If hired, what will be your primary focus in your first 30 days with Adecco?

"Once hired at Adecco, I plan to eagerly dive into my training, bringing my studies home, and taking time in evenings and weekends to master the training materials provided to me. It's essential that I learn the staffing services industry quickly so that I can begin making an impact when it comes to research, prospecting, and business development activities."

There are many tasks and accomplishments that you can focus on when working in the staffing, human resources, and talent management industry. This question is meant to uncover if you have a plan to make an impact at Adecco shortly after being hired. Much of the staffing industry involves sales-based, measurable tasks. For that reason, it's a great idea to go into your interview ready to describe your strategic plan for your first 30 days, and onward.

"From our conversation, I understand that you need a talent management expert with experience in business development within various engineering sectors. Once I have my footing at Adecco, I plan to approach decision-makers in my network who lead within various arms of engineering. In the first 30 days, I aim to bring in 15 new job orders. In the next 60 to 90 days, I will boost that goal to 25 each month. I am confident in my ability to grow into this role quickly while exceeding Adecco's business development expectations."

Is honesty the best policy?

"Yes, honesty is absolutely the best policy. As a recent graduate, I showed honesty by acting with integrity during my time in college. For instance, I once received a grade on my transcript that was incorrect. I showed honesty by reporting the error to my college's administration. I understand that there are known grey areas in recruitment, primarily from agencies that do not present themselves in the best light. One of the reasons I applied to The Adecco Group is because of its long-standing positive reputation in the staffing and recruitment industry. This excellent reputation comes from being honest and forthright with candidates and clients, an effort that I sincerely appreciate and will work hard to uphold."

As a staffing services and talent management professional, you will come across some grey areas including pay structures, fee structures, rules governing contract employees, and non-compete or non-disclosure agreements. It's vital to the reputation of The Adecco Group that you abide by rules and regulations carefully, always working within the ethical lines of the recruitment industry. Rather than simply saying 'Yes, honesty is the best policy,' show the interviewer that you uphold honesty in the workplace by providing an example of your honest nature in action.

"Yes, I believe that honesty is always the best policy. I deliver honest news with as much empathy as possible. I will never hold back from telling the truth when it means so much to another person to hear it. For instance, if a client does not want to move forward with a candidate, I will let the applicant know right away and give them open feedback whenever possible. When it comes to paperwork and the legalities of supplying temporary workers, I always abide within legal limits and regulations."

Would you accept a staffing project from a potential client who was acting unethically?

"During my internship with Staffing Agency ABC, I was been trained to be selective with clients, and I would like to continue with this practice. We had an intake questionnaire that the Account Manager went through with clients, so everyone underwent the same prescreening process. Then, the Account Manager conducted an in-person meeting whenever possible so that they could physically see the environment in which our successful candidates would be working. Could you share with me how The Adecco Group approaches vetting new potential clients?"

Responsible staffing services and talent management agencies like The Adecco Group need to protect their reputation, which includes screening potential clients in various ways. A diligent firm like Adecco, before accepting a new client, will look for: - A history of unexplained employee turnover - Evidence of previous lawsuits or open complaints from past employees - Reputation of discrimination or inequality in the workplace - Poor health and safety records - Consistently low employee reviewsShow the interviewer that you will never put the reputation of Adecco on the line just to engage a new client and reach your targets or metrics.

"In the past, I have worked for staffing agencies that will take work from anyone and everyone. However, I refuse to accept just any client. For instance, when meeting with a prospective client for the first time last month, they were boasting how they have burned through multiple staffing agencies in the past year because their work environment is challenging. I interpreted this as a warning sign and conducted my due diligence. It turned out that the company had many recent complaints on a popular employee review site regarding harassment in the workplace from company leaders. I called the prospective client the next day and let them know that I would not be accomodating their staffing needs. My desire is to join an agency like Adecco with a reputation for engaging legitimate clients who have great job opportunities for my valued candidates. From my research on Adecco and the topics we have discussed today, including The Adecco Group's stance on diversity, equity, and inclusion, it seems that our core values align nicely."

Tell us about a time you lost a deal to a competitor. How did you react?

"(Situation & Task) While interning at Agency ABC, I went with my Account Manager to make an in-person client call at a prevalent advertising firm in our region. We were prepared to discuss a few sales openings the company had, and we were ready to win their business. Although the meeting went well, the prospective client called the next day to tell us they gave the business to our competitor because the fees were lower. (Action) Agency ABC maintains integrity in its pricing, and we were unable to negotiate low enough to win the account, and we accepted the loss gracefully. (Result) Interestingly, we ended up hearing back from the prospective client a short time later expressing that they wanted to give our agency the business after all. Through that situation, I learned the importance of conceding gracefully and never burning a bridge. We were so happy that we stuck to the right process and remained professional throughout our initial interactions, which is why the prospective client returned in the end."

Working for Adecco on the staffing services side, you will likely work on staffing projects that are not exclusive. This non-exclusivity means that your client may give the same talent management project to multiple different agencies, and may the best team win! This situation is especially challenging when you live in a smaller region where the talent pool is smaller, or if the position requires a highly unique skill set and the job is not open to remote workers. Adecco needs to see that you are up for the challenges that come with working in the staffing services industry. They want to know that you will act gracefully and professionally on the days that you don't win. Discuss a situation from the past, when you lost a deal to a competitor. Highlight how you reacted, how you made the best of the situation, and what you learned from the situation. Consider delivering your story-based response using the STAR method (Situation, Task, Action, Result).

"(Situation & Task) I have one particular client who refuses to ever give exclusivity. Most of the time, this company's open jobs are shopped out to three other staffing agencies. The most recent order was to find a Chemical Engineer with 15+ years of experience who came from a direct competitor. (Action) This search was incredibly specific, and although I gave it everything I had, a competing agency had already approached many of the candidates I called. (Result) I felt behind the 8-ball most of the search and unfortunately, did not make the final placement. I took the situation for what it was; you win some, and you lose some. I will continue to give priority to this client and offer the best service possible. Also, I will never stop asking for exclusivity, in hopes that they change their mind one day."

