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Harvey Nash Interview
Questions

27 Questions and Answers by Ryan Brunner

Published August 29th, 2019 | Ryan has over 10 years of experience interviewing
candidates in the healthcare, public service, and private manufacturing/distribution industries.
Job Interviews     Companies     Talent     Commercial Services    
Question 1 of 27
If you are hired for this position here at Harvey Nash, what do you think the biggest hurdle for you would be from the start?
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How to Answer
For this question, you can showcase your research that you've done on both Harvey Nash and the role you are interviewing for by being upfront and honest about what you feel would be the biggest learning curve for you if hired for the position and giving your plan for how you would approach this hurdle. In your answer, make sure that you highlight your skills and abilities in making a molehill out of a mountain on your way to success in this role.
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Answer Examples
1.
If you are hired for this position here at Harvey Nash, what do you think the biggest hurdle for you would be from the start?
For this question, you can showcase your research that you've done on both Harvey Nash and the role you are interviewing for by being upfront and honest about what you feel would be the biggest learning curve for you if hired for the position and giving your plan for how you would approach this hurdle. In your answer, make sure that you highlight your skills and abilities in making a molehill out of a mountain on your way to success in this role.

Ryan's Answer #1
"As you can see from my resume, most of my career experience is in the food industry. If fortunate enough to be hired for this position, the biggest area for learning for me would be the finance side of other industries like technology, telecommunications and healthcare. From day one, I would begin by thoroughly research the clients here at Harvey Nash and speaking with as many industry experts that I know through business networking. While learning the ins and outs of other industries is the biggest learning curve for me, I see it as a great opportunity for me to become more proficient and effective in the work that I'd be doing for you."
Ryan's Answer #2
"While this may sound funny to you at first, I think the biggest challenge for me from the start will be adapting to the great corporate lifestyle and culture here at Harvey Nash. When I saw this position being open for applicants and I did my research, I was extremely excited to hear about the flexibility and openness to the ideas of your staff members. I've been working for six years in an environment that is very opposite of an open culture for new ideas and for me personally, it will feel foreign for me to bring new ideas to the team here and have them be accepted."
2.
What types of challenges have you faced in your career with mangers/leaders when faced with a difficult recruitment effort? Do you see this experience helping you in a consulting role?
In this role with Harvey Nash, you will be consulting directors, managers and high level leaders on recruiting new talent into their organization and at times, you will be working with difficult leaders. Dig back on your experience to talk about a time or two where you had to use your knowledge and expertise to convince someone of a process or procedure that would be beneficial and talk about the great results it achieved. Your interviewer will be looking to hear that you can pull from past experiences to work with their clients moving forward successfully.

Ryan's Answer #1
"In my current job, I work with large healthcare corporations recruiting C-Suite executives to join their operations. Last year, I was working with a large health system out west that had experienced some bad turnover of their CFO and COO position within weeks of each other. As always, my first order of business with a new client is to conduct an intake session where I interview key stakeholders that will work with the position I am recruiting for. Upon doing this, it became evidently clear that the culture among the group was shattered because of the actions of the CEO of the organization. Being an outside consultant, I began preparing necessary feedback from the stakeholders that I felt impacted the ability to be forthright with candidates that we would have for the position. I used this information to have a direct conversation with the CEO, who I would be working side by side with during the recruitment of both positions. While the initial conversations were difficult at first, she really opened up to me about her leadership style and we used a lot of her style to talk about during screening and interview processes. This ended up with the group making two great hires."
Ryan's Answer #2
"During my years doing executive recruitment, the biggest challenges that stuck with me throughout my career were the times that I had to play mediator during the job posting, pre-screening and interview times of recruitment efforts. Many times, when working with high level leaders, opinions can differ greatly and I took it as my responsibility for groups to remain focused on the job description and key qualities of candidates that were desired. I have a knack for mediating groups at that level and would look forward to doing so in consulting here at Harvey Nash."
3.
How would you go about conducting a compensation analysis for executive level positions with our clients at Harvey Nash?
Due to the fact that a lot of organizations do not include executive level positions in their salary grades or ranges, this position with Harvey Nash may provide the need for you to conducts compensation analysis studies for clients. Talk to your interviewer about your experience in conducting compensation analyses during your career and walk through how you would do this executive level positions. In the end, reiterate the importance of how you would obtain buy-in on this process from the clients you would be working with.

