Prepare for your Head of Talent Acquisition interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
The interviewer may ask this question to assess your knowledge of the law and how it relates to the hiring process. The Fair Credit Reporting Act is a federal law that governs how employers use consumer reports, such as credit reports, in their hiring decisions. You can answer this question by stating that you are familiar with the Fair Credit Reporting Act and how it applies to the hiring process.
Answer Example: “Yes, I am familiar with the Fair Credit Reporting Act. I have worked in HR for five years, and I know that it’s important to follow the guidelines set out by the FCRA when using consumer reports in the hiring process. For example, I know that employers must provide applicants with a copy of the report they plan to use before making a decision about their candidacy.”
This question can help the interviewer determine if you have the skills and abilities needed for this role. Use your answer to highlight some of your most important qualities, such as communication skills, problem-solving ability and leadership skills.
Answer Example: “Successful heads of talent acquisition need to be able to think strategically, have an eye for talent and be able to build strong relationships with both candidates and clients. They also need to be able to communicate effectively, manage their time effectively and work well under pressure. Finally, they should have an understanding of the hiring process and be able to implement best practices.”
High-growth companies need talented employees to help them grow. The interviewer may ask this question to learn how you identify and recruit top talent for their company. Use examples from your experience of finding and hiring talented people for a company that was growing rapidly.
Answer Example: “I would start by identifying the skills and qualifications needed for each position, then create a recruitment strategy based on those requirements. For example, if I were recruiting for a high-growth company, I would focus on finding candidates with relevant experience in the field who have an eagerness to learn new things. I would also look for people who are motivated by challenges and who want to be part of something bigger than themselves.”
Employers ask this question to see how you conduct your research and gather information from others. They want to know that you are thorough in your work and take the time to ensure you have all the necessary information before making a decision. In your answer, explain what reference checks are and how you use them in your hiring process.
Answer Example: “I believe it’s important to speak with previous employers and references before making a final decision on a candidate. I always start by contacting the candidate’s most recent employer to ask about their performance on the job. Then, I reach out to previous employers to see if they have any additional information to share. If so, I take notes during our conversation so I can compare their answers with those of the most recent employer.”
Employers ask this question to learn more about your negotiation skills. They want to know that you can help their company get the best possible salary offer for its candidates. When answering this question, think of a time when you successfully negotiated a salary offer for a client or candidate. Explain what steps you took to get them the highest possible salary.
Answer Example: “I recently negotiated a salary offer for a candidate who was looking for a job in their field. The candidate had several offers from other companies, so I knew they were in a position to negotiate. I called them to discuss their current offers and what they were looking for in their next role. After discussing their needs, I was able to negotiate an increase in salary for them.”
This question can help the interviewer understand how you would handle a challenging situation. Use your answer to highlight your problem-solving skills and ability to work with others.
Answer Example: “I would first try to contact the candidate directly to see if they were still interested in our position. If they were, I would ask them to wait until we had made our decision before moving forward with the other company. If they weren’t interested anymore, I would thank them for their time and move on to other candidates.”
Employers ask this question to see how you would handle a challenging situation. They want to know that you have strategies in place for finding qualified candidates, even if you have to look outside your company’s network to find them. In your answer, explain what steps you would take to find qualified people for open positions.
Answer Example: “If I were unable to find qualified candidates, I would first look at the job description to see if there are any areas where I can improve it. If not, I would reach out to my network of contacts to see if they know anyone who would be a good fit for the position. If all else fails, I would consider outsourcing the recruitment process so that I can find qualified candidates quickly.”
Employers ask this question to see if you have experience in their local job market. They want to know that you can find qualified candidates for their open positions and know what skills are in demand in their area. To answer this question, think of a time when you researched local job markets or industry trends. Explain how you used that information to find candidates for your previous role.
Answer Example: “I am very familiar with the local job market and industry trends. I have been working in talent acquisition for five years now, and during that time I have learned a lot about different cities and states. In my last position, I was responsible for finding candidates for several different positions in the state of New York. To do this, I researched local businesses and organizations to see what types of skills they were looking for in employees. Then, I used that information to find candidates who met those qualifications.”
This question can help the interviewer understand your experience with developing and implementing recruitment strategies. Use examples from past roles where you helped develop or implement a recruitment strategy or process that helped your organization succeed.