Tell me about a time when you had to change your approach to a project or task due after a client provided you with new information.

"(Situation & Task) I worked as a Temp Recruitment Intern this summer. After helping the Senior Recruiter vet about 80 candidates, the client decided that they only wanted to see applicants with post-secondary degrees. This situation significantly changed our target group and the number of vetted candidates we could submit to our client. (Action) We changed the search requirements and started calling twice the number of candidates, asking for further details about their educational background. (Result) We ended up submitting a significant number of qualified applicants and the client was happy in the end. In fact, they chose the very first candidate I submitted, which made me feel proud. This experience solidified my interest in becoming a full-time staffing services professional."

Recruitment, staffing, and talent management projects can change without notice, for a variety of reasons. In the staffing services industry, you may find that your client calls off a job search after you have poured all of your energy into the project. Maybe your client changes their ideal candidate profile. Or, perhaps your client forgot to mention that the role requires extensive travel or eventual relocation and now your top candidate is no longer interested in the role. Talk to the interviewer about a time when you had to change your approach to a project or task due to the introduction of new information. Discuss how you reacted, and what you did to keep your motivation going despite the let-down. Most of all, the Adecco interviewer wants to see that you are adaptable and able to react professionally when projects don't always go the way you expected. Consider forming a story-based response to this behavioral-based question using the STAR method (Situation, Task, Action, Result).

"(Situation & Task) Just last month I had a client who needed to find 10 territory sales reps in 60 days. The job order was one of the largest that I had ever taken. The territories had been outlined clearly, which was great. I could call candidates and be very clear with them on the travel expectations and percentage of overnight travel. Partway through my search, the client came back and said they decided to hire just five people and double up on the territories. (Action) I had to call my twenty shortlisted candidates again and ask them if they were open to much more extensive travel than originally discussed. (Result) Luckily, most of them were open to the idea; however, I did lose three candidates due to the change. One thing that I have learned in the recruitment industry is to be flexible and expect change because situations like this come up often and I need to be ready to explore an alternate plan."

What type of clients come to Adecco for our staffing services?

"From my research, I understand that Adecco's clients consist of any sized business that needs help finding unique skill sets or that needs to volume hire temporary staff for seasonal operations. Although, I did not see any specific clients listed on your website, I suspect your biggest clients are within logistics and warehousing, administration, and sales. Is this accurate to say?"

Adecco is one of the world's largest HR services providers with multiple service lines including staffing and talent management solutions. Adecco helps teams from small businesses to enterprise-level organizations with their talent acquisition needs. The interviewer wants to know that you have done your research on their company, specifically their staffing solutions, before attending your interview. They also want to hear that you are capable and ready to help their range of clients. Take your time to review the company website. Look for client spotlights, client reviews, and any other clues to discover what type of clients go to Adecco for staffing services and other talent solutions. Be sure to show your enthusiasm for the company and the range of proven solutions it provides its clients.

"I took the time to review Adecco's website in preparation for this interview. There are many positive client reviews on the Adecco website as well as other review sites. I read reviews from an HR Manager from Company ABC and another one from an Executive at Company XYZ; both stating how reliable and responsive Adecco was with their talent acquisition needs. I noticed that many of your clients came from industries such as sales, and tech. I believe this is because Adecco offers stand-out digital solutions to help make talent acquisition and staffing activities a smoother process for everyone involved. I have recruited talent for clients in similar industries, and am confident I will bring a full understanding of your clients' needs across various industries."

Name some reasons why a job seeker would want to work with Adecco as a temporary contractor.

"I have worked as a temporary contractor in the past, giving me a first-hand account of the perks of working temp. My reasoning was to earn money during the summer between my summer and fall semesters at college. I found this solution very beneficial as it kept my resume active and helped me to network as well. Other people may like to work temp if they want the flexibility of non-permanent work, or if they have work restrictions due to personal circumstances."

Although it may seem strange to some people, there are many reasons why a job seeker would want to work as a temporary contractor. Job seekers from the beginning of their career, into retirement age, can all enjoy the perks of temporary work opportunities. Some of these benefits include: - Flexibility. As a temporary worker, you can agree to take or turn down work at your leisure. For instance, for semi-retired folks who travel seasonally, temp work can be an excellent choice for their financial and lifestyle needs. - Buying time. Temporary workers can earn money as contractors until they find the right permanent opportunity. - Comply with work restrictions. Temporary opportunities are often a better fit for people waiting on permanent residency or citizenship who may have federal work restrictions. - Fill resume gaps. Temporary work offers job seekers the opportunity to learn new skills in a variety of settings, expanding their resumes. - Fast-track to employers. Temporary workers are often offered a permanent position after their assignment is complete if the hiring company is impressed with their performance. Discuss with the interviewer why you believe some candidates would prefer to take on temporary assignments.

"I have met many people who highly prefer working temporary roles, for a variety of reasons. The most common reason is wanting to build out their resume to include more skills, and avoid resume gaps while they search for the perfect permanent opportunity. I have also met many retired workers who love to commit to part-time, temporary opportunities as food samplers to supplement their retirement income. Temporary opportunities are an excellent solution for many people, and I look forward to supporting Adecco in its temporary and permanent staffing and talent management efforts."

Are you willing to work outside of regular 9-5 business hours?

"I anticipate working over 40 hours per week, especially around final deadlines. I was very flexible during my latest internship, even working some weekends. At the same time, I do value my work-life balance. Do you have more details on the hours expectations for this role?"