Ryan's Answer
"My first step to conduct the compensation analysis for the position would be to speak with leaders from the client and learn more about the position and the goals for the position and the eventual hire. This would enable me to effectively compare this position to currently existing positions. Then, I'd use market research that I have access to or could find to have a comparable salary. Fully understanding that executive level positions can vary greatly from industry to industry, I would use every detail possible to get the best analysis and final salary number possible. This process, when detailed to clients, would pain a clear picture for them to gain belief in the process."
4.
Talk about a time that you used data to your advantage during the recruitment process. How did this data lead to success?
Year after year, data is becoming more readily available to HR and recruiting professionals and your interviewer is looking to hear that you are resourceful in utilizing data to your advantage in recruitment efforts. Think of a time where you used data to help improve a recruitment campaign or effort and be sure to explain why the data was important to helping in the success of the recruitment effort. Make sure your interviewer walks away knowing that you are a resourceful consultant that can be unique and creative with their clients at Harvey Nash.

Ryan's Answer #1
"A couple of years ago, I was working with large general contracting company that was having trouble recruiting project managers in their region. Knowing the industry quite well, I wanted to really delve into where past successful hires had been sourced from and use that to the companies advantage in where they'd spend advertising dollars. Unfortunately, they had an archaic system for applicants because paper applications were housed in the finance office back at their corporate office. I took time to dig through files to see where recent project manager hires had found out about the jobs. With that in mind, we focused recruitment efforts on college construction program career fairs and two industry specific publications. These efforts had never been looked into in the past and they helped lead to two great hires in a short amount of time."
Ryan's Answer #2
"Based on my current organization's low acceptance rate of offers, I approached our senior leadership team on the main reasons why offers were being declined. Based on data, I was tasked with doing market research for competing jobs to help ensure that our offers were fair compared to our competition in the job market. As well, we wrote new recruitment procedures for both hiring managers and our recruitment staff to ensure clear communication to candidates on expectations for jobs. In the end, the senior leadership team ended up approving new pay scales for several positions and an increase in the total benefits package. To this day, we are seeing a much higher acceptance rate just due to becoming more competitive and more clear in our job expectations."
5.
What do you feel is the key to developing and/or operating a great succession planning program?
The total succession planning process encompasses many different steps from planning to final implementation. Even then, once implemented, there are many keys to ensuring the program is successful into the future. However you answer this question, be sure to speak passionately and knowledgeably as to why you feel your key is one essential key to the process. Discuss how this will be an advantage for the clients that you would work with and how you would help implement the step for them.

Ryan's Answer #1
"While I consider myself an expert on the planning stages and identifying the positions that should have succession plans, I think the toughest and most crucial step for an organization in a succession planning process is identifying top talent to groom into new roles along their career journey. Understanding that my role as the consultant for your clients would be over, it would be my job to educated the clients on how to identify, train and measure successes down the road to make the program a true success."
Ryan's Answer #2
"Every good project needs a solid plan to be successful and this is no different for implementing a succession planning process. A good succession plan starts with involving leadership to identify the future needs of the business and key positions that succession planning should occur for. Another key insight towards building a great succession planning program is taking into account future growth and development of the business. With these things in mind, I can help the clients here at Harvey Nash build solid succession planning programs."
6.
What have you found to be the most effective methods for training workers? Are there any you've found to be very ineffective?
Harvey Nash works with clients on a daily basis to help improve their day to day processes as an organization and part of that improvement stems from training. Your role as a consultant with Harvey Nash can entail recommending and even facilitating training for staff and your interviewer is looking to gain insight into your thoughts and experiences with different methods of training. For your answer, be honest about your thoughts while also showing an open mind to considering other methods as well.

Ryan's Answer
"Having been in the corporate training and developing world over the past ten years, I can say that the best training method for a company or a group of employees is very situational. I have experience conducting classroom style trainings and they can be very effective for high needs situations. I also have experience designing and implementing e-learning programs for my organization and this has been extremely beneficial for simple, yet necessary, trainings for a busy workforce. If hired for this position, I'll be able to assess the needs of my clients and work with them on creative and effective solutions that meet their training needs."
7.
What interests you in joining the business consulting world here at Harvey Nash?
Anytime the question regarding why you want to join the company is asked, it is very important to do your research on the organization and the position you are interviewing for so you can match your skills and desires to the job. In your answer here, be sure that you also speak to the potential move to a consultative type role if this will be the first time for you with a consulting organization. Be sure to highlight your qualities that make you an ideal fit for the job.

