example of when you were in such a situation?Question #47 minutes
- Motivation
Evaluation criteria
- Ideal job generally matches with the job opening
- Understands not only what, but why certain job situations are motivating
- If you could design the perfect job for yourself, what would it be like?Question #57 minutes
- Motivation
Evaluation criteria
- Candidate clearly knows what they enjoy and is able to communicate it clearly
- Candidate's dream job matches well with the job they are considered for
- Tell me about an action you have taken that has contributed to developing the right working atmosphere.Question #67 minutes
- Leadership
Evaluation criteria
- Motivates and inspires others around them
- Candidate is aware of how their actions affect those around them
- Takes responsibility in developing a collaborative, productive work environment
Talent Acquisition (Technical)
This interview template is designed for measuring the job-related technical skills of talent acquisition practitioners. It aims to evaluate how the candidate has performed in relevant work situations in the past, and how they rank in the various TA skills such as candidate communication, sourcing, and job analysis.
- Tell me about a time when you created a magical candidate experience for your candidate.Question #17 minutes
- Recruitment
Evaluation criteria
- Identifies candidate experience as a key performance indicator in recruitment
- Has non-conventional ideas on delighting candidates
- Imagine that your manager tasked you with a hard-to-fill job position that you don't have much experience recruiting for. Can you walk me through your working process from defining the role requirements to making a job offer to the best candidate?Question #212 minutes
- Recruitment
Evaluation criteria
- Has a plan and routine for conducting a job analysis (= analyzing the minimum requirements for the job)
- Designs a role-appropriate selection process, together with domain experts if necessary
- Has a convincing plan for finding candidates
- Sees the importance of the hiring/closing phase, and has a plan to improve the job offer acceptance rate
- Imagine that I am the hiring manager for a sales team at our company. Can you describe how you would use direct sourcing to find entry-level sales representative candidates for our company? Feel free to ask me for more details about the role if needed.Question #37 minutes
- Job Analysis
Evaluation criteria
- Spends time analyzing the job role
- Asks effective questions to understand the role's key requirements
- Demonstrates proficiency with basic search methodologies such as boolean search
- Please describe how you would work to create a work environment that is welcoming, inclusive, and increasingly diverse.Question #47 minutes
- Diversity and inclusion
Evaluation criteria
- Recognizes that there are multiple cultural frameworks, values, and norms
- Acknowledge that diversity doesn't just refer to race and gender, but also age, sexual orientation, religion...
- Has concrete actions in mind for making the workplace more inclusive
- Imagine that you'd have to explain some complex topic from your area of expertise to somebody who doesn't understand technical jargon. How would you do that?Question #57 minutes
- Communication
Evaluation criteria
- Uses a communication style, tone and language suitable for the audience
- Confirms the audience's understanding at key points
- Tell me about the most difficult or frustrating individual that you've ever had to work with, and how you managed to work with them.Question #67 minutes
- Interpersonal relationships
Evaluation criteria
- Demonstrates empathy and tries to understand the other person's point of view
- Managed to get the job done even with a difficult individual
- Demonstrates learning and the drive to improve in managing different stakeholders