In the staffing services industry, you may be asked to work outside of a typical Monday to Friday, 9-5 work week, depending on the role that you hold. For instance, if you are working for Adecco as a Recruiter, you might have a candidate who cannot interview during standard work hours. You may need to conduct a phone interview at 7 PM to accommodate their needs. If your role includes account management for temp staffing at Adecco, you may have warehouse clients who call you at 6 AM to report a worker who did not show up for their early-morning shift. Many recruitment and talent management professionals have their cell phones on 24/7 and check their email on weekends. Show the interviewer that you are willing to accommodate the requirements of your role while ensuring a healthy balance for yourself. If you are unsure what Adecco is expecting in terms of your time commitment, be sure to ask.

"I am experienced in the staffing services industry and understand that a strict 40-hour, Monday to Friday, 9-5 schedule is often not reality. I will be available to my clients and candidates as needed while also ensuring a good balance for myself. I have my emails on my phone and am sure to be on top of my clients' needs, promptly checking in with them on our project status or candidate status while being mindful of professional boundaries. Could you share with me the expectations for this role?"

How does a staffing agency like Adecco charge a job seeker for their services?

"In my region, I understand that placement fees are the responsibility of the hiring company, not the job seeker. A staffing agency should only charge their client, the hiring company. A candidate may have to pay for job search services, such as resume writing or career coaching, however, they are not required to pay the agency an employment placement fee."

This may be a trick question! Most staffing agencies in North America never charge job seekers for placement services. For the most part, the fees for placing a job seeker into a new role are the responsibility of the hiring company. In many countries, such as Canada, it is illegal for a recruitment or staffing agency to charge candidates for job placements. These regulations do not include fees for resume writing or career coaching, however. The bottom line is, a job seeker typically never pays money to be considered for an open position with a staffing agency or their clients.

"All placement fees are paid for by the client, rather than the candidate. In my current agency, we charge the client between 18-25% of the candidates' first years' salary. This fee structure means that if the candidate's agreed-upon annual salary is $100K, then our fee would be $18-25K; never paid for by the candidate. I understand that different regions have various fee structures. However, I believe that the hiring company, the client, should always pay the agency's placement fee. No financial burden should fall on the job seeker."

Do you understand how Adecco generates revenue?

"From my research, I understand that Adecco earns revenue primarily from permanent and temporary placement fees. I am familiar with three fee styles. One is the permanent search fee, which is a flat rate, the other is a temp fee which is added onto a contractor's hourly wage, and the other is a retainer where the client pays a large percentage upfront. This fee style is similar to hiring an attorney. Is my understanding accurate? I'm certainly eager to learn more."

The interviewer wants to see that you understand how Adecco or at least staffing agencies in general, generate revenue. Depending on your region, this response could vary as there are different rules and regulations surrounding staffing and recruitment around the world. For the most part, a staffing agency makes a profit in three ways: 1. Permanent placement fees 2. Temporary placement fees 3. Retainer based searches and their feesPermanent placement fees are typically based on a percentage of the ideal candidate's annual salary. For instance, Adecco is asked to recruit a chemical engineer for their client (the hiring company). Adecco finds a chemical engineer who is perfect for their client. The chemical engineer is asking for an annual salary of $100K. The hiring company pays Adecco a flat fee, which is usually 18-25% of the candidate's annual salary. So, in this example, a one-time fee between $18-25K. The chemical engineer still receives their full annual salary of $100K. Temporary placement fees are a surcharge that goes to the contracting company, in addition to the temporary contractor's hourly wage. Let's pretend that the same chemical engineer agrees to work on a 12-month contract for an oil and gas company. The oil and gas company does not want to add this chemical engineer to their permanent payroll or pay the person's employment insurance and other government-required fees. In this case, Adecco would take on the role of 'employer' and charge these additional costs plus a commission to the oil and gas company. Let's say the chemical engineer is asking for $40/hour. Adecco would then charge the oil and gas company $55/hour, giving $40 to the chemical engineer, and taking $15 in fees for every hour the engineer works. Another option is for a staffing agency to charge a retainer fee. Just like a lawyer schedules their payments, with a retainer-based search, the client (the hiring company) pays Adecco an upfront fee for their services. This could be 50% upfront, with 50% due once a candidate is sourced and hired. Retainers are typically only requested on high-end executive searches where the hunt for the best candidate might be longer and more complicated. Chances are, Adecco generates most of its staffing services revenue from permanent and temporary placement fees; however, if you aren't sure - you can ask for clarification. Speak to the interviewer briefly about fee structures, showing that you come from a place of research and understanding.

"I fully understand how recruitment and staffing agencies generate revenue. My educated guess is that Adecco earns a profit through permanent and temporary placement fees. Could you share with me what the fee structure is like, at Adecco? My current agency bills 20-22% of the candidate's annual salary, depending on the difficulty of the position and the location of our search."

What is the difference between temporary, temporary-to-permanent, and permanent placement searches?

"From my research, I understand that the most significant difference between temp, temp-to-perm, and perm placements are the expectations set from the beginning. Temp employees are paid by the staffing agency to fulfill a specific client need for an agreed-upon length of time. Temp-to-perm contractors may have the opportunity to be hired full-time once the contract is complete, and their performance is proven. Temp-to-perm refers to traditional employment where a company offers to hire the job seeker immediately."

Temporary, temporary-to-permanent, and permanent placement (also referred to as Temp, temp-to-perm, and perm for short) are recruitment and staffing terms that you will hear every day while working for Adecco. - Temp means that a contractor is on a temporary contract with Adecco, under an agreement to work for Adecco's client (the hiring company), for a specific amount of time. Temp employees are paid directly from Adecco (the agency), and the agency then charges the hiring company. - Temp-to-perm is a contract that begins as a temporary opportunity for the contractor with the chance to be hired full time once their work performance is proven to the hiring company (Adecco's client). - Perm placement is when job seekers undergo a traditional screening and hiring process with Adecco and their client. In the end, the hiring company (Adecco's client) makes a permanent job offer to the top candidate. Take a few moments to share your knowledge with the interviewer. Show the interviewer that you have done your research on Adecco and the staffing industry.