Ryan's Answer #1
"At this point in my career, I feel like I have really maxed out my capabilities in my current role as the IT Director with my current organization. Over the past two or three years, I've found so much fulfillment in my work when I've been helping others and providing education to them that I've narrowed my job search down to the IT consulting field. The prospect of helping other IT departments grow and become more efficient under my consultation is an adventure that I would love to embark on here at Harvey Nash!"
Ryan's Answer #2
"As I've grown in my role in the Training & Education department with my current employer, I've gravitated toward leadership development and succession planning with my organization and I'd like to bring these skills to work here at Harvey Nash as this position fits right in that mold. Using my experience and knowledge, you'll quickly find that I have a great ability to work alongside and train the top level executives with your clients in a manner that is professional and effective at the same time. My experiences in both healthcare and manufacturing sound like they'd fit well with your client base as well."
8.
For many of our clients here at Harvey Nash, the ability to effectively negotiate executive compensation is key. What negotiating skills will you bring to our clients and what would you say your overall philosophy is regarding negotiating salary?
The process of handling the executive compensation process often involves negotiating. As Harvey Nash gets called upon to consult with their clients, the negotiation process is likely to be a key talking point for you with clients. Talk about the skills you have developed through your career and explain how these skills would be beneficial for the clients of Harvey Nash. As well, talk at a high level about your philosophy and practice regarding high level salary negotiation.

Ryan's Answer #1
"As an HR professional that has sat at the negotiating table of offers to CEO's, Presidents and other high level executive position, I'd bring a strong working knowledge of executive compensation to your clients. My negotiating are most often predicated on the total rewards package. Many high levels executives get lost in the one number surrounding yearly salary when benefits like pension, travel expenses and healthcare coverage get overlooked. These benefits can also be deal breakers so I always include details on these benefits in compensation conversations and negotiations."
Ryan's Answer #2
"The approach I've always taken with C-Suite executive offers is to make it a win-win situation for both the candidate and the organization. In the eyes of executive level candidates, the importance of fair compensation is important so market comp research is something I prioritize. Then, I know how to fairly negotiate for extra skills, abilities and duties that my candidate may be doing above and beyond others in a similar position. This enable me to paint the clear picture that an offer is fair and balanced for both the candidate and the organization."
9.
At Harvey Nash, you will have the opportunity to work with high level executives and leaders from the companies we contract with. What experience do you have in working with people at these levels?
As a business advisory and consulting firm, Harvey Nash works with Managers, Directors, CEO's, CFO's, CAO's and leaders with other titles on all of our projects. Your role will likely involve working closely with these leaders. For this question, your interviewer will be looking to hear that you are comfortable in working with the leadership team of the organization's clients by having you talk about your experience. Make sure that the examples you provide include some details on how you worked effectively to get the job done with the leaders you worked with.

Ryan's Answer #1
"In my current role, I work directly under our Chief Financial Officer and sit on a couple of different committees that our Chief Executive Officer is on. Under the direction of my CFO, we have a great working relationship. I am comfortable approaching him at any moment with questions or to bring forward new ideas. He is aware of my strengths and respects my opinions on matters in my wheelhouse, so he never hesitates to come to me with important things. I think the keys to our strong relationship are the respect we show for each other and our open lines of communication."
Ryan's Answer #2
"Throughout my career, I feel fortunate to have had the opportunity to work with employees at all levels of the organizations that I've worked with. To me, working effectively with anyone requires a personal touch and a respectful approach. Whether I work with front line sales staff or members of the C-Suite, I take the time to get to know the person, their job and how I can best be of help to them in my role. This approach really helped me build a relationship with a Sales Executive that a few of my colleagues had struck out with in recent interactions."
10.
What knowledge do you have of differing leadership styles and how would you work effectively with each in this role?
People that work their way through the ranks of the business world and find themselves in high level positions can lead with many different styles. For this question, be sure to do your research on the differing leadership styles and be able to speak about specific times you have worked with leaders with that style or how you would effectively work with each style. Make sure to speak to the importance of differing leadership styles equating to the need for an individualized approach to training leaders.

Ryan's Answer #1
"I have received training on working with the most common leadership styles in the sales industry: transformational leadership, transactional leadership, autocratic leadership, bureaucratic leadership and democratic leadership. I also fully understand the important characteristics and personality traits that leaders in each style display. I have some personal experience training an autocratic leader very closely on promoting teamwork within his department due to low morale. For this leader, it was important for me to personalize my approach by teaching him about his leadership style and what the pro's and con's both were. From there, my focus remained outward towards his team and their performance and how his approach could help impact that positively. Moving forward from our training, his team definitely felt a positive uptick in their morale and production."
Ryan's Answer #2
"Having worked with leaders all across my current organization, I quickly came to realize that every leader works in and is motivated by their own unique set of circumstances. And because of those facts, it is important for me to take a personalized approach to training. I've worked with leaders that had a hard time delegating work and ruled with more of an iron fist than most others. For these leaders, a direct approach from myself as the trainer was required and a focus on the importance of teamwork and recognition were important. I've also worked with leaders on the opposite end of that spectrum that approached leadership from a very hands off perspective and were successful more on the administrative side of their roles. With these leaders, I had success in approaching training with an emphasis on establishing standards and procedures for their department and promoting their involvement with their team. I think my versatility in working with every leadership style would be an advantage here at Harvey Nash."
11.
Do you have any experience in succession planning? If so, in what areas do you have specific experience?
A key component to consulting services for leadership development is succession planning and for this question, your interviewer will be looking to hear what experience you have in this area and that you understand the key components to the succession planning process. If you have experience, be sure to highlight some examples and what role you played. If you don't have any direct experience in succession planning, be sure to research and be able to speak about the key components of the process.