Answer Example: “In my last role as head of talent acquisition for ABC Company, I worked with my team to create a comprehensive recruitment strategy that focused on finding top talent for open positions. We implemented the strategy by creating a detailed job posting template, developing a marketing plan for reaching potential candidates and creating an applicant tracking system to manage the application process. This helped us attract top-level professionals who were a good fit for our company.”
This question can help the interviewer understand how you use your skills and experience to make decisions about which candidates are most qualified for a job. Your answer should include an example of how you used your expertise to evaluate qualifications in the past, as well as what factors you consider when making these assessments.
Answer Example: “I start by looking at each candidate’s resume, which includes their education and work experience. I then read through their cover letter to see if they mention any specific skills or experiences that relate to the position. Next, I review their online portfolio or resume supplement to see if they have any additional information to share. Finally, I contact any references listed on their application to ensure they are a good fit for the role.”
This question is a great way to show your commitment to diversity and inclusion. It’s important to note that diversity is more than just race—it can also include gender identity, sexual orientation, age and disability status. When answering this question, make sure to mention how you plan to improve diversity in all of these areas.
Answer Example: “I believe that diversity is an important part of any company’s culture. To increase diversity among our employees, I would first look at our hiring process. I would make sure that our job postings are inclusive and encourage applicants from all backgrounds to apply. I would also work with HR to create a more inclusive hiring process. For example, we could eliminate bias in our interview questions and assessments.”
Employers ask this question to learn more about your experience with using candidate tracking systems. They want to know how you’ve used these tools in the past and what your opinion is on them. In your answer, share what type of candidate tracking system you used and explain why you chose that particular system.
Answer Example: “I’ve worked with several different types of candidate tracking systems throughout my career. I find that the best system is one that’s easy to use and has all the features needed to find qualified candidates. In my last role, I used a CRM system that allowed me to keep track of all the information about each candidate. It also had an integrated email system so I could send out notifications to applicants.”
Employers ask this question to learn more about your qualifications and how you can contribute to their company. Before your interview, make a list of all the skills and experiences that qualify you for this role. Focus on what makes you unique from other candidates and highlight any transferable skills or knowledge you have.
Answer Example: “I am highly motivated and driven to succeed in my career. I have a passion for recruiting talent and helping companies find the best people for their openings. I also believe in providing excellent customer service to both candidates and clients. These qualities make me stand out from other candidates because they show that I am committed to providing quality service.”
This question can help the interviewer understand your background and experience. It’s important to show that you have relevant experience in the industry they’re hiring for, but it’s also helpful to mention other industries where you’ve gained valuable skills.
Answer Example: “I’ve worked in both the technology and education industries, which have both been very interesting to me. In my current role as head of talent acquisition for a tech company, I’ve learned how important it is to find candidates who fit the company culture. In my previous role as a recruiter for an elementary school, I learned how important it is to find teachers who are patient and understanding.”
This question is your opportunity to show the interviewer that you understand what makes a recruitment process successful. You can answer this question by identifying one or two aspects of a successful recruitment process and explaining why they are important.
Answer Example: “I think the most important aspect of a successful recruitment process is finding qualified candidates who are a good fit for the role. I always make sure to ask the right questions during interviews so that I can determine if a candidate has the right skills and experience for the job. This helps me find the best person for the job, which in turn leads to happier employees and better company morale.”
This question can help the interviewer understand your knowledge of the industry and its trends. Your answer should show that you know when it’s best to post jobs and how often this should happen.
Answer Example: “I recommend making job postings at least once per month, but sometimes more often depending on the type of position and the company’s hiring needs. For example, if I were working as a head of talent acquisition for an organization that hires frequently, I would likely make two or more job postings per month. On the other hand, if I were working for a company that only hired once per year, I would only make one job posting per year.”
This question can help the interviewer understand how you handle a challenging situation. In your answer, try to show that you are willing to take initiative and find solutions to problems.
Answer Example: “In this situation, I would first make sure that all of the requirements of the position were met by each candidate. If they all met the qualifications, I would look at other factors such as their experience, skills and personality fit. If there are still no good fits after evaluating these factors, I would consider expanding the job description or changing some of the requirements.”