"As an experienced professional in the staffing industry, I get this question quite often. I believe it's best to keep the answer straightforward. I explain that temporary work is contract work that can last anywhere from a couple of days to a year or more, depending on the hiring company's needs. The contractor knows the assignment can end at any time, without notice. I also explain that temporary-to-permanent work occurs when that contractor is asked to stay on as a dedicated employee after the original contract period is up. This opportunity typically comes after the contractor performs very well in the role, helping the hiring company to feel more confident about a permanent commitment. Permanent placements are traditional offer-to-hire opportunities where an agency's client will hire the candidate as a dedicated payrolled employee right away."

Succeeding at Adecco often requires out-of-the-box thinking. Are you creative by nature?

"Unconventional thinking in business requires a great deal of creativity. When it comes to my work at Adecco, I am ready to think creatively in situations such as placing candidates with non-exclusive job orders. In these instances, I will need to think differently than competing agencies with the same client job order. I plan to reverse engineer the path of my ideal candidate and, by doing so, be the first to reach top candidates before many competing recruiters."

Being creative doesn't necessarily mean that you can draw or paint like Picasso or write hit songs like Lady Gaga. What creativity means is being able to view and solve common issues in a unique way. Creativity can include being willing to take a risk and change your perspective on a topic. While working for The Adecco Group, being creative is an essential skill since you will often need to approach your clients' needs and solve problems in a completely new way. Assure the interviewer that you are creative by providing a work-related example of a time when you thought outside of the box and generated a successful result.

"I am most certainly a creative individual. One example of my creativity in action would be the prospecting sales script series that I created for our new business development associates at Agency XYZ. The original sales scripts needed to be updated, so I took my copywriting skills, my sales savvy, and blended them into a very effective sales series. Since this implementation, our agency's sales close rate has increased by 15%."

How do you build trust and rapport with your clients?

"The fastest way to create a trusting relationship with my clients is to deliver candidates to them much faster than they anticipated. I like to present my first candidate within 24 hours of receiving the job order. This speed means that I win over other recruiters while showing my client that I care about their needs. I earn many other job orders from this approach, as well as countless referrals."

For Adecco, client relationships are everything. Excellent client service and strong relationships are what separate successful staffing service agencies from those who struggle. Your relationship-building activities can include asking your clients questions about themselves, setting clear expectations and guidelines at the start of every project, and learning their industry language so they trust what you are talking about. Exceptional follow-up is another way to build trust with your clients quickly. Show the interviewer that you know what it takes to build strong client relationships by describing your approach.

"As the Senior Account Manager for Agency XYZ, I am typically the first person that a potential new client meets. To build a strong relationship from the start, I make sure that I look professional and capable. First impressions are everything. I ask insightful questions that stand apart from competing account managers with whom the client may have met. Most importantly, I empower my clients to recognize stellar recruitment practices. I become their project versus just another recruiter looking for a placement fee. Agency XYZ performs quarterly client satisfaction surveys and I am proud to say that my survey results are always stand-out and my clients are highly satisfied with the service I deliver. I look forward to treating Adecco's clients with the same high level of respect and regard."

What is a staffing agency?

"I describe a staffing agency as an extension of a company's human resources department. When a company struggles to keep up with its recruitment needs, a staffing agency will come in to help them source candidates, pre-screen for job skills, and conduct first interviews. A staffing agency like Adecco can provide solutions for a temporary workforce or permanent talent acquisition solutions."

This question may seem basic, but the interviewer at Adecco needs to know that you understand how the staffing industry works. Staffing is often misunderstood, and it may be part of your role to provide clarification to your clients and candidates who may not fully comprehend what it is that Adecco can do for them. Be ready to describe what a staffing agency is, including specific details about Adecco, who the company helps, and its primary purpose.

"As someone experienced in HR, talent management, and staffing, I come across many individuals who do not understand what a staffing agency does. I explain to these individuals that a staffing agency works on behalf of hiring companies to help them find the best talent for their open jobs. I explain that many companies do not have the time to filter through thousands of job applications or hire temporary or permanent staff members in a timely fashion. So, these companies ask for outside help. That help often comes from a staffing agency. I appreciate that Adecco offers diversified services including staffing, career transition and workforce transformation services, and training and upskilling services for enterprise teams."

Why should The Adecco Group hire you over our other candidates?

"Other candidates may have more staffing experience; however, my background in highly competitive sports, as well as door-to-door alarm sales, makes me an excellent candidate for this sales role with Adecco. I know exactly how my efforts impact my team, and I am very goal-focused while being self-led."

This question can be incredibly tough for candidates to answer. This query requires you to brag about yourself by highlighting the most compelling and relevant accomplishments from your career. Think about the job posting you applied to and the core values of Adecco. Consider the ways your soft skills and hard skills match what Adecco is looking for in a team member. When you respond to this question, be as specific as possible to the company and the role. Avoid giving a generic answer like you have 'strong attention to detail.' Focus on factors that are unique to you and rely on your past achievements and accolades to form an engaging and memorable response.

"I believe you should hire me because of my proven ability to resuscitate dormant client accounts. I am keen on business development activities and will find new accounts for Adecco within the first couple of weeks of employment. I am well-versed in supporting junior recruiters, and will help them to uncover new and lucrative opportunities as well."

In which categories does Adecco recruit?

"From my research, the most popular recruitment categories at Adecco appear to be tech/IT, engineering, and hospitality. Is this accurate? I saw the greatest volume of open positions on Adecco's website in these industry categories. Also, I noticed that many featured client reviews came from companies operating in these industry categories."