Ryan's Answer #1
"With my current organization, I was directly involved in the creation of the succession planning processes for many of our key positions and this process really opened my eyes for how to be successful in the future planning. The first key item to undertake was identifying the key positions that we wanted to have succession plans for. We identified these roles by determining which roles were vital to the success of the organization and which roles would deter future growth if left unfilled. Once key roles were identified, I worked with leaders of and incumbents in those roles to build the key competencies for those positions. With these inventories of competencies now in hand, I worked with our HR staff to build plans for internal succession of selected employees and I helped build succession training programs for specific individuals. With this role at Harvey Nash, I think my experience would work well with your clients in many different industries."
Ryan's Answer #2
"My experience in succession planning falls in working with specific roles that I supervised and helping to identify great candidates to begin working with Human Resources staff on training and planning for future roles. During these processes, I used both quantitatvie performance data and personal experiences with my employees in identifying the best candidates. In planning to prepare for a leadership consulting role, I feel like I would bring great experience and ability to other key aspects of the succession planning process for your clients because I have extensive knowledge of different management roles adn their importance in the overall success of businesses."
12.
Being successful in the consulting industry requires adaptability and the ability to learn a business fast. What would be your approach to help you learn the ins and outs of a new client?
Harvey Nash contracts with businesses in different industries for their services and it is likely that your job would require you to learn the fine details of each business that you would work with. Demonstrate your ability to be flexible by giving examples of times you've had to do this during your career. As well, describe the approach that you would take to get the know the businesses you would be working with so you can apply your knowledge and expertise toward helping them.

Ryan's Answer #1
"As you can see from my resume, I've been in corporate training and education for over ten years. In my current role, I have to use similar techniques working with different departments to try and tailor programs that meet their specific needs. I feel that my current approach of hosting an intake meeting with leaders would be effective in a consulting role with external customers. The current intake meetings that I lead are an opportunity for me to ask questions and learn as much as I can about my customers. In turn, it is an opportunity for me to lay the groundwork for the project and set expectations. Do you see this as an effective approach for this role?"
Ryan's Answer #2
"Having worked in quality roles for most of my career in both the private and public sectors, I think my career experiences have shaped me well for this role. Transitioning to a consultative role would definitely be a transition for me and the biggest transition will be this need to work in many different industries. For me, researching clients, their business and their industry will be the first step to my approach in learning about them. I want to make a great first impression when I am face to face with a new client and that first impression starts with my knowledge. Then, my openness and ability to communicate would take over when I am working directly with clients. I know the right questions to ask for laying out quality initiative projects and I know the right things to educate clients on."
13.
What do you see as a potential hurdle you would have to overcome to be able to work with groups of high level leaders at our clients on their team development?
The role that you are interviewing for at Harvey Nash will put you in front of high level leaders at the clients you will be working for and you will have to possess the confidence and ability to work with them directly on team building and promotion. Dig deep to think about what you believe your biggest hurdle will be in that situation and talk to your interviewer about your plan to overcome that obstacle. Make sure that your learning opportunity promotes your insight into the role that you are interviewing and potentially points out an area of inexperience that have that you see as a great opportunity.

Ryan's Answer
"In talking to another employee here, I understand that this role will have me working across a pretty broad spectrum of industries and I honestly see this as the only hurdle I will have to overcome from the start. As you can see from my experience, my professional experience has strictly been in the retail industry adn this role will really push me to learn healthcare, manufacturing, sales and other industries so I can speak knowledgably to the businesses of my potential clients. I have great research skills and would utilize this skill to get to know my clients and their businesses very well if hired for this position."
14.
If you were to join Harvey Nash in this role, you will be counted on to lead projects. Talk about a time you had to lead a team of individuals. What leadership skills do you have that you will bring to the table here?
The ability to lead others in project work or any other aspect of a business comes down to the fine details and traits of being a great leader. The experience you have can come from many different areas and can include project management, supervising/managing or even mentoring others. When you answer this question, be sure to demonstrate your ability to communicate effectively, bring unity, lead by example and empower/teach others and talk about how you will use these skills if hired at Harvey Nash.

