As a recruitment professional, you can best influence hiring managers and help them make the best talent acquisition decisions by:

- Ensuring that you have a strong understanding of the company's market.
- Developing a deep understanding of the business.
- Being brave and asking tough questions to uncover core needs, pain points, and desires.
- Continually educating yourself by leaning on resources such as Mercer's annual Global Talent Trends report.

As a Google Recruiter, you'll be expected to bring a data-driven approach to your work. Google even states, 'Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.'

Show the interviewer that you understand how to use analytics in your talent attraction processes. If possible, give a specific example of a time your use of data and analytics led to a competitive hire, valuable market assessment, or a successful talent acquisition campaign.

"Many recruitment professionals rely on the existing processes of their organization, which is an important factor; however, it should not be 100% of the work. I analyze data from our company's previous hires, successes, and failures of the past, employee attrition data, and more. Then, I make hiring recommendations based on what I see to be working for our organization in the future. I recently helped reduce our unnecessary workforce spend by replacing four low-performing employees with one full-time employee and one part-time staff member. My director was thankful that I took the time to analyze the issues before recommending a new-hire solution that was not as budget-friendly or effective. I appreciate that Google brings a data-driven approach that is reinventing the human resources field, and I look forward to becoming part of an innovative data-focused team."