Before making a hiring decision, Adecco needs assurance that you have done your research on their organization before attending your interview. They want to see evidence that you are enthusiastic about their company and the opportunity. To discover the categories where Adecco recruits, begin by looking at the job postings they have advertised on their website. Also, you can read some of the copy on their website, or look for customer reviews. List 3-5 stand-out industries from your research and be ready to make a connection between these industries and your professional experience or knowledge.

"When I looked through the job openings on Adecco's website, the most popular categories were industrial & manufacturing, retail & sales, office, and clerical & administrative. In total, I believe Adecco has around 400 jobs available just in those three categories. I was thrilled to see the high volume of open jobs available with Adecco. This volume tells me that the organizations' business development professionals and recruiters are hard at work. I look forward to joining this busy team and am ready to make an impact in any of these categories; specifically, retail & sales which makes up the bulk of my professional experiences."

Have you ever worked with a staffing services company, like Adecco, from a job seekers' perspective?

"Although my exposure to the staffing services industry as a job seeker is limited, I completely understand how the situation could be confusing and intimidating for a candidate. If I were chosen to join the Adecco team, I would work hard to ensure candidates feel comfortable and cared for. I read Adecco's candidate commitment online and see that the company is committed to developing innovative, future-focused workforce solutions that benefit both job seekers and hiring companies. This mission is admirable and I look forward to learning more about how Adecco ensures a positive journey for its candidates."

If you have ever experienced staffing services from the perspective of a job seeker, it likely helped you to understand the recruitment process from both perspectives: the candidate and the agency. A well-rounded perspective can allow you to be empathetic with job seekers who may be nervous working with a recruiter and their clients. Talk to the interviewer about your experience working with a staffing or talent management services company. If you have not had this experience, that is okay too! What is most important is that you show Adecco you have the empathy and patience needed to work with candidates who may not understand the goals of staffing or who may feel nervous about making a career change.

"A few years ago I was headhunted into the role that I hold now. This situation was my very first time being on the other side of the recruitment process and, it was a little bit intimidating! Even though I knew the staffing industry well, I was still unsure of the next steps and felt a lot of pressure to impress multiple parties. I wanted to interview successfully with the company and not let down the recruiter who was working so hard to place me. This experience gave me a new perspective, and now I treat candidates with even more care and concern. Should I be chosen to work at Adecco, I will support the company's commitment to providing an exceptional candidate experience."

Discuss one professional goal you have set for yourself this year, and how this target will benefit Adecco.

"I am new to my career, so it's important to me that I carve out a clear professional path from the start. This year I have decided to seek out a mentor in the staffing services industry who can help me to reach my goals at Adecco. Keeping my knowledge current, and continually expanding my understanding of Adecco's business operations will allow me to deliver my best work and exceed my professional targets."

The staffing services and talent management industry is competitive and challenging. Adecco knows that only the most eager and tenacious individuals rise to the top in their industry. For this reason, the interviewer wants evidence that you place importance on setting professional goals and that you are keen to learn and grow in your career. Professional goals can include earning a job title promotion, attending an industry conference to expand your network, or taking additional courses to broaden your knowledge in a specific area. While discussing your most important professional goal, be sure to make a connection between the target and how Adecco will benefit, should you be hired.

"This year I plan to attend the Staffing World conference in Las Vegas to infuse some new contacts into my network. I have been in the staffing services industry for eight years, and it's easy to become complacent with a steady pipeline of business. This year it's important to me that I gain new contacts while also learning more about the way technology is changing our industry. These fresh contacts will introduce new business to Adecco, ensuring a strong flow of business from a brand new and existing client base."

Of the industries where Adecco recruits, which are you most knowledgeable?

"I see that Adecco recruits in a significant variety of industries. Of these categories, sales and retail are the ones that I know best. I have worked in retail and sales for a couple of years since graduating college. This experience has given me a strong idea of the type of candidates that perform the best in commissioned sales jobs, for instance. With that said, I am eager to get to know other industries such as hospitality and administration."

It's impossible to be an expert in every job category. There are hundreds! However, if you have worked as a generalist in the recruitment industry, you do know that it's possible to have a few industries where your performance shines. Of all the job categories that Adecco recruits for, consider which areas you believe you are the most knowledgeable. This exercise, of course, takes some pre-interview research. Discuss the industries where Adecco recruits, and where your experience and expertise align.

"For many years, I worked as a temporary recruiter focusing solely on filling temp roles for industrial and warehousing clients. For this reason, I would say that I am most knowledgeable in these areas. I can readily help Adecco clients in the transportation and logistics industries as well. I have a firm grasp on industry terms and trends, as well as the certifications and regulations that come with safety-based industries."

What style of office set-up helps you to be the most productive?

"Being newer to my career in staffing, I see a lot of value working in an open environment where there is a lot of collaboration on projects. I am eager to learn from your talented recruiters and account managers. Could you share with me the office set up at this Adecco location?"

This question will be especially important if you are applying to Adecco for a recruitment-based or account manager type of role. Some staffing services agencies offer individual offices, some boast a work-from-home environment, and others embrace a bullpen-style setup. The term 'bullpen' is slang for a workspace area filled with desks and no separating walls. Everyone works together in an open space (think 'Wolf of Wallstreet' vibes). Talk to the interviewer about the type of work environment you prefer, being sure not to single yourself out by speaking negatively of one particular work style over another. Overall, the interviewer will be looking for your ability to concentrate and work well despite your outside surroundings.

"I am self-led and driven, which makes me capable of working productively in nearly any work environment. When I started my first job in staffing, I worked in a bullpen environment. Now, I have a private office; however, our agency is busy, and there is always a lot of buzz around me. I look for a collaborative team more than I look for features like a private office."

Are you a patient individual? Rate your patience level from 1-10.

"For the past year, I have worked as a temp recruiter, primarily searching for laborers in the warehousing and logistics sector. As you know, the rate of candidates who no-show or do not perform well is very high in these categories. Rather than lose my patience, I keep focused on the needs of my clients. For this reason, I rank my patience level as a 9 out of 10. There is always room for me to grow and improve, and I look forward to doing so at Adecco."

Being a professional in the staffing services and talent management industry requires an immense level of patience. Depending on your role with Adecco, you will likely make a lot of calls to new people every day. You might wait for candidates to respond to you, and wait on client contracts to be signed. You might feel like you're constantly in a rush to make a placement before a competing agency wins the deal. You might speak to hundreds of candidates every month, all with their own unique personalities, levels of commitment, and communication styles. The interviewer wants to know that, despite all of these challenges, you can remain confident, professional, and patient. Rate your level of patience from 1-10 and be prepared to give an example that supports your rating.

"I rate my patience level an 8 out of 10. There will always be candidates, clients, and situations that test my patience, so I do have room to improve. Recently I had a candidate back out of their accepted job offer on the morning of their start date. Rather than lose my patience, I quickly found a temp contractor for my client, and then continued to search for a new permanent candidate. Of course, I will not work with that first candidate again, but that is simply an example of my professional boundaries. Rest assured, should Adecco hire me, I will always maintain a respectful level of patience and understanding."

How do you continue to educate yourself in the staffing services and talent management industry?

"Continued education opportunities are important to me, as I grow my knowledge in the staffing services industry. To keep myself up to date, I subscribe to many blogs and tap into various online resources including Adecco's Future of Work Insights. In addition to this, I am currently taking two certification courses on ethical staffing and conscious recruitment. Could you share with me the continued education opportunities available for this role? I am incredibly eager to learn and grow in my career with The Adecco Group."

Continued education is critical in the staffing services industry since regulations and technology change all of the time. The Adecco Group seeks to hire people who are committed to growth within their profession. Talk to the interviewer about how you plan to educate yourself within the industry while highlighting how your eager approach to continued education will benefit Adecco, should you be hired. Be as specific as possible so that your answer has an impact. Some agencies pay for their team members' continued education opportunities, so feel free to ask the interviewer if this is a perk at Adecco.

"I read a lot and also subscribe to a variety of accounts and LinkedIn groups related to recruitment and staffing. I like to attend at least one conference every year. Last year, I attended a conference where the topics included legal issues in staffing and unconscious bias. Do you offer continued education opportunities to your team members here at Adecco?"

What advice would you give to a recent graduate with little to no work experience?

"The best piece of advice that I could give a recent graduate with no work experience is to continually educate themselves. This self-education could mean online coursework, reading industry-specific books, and taking advantage of personal development opportunities. I would also recommend the person networks and get involved in local events. Many job opportunities come through networking, so it's important they are visible in their community."

Adecco is all about empowering their candidates, which includes giving sound career and job-search advice to the candidates with whom they work. Talk to the hiring authority about the help that you would give to a recent graduate, with little or no work experience, who needed to expand their resume. Your advice could be to volunteer more, add in some temporary work, take additional coursework, or other creative ideas. When you respond, your answer should show the interviewer that you are capable of guiding others and that you have an interest in the success of those who are new to their career.

"I am a strong believer in the power of volunteer work. Statistics show that 3 out of 4 hiring managers prefer to hire candidates with recent volunteer experience. For that reason, I advise new grads that their volunteer work should be on their resume. The right volunteer work can trump desired work experience if it's highlighted to an employer correctly."

Talk about the targets and goals in your current position. Do you have trouble meeting them?

"I am measured on how quickly I fill my temporary job orders and the number of new job orders that my existing clients send me every month. My average is 20 job orders per month, with an expectation of 15 job orders. I am an upcoming and new performer in my agency, and I look forward to bringing this winning attitude to Adecco."

Staffing industry professionals know that there are targets and goals to meet within a staffing, human resources, and talent management services agency. In temporary recruitment, these targets often relate to the speed at which open job orders are filled or the volume of exclusive job orders that the agency's recruiters win from their clients. In permanent staffing, goals can include the number of fees collected from clients each quarter, or how many job orders were won by cold calling new prospects and warm-calling existing or dormant client accounts. Talk to the interviewer about the goals and targets in your current position. If you are not sure of the goals present in this role with Adecco, it is certainly okay to ask the interviewer.

"In my current position I have a heavy focus on new client acquisition and business development activities which includes performing at least 60 cold calls per week. I nearly always exceed my performance targets, which also include job order volume, first interviews conducted, and placement fees collected. This month, I am already 154% to my placement fee goals."

When scanning a resume for the first time, what should an Adecco recruiter look for?

"I think an Adecco recruiter would look for job-hopping first. For instance, if the applicant has held more than five jobs in three years, they would probably not be considered for the job. It would be a significant challenge to ask a client for a fee when there are no guarantees the candidate would be loyal to their job. Next, an Adecco recruiter would probably look for a match in job title, industry, and education. Could you share with me what Adecco recruiters look for when first scanning a resume for job fit?"

Stats show that most recruiters give a resume between seven and eleven seconds of their attention before moving on to another candidate's resume. Experts in the staffing industry know how to scan and screen a resume for the most critical information, so they can easily shortlist or disqualify. Working at Adecco, chances are most of the resumes received will first be screened by the company's applicant tracking system (ATS). Still, many more resumes will come through the system, reaching Adecco recruiters. Show the interviewer that you know what a responsible staffing firm, and its recruiters, should look for in a resume when performing responsible screening.

"When scanning a resume for the first time, a responsible recruiter should first look to see if their clients' must-have requirements, such as years of work experience or educational requirements, are met. Then, the recruiter should look at the applicant's employment dates to determine if they are a job hopper or a person with strong work tenure. Next, the recruiter should look at the applicant's job title and the companies/industries they have worked for, ensuring their career progression makes sense. A responsible recruiter should also find out if the applicant has worked for their client in the past. If the applicant passes these initial checks, they can then be called for a prescreen telephone interview."

How often should a recruiter check in with their candidates after they are placed in a permanent role with a client?

"From what I've read, I believe it's best to check-in with the placed candidate on the morning of their first day, and twice more during the candidate's first week. For the first 90 days, the recruiter should email or call once per week. Then, they should commit to checking in monthly until the placed candidate celebrates their one-year work anniversary. I believe that a good recruiter will ask direct questions related to the placed candidate's expectations versus their reality. The staffing firm should feel confident that their placed candidate is comfortable and happy in their new work environment. These follow-up activities are typically quick, so it isn't a time-consuming responsibility, but it's essential."

Many staffing agencies, including Adecco, will have a schedule of events when it comes to checking in with candidates after placing them with a client. These check-ins are vital as they are meant to ensure that the candidate is happy with their new placement and they are meeting performance expectations. Most agencies offer a free replacement to their client, should a candidate not work out within 90 days of their employment start. For this reason, it's best practice for a recruitment agency to conduct regular check-ins for the first 90 days, and often into the candidate's first year of employment. Show the interviewer that you understand the importance of this practice and express that you will support Adecco in its efforts to remain professional and responsible in its business efforts.

"My current agency has a schedule for checking in on every single permanently placed candidate. The responsible recruiter will check-in on the placed candidate at the beginning and end of their first day. They also check-in midway and at the end of the placed candidate's first week. After week one, our recruiters perform a weekly check-in for the first 30 days. From there, a check-in occurs every other week until the placed employee reaches their 90 day probation period. From 90 days through to their one-year work anniversary, we send out an auto-scheduled email monthly. Candidates appreciate our diligence in ensuring they are happy with their work placement. This diligence also allows our recruitment team to react to any potential situations before they become a major issue."

How do you determine priorities when you have multiple projects on the go?

"During my 3-month internship at Agency ABC, I observed how to determine project priorities. Non-exclusive roles often received priority. Also, temp openings tended to require a faster turnaround, sometimes less than 24 hours to fill. When an Account Manager would receive a new job order, they considered factors like the clients' preferred start date, the difficulty level of the search, whether the search was exclusive or went to other agencies, and the candidate market in the region. I look forward to learning how Adecco prefers client projects to be prioritized. I am eager to learn your methods to ensure prompt project delivery, every time."

Prioritizing projects when you have multiple open requests at one time can be a tricky task. In the staffing services and talent management industry, it's an expectation that you can keep up with multiple moving parts at one time. Show the interviewer that you will not have a problem sorting your projects and tasks at Adecco, ensuring every client is taken care of promptly.

"I lean on my CRM a lot when it comes to prioritizing tasks. I rank tasks in order of importance in an A, B, C fashion, along with setting up goals, dates, and milestones. My system prompts me when a deadline is approaching. Some clients' needs are more urgent than others; say a new candidate search versus an unexpected employee replacement. Overall, I never allow a client to go more than 48 hours without hearing from me about the progress of their project."

How much money do you want to earn in this role with Adecco? What does your ideal pay structure look like?

"I understand that first-year recruiters earn in the $40-50K range, often with a blend of an hourly wage plus commission on placements. I am happy with an offering in this range, as this gives me room to learn and grow. Could you share with me more specifics on the overall compensation plan at Adecco?"

Staffing services, talent management, and recruitment agencies all compensate their team members a bit differently, generally leaning to what works best based on the type of recruitment they are performing and the type of client contracts they engage. Some of these pay structures include 100% commission, draws against commissions, full salary, a salary-commission blend, and monthly guarantees. Be upfront with the interviewer about your compensation expectations. The clearer you are about your needs, the simpler it will be for The Adecco Group to make you a competitive offer.

"I currently earn a base salary of $65,000 plus commission for overall earnings in the $105-110K range annually. My current position offers a higher base salary; however, the overall commission structure is not as generous as what you offer at Adecco. Overall, I would like to see a compensation package that includes health benefits, a minimum of 4 weeks' vacation time, and earning potential in the $125K+ range for my first year."

You are working at Adecco, and a temporary worker lets our client down by not showing up for their shift. What do you do?

"I believe in setting expectations from the start. I would let the temporary worker know upfront, the actions that Adecco takes should they fail to come to work or show up for their assignment on time. I am confident in my ability to build excellent working relationships with Adecco's temporary roster. If we needed to let a temp go, I would educate the person on work performance expectations, and I encourage them to try their best in the future."

Temporary work contracts can be a challenge to navigate, regardless of the position you hold within Adecco. These challenges can arise because wages are average vs. highly competitive, work hours can be sporadic, and candidates often don't feel as loyal to a temporary employer as they would a permanent employer. If a candidate lets your client down regularly by being late, or not showing up for their assignment, consider what you would do. Show the interviewer that you have patience, that you are empathetic with others, but would be firm to protect Adecco's reputation and client relationships at the same time.

"No matter what, Adecco's clients, the hiring companies, need to be happy with the temporary workers we provide them. If I encountered a temporary contractor who was continually failing to meet client expectations, I would let them go. Anytime a temporary worker drops the ball; it can negatively impact the clients' bottom line, which is never a welcome situation. On any offense, such as being late or not showing up, I would call the temp worker and find out what happened. I would ask for open lines of communication, and if the temp worker missed the mark on expectations again, I would let the contractor go and move our focus to a more reliable applicant."

How does the introduction of artificial intelligence impact talent sourcing for agencies like Adecco?

"The introduction of AI has impacted talent sourcing strategies for agencies because now, more than ever, clients can affordably and productively handle a lot of the candidate attraction and vetting strategies in-house. I also believe that tools such as LinkedIn Recruiter, which rely heavily on AI for search results, have greatly benefitted hiring companies, and have threatened to hurt agencies who do not remain on the cutting-edge of the future of work. Luckily, Adecco has maintained focus on the future of work. I saw on the company website that Adecco has a heavy focus on future-proofing organizations through unique digital solutions. One excellent example of this is Adecco's 'Hired' platform which is a talent recruitment platform that uses machine learning and real-time data to match highly qualified job-seekers with top companies."

Artificial intelligence (AI) made its splash on the staffing and talent management scene many years ago, with the introduction of applicant tracking systems (ATS). Every day, AI becomes smarter and more robust, making it easier for staffing services companies like Adecco to source and screen the best candidates for their clients. Talk to the interviewer about the ways you have seen AI change the talent sourcing strategies of agencies like Adecco. Your response should show the interviewer that you have an interest in remaining in the know of industry trends and best practices.

"The most dramatic change I have seen in the talent sourcing and staffing industry has been the introduction of tools that provide affordable access to recruitment-focused SaaS features combined with AI. Job postings and other tasks, automated by solutions from companies such as Lever, perform a lot of time-consuming initial sourcing and screening for HR professionals. This ease of use and affordability means companies who once relied solely on a staffing agency are utilizing this technology for themselves. To continue remaining relevant, staffing service companies must continue to expand the ways they serve clients. For instance, I see that Adecco now offers expanded talent solutions like training, upskilling, and reskilling for candidates. This additional focus is what keeps Adecco competitive, ensuring the organization remains one of the largest HR services organizations on the globe."

Adecco Interview Questions

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1. If hired, what will be your primary focus in your first 30 days with Adecco?
2. Is honesty the best policy?
3. Would you accept a staffing project from a potential client who was acting unethically?
4. Tell us about a time you lost a deal to a competitor. How did you react?
5. Tell me about a time when you had to change your approach to a project or task due after a client provided you with new information.
6. What type of clients come to Adecco for our staffing services?
7. Name some reasons why a job seeker would want to work with Adecco as a temporary contractor.
8. Are you willing to work outside of regular 9-5 business hours?
9. How does a staffing agency like Adecco charge a job seeker for their services?
10. Do you understand how Adecco generates revenue?
11. What is the difference between temporary, temporary-to-permanent, and permanent placement searches?
12. Succeeding at Adecco often requires out-of-the-box thinking. Are you creative by nature?
13. How do you build trust and rapport with your clients?
14. What is a staffing agency?
15. Why should The Adecco Group hire you over our other candidates?
16. In which categories does Adecco recruit?
17. Have you ever worked with a staffing services company, like Adecco, from a job seekers' perspective?
18. Discuss one professional goal you have set for yourself this year, and how this target will benefit Adecco.
19. Of the industries where Adecco recruits, which are you most knowledgeable?
20. What style of office set-up helps you to be the most productive?
21. Are you a patient individual? Rate your patience level from 1-10.
22. How do you continue to educate yourself in the staffing services and talent management industry?
23. What advice would you give to a recent graduate with little to no work experience?
24. Talk about the targets and goals in your current position. Do you have trouble meeting them?
25. When scanning a resume for the first time, what should an Adecco recruiter look for?
26. How often should a recruiter check in with their candidates after they are placed in a permanent role with a client?
27. How do you determine priorities when you have multiple projects on the go?
28. How much money do you want to earn in this role with Adecco? What does your ideal pay structure look like?
29. You are working at Adecco, and a temporary worker lets our client down by not showing up for their shift. What do you do?
30. How does the introduction of artificial intelligence impact talent sourcing for agencies like Adecco?

Adecco Interview Questions

1. If hired, what will be your primary focus in your first 30 days with Adecco?

2. Is honesty the best policy?

3. Would you accept a staffing project from a potential client who was acting unethically?

4. Tell us about a time you lost a deal to a competitor. How did you react?

5. Tell me about a time when you had to change your approach to a project or task due after a client provided you with new information.

6. What type of clients come to Adecco for our staffing services?

7. Name some reasons why a job seeker would want to work with Adecco as a temporary contractor.

8. Are you willing to work outside of regular 9-5 business hours?

9. How does a staffing agency like Adecco charge a job seeker for their services?

10. Do you understand how Adecco generates revenue?

11. What is the difference between temporary, temporary-to-permanent, and permanent placement searches?

12. Succeeding at Adecco often requires out-of-the-box thinking. Are you creative by nature?

13. How do you build trust and rapport with your clients?

14. What is a staffing agency?

15. Why should The Adecco Group hire you over our other candidates?

16. In which categories does Adecco recruit?

17. Have you ever worked with a staffing services company, like Adecco, from a job seekers' perspective?

18. Discuss one professional goal you have set for yourself this year, and how this target will benefit Adecco.

19. Of the industries where Adecco recruits, which are you most knowledgeable?

20. What style of office set-up helps you to be the most productive?

21. Are you a patient individual? Rate your patience level from 1-10.

22. How do you continue to educate yourself in the staffing services and talent management industry?

23. What advice would you give to a recent graduate with little to no work experience?

24. Talk about the targets and goals in your current position. Do you have trouble meeting them?

25. When scanning a resume for the first time, what should an Adecco recruiter look for?

26. How often should a recruiter check in with their candidates after they are placed in a permanent role with a client?

27. How do you determine priorities when you have multiple projects on the go?

28. How much money do you want to earn in this role with Adecco? What does your ideal pay structure look like?

29. You are working at Adecco, and a temporary worker lets our client down by not showing up for their shift. What do you do?

30. How does the introduction of artificial intelligence impact talent sourcing for agencies like Adecco?