Ryan's Answer #1
"In my current role, I've been asked on numerous occasions to lead finance projects for my organization and I always do so with open arms and an open mind. On a recent project, I pulled together a team that included members of sales, production and upper management. to make this project successful, it was up to me to know each team member's area of expertise and delegate tasks based on their knowledge. A great part of the teams success was due to my ability to lead in a manner that promoted communication among individuals who never had the chance to work together and I accomplished this through fun ice breaking activities with the team and regular email communications outside of our in-person meetings."
Ryan's Answer #2
"As you can see from my background, I have extensive experience as a Sales Manager and Director and I know that the skills I honed in these roles will transfer nicely to this position. I have always found that leading teams is best accomplished by leading by example and walking the talk that I put out to my staff. I feel that I've also developed great skills in mentoring and coaching my staff and I've been commended on these skills by both sales leadership peers and my team. In this role, I would bring this same approach when working with clients."
15.
HR is a continually changing field in every industry. If hired here at Harvey Nash, how would you ensure that you stay up on new trends in the field to best help our clients that span across multiple industries?
Human Resources job duties and functions can have different nuances based on the industry that HR professionals work in. As you look to transition into a role on the consulting side of the business, you will need to be adaptive and up to speed on trends for each particular industry. For this question, your interviewer will be looking to hear that you are able to use different resources to ensure that you can just as effective in your consulting to the healthcare field as you can be to the manufacturing industry. As well, your interviewer will be paying close attention to your openness to learning the HR side of industries that you haven't worked with in the past.

Ryan's Answer #1
"As you can see from my resume, my career in HR has been centered around the customer service and retails industries and I fully realize that this opportunity will have me working with clients in a wide plethora of industries. As an active member of SHRM and a regular attendee of local and national HR conferences, I have built a great network of colleagues across many industries that I could use as a resource to get me up to speed on a new industry like manufacturing. I also subscribe and also have been a contributor to HR Magazine and I know that will be a great resource as well as I look to learn and grow in new industries in this role."
Ryan's Answer #2
"With my experience in the healthcare and mining industries on the east coast, I feel like I would come to Harvey Nash with a very well-rounded knowledge and experience base to succeed in this role from the start. Knowing I would have to be a continual learner in this role, I would jump at any opportunity for continuing education to help me stay on top of new happenings in the HR field. Up to this point in my career, continuing ed credits have been vital to helping me gain more knowledge that I've used on the job."
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27 Harvey Nash Interview Questions
Win your next job by practicing from our question bank. We have thousands of questions and answers created by interview experts.
Interview Questions
  1. If you are hired for this position here at Harvey Nash, what do you think the biggest hurdle for you would be from the start?
  2. What types of challenges have you faced in your career with mangers/leaders when faced with a difficult recruitment effort? Do you see this experience helping you in a consulting role?
  3. How would you go about conducting a compensation analysis for executive level positions with our clients at Harvey Nash?
  4. Talk about a time that you used data to your advantage during the recruitment process. How did this data lead to success?
  5. What do you feel is the key to developing and/or operating a great succession planning program?
  6. What have you found to be the most effective methods for training workers? Are there any you've found to be very ineffective?
  7. What interests you in joining the business consulting world here at Harvey Nash?
  8. For many of our clients here at Harvey Nash, the ability to effectively negotiate executive compensation is key. What negotiating skills will you bring to our clients and what would you say your overall philosophy is regarding negotiating salary?
  9. At Harvey Nash, you will have the opportunity to work with high level executives and leaders from the companies we contract with. What experience do you have in working with people at these levels?
  10. What knowledge do you have of differing leadership styles and how would you work effectively with each in this role?
  11. Do you have any experience in succession planning? If so, in what areas do you have specific experience?
  12. Being successful in the consulting industry requires adaptability and the ability to learn a business fast. What would be your approach to help you learn the ins and outs of a new client?
  13. What do you see as a potential hurdle you would have to overcome to be able to work with groups of high level leaders at our clients on their team development?
  14. If you were to join Harvey Nash in this role, you will be counted on to lead projects. Talk about a time you had to lead a team of individuals. What leadership skills do you have that you will bring to the table here?
  15. HR is a continually changing field in every industry. If hired here at Harvey Nash, how would you ensure that you stay up on new trends in the field to best help our clients that span across multiple industries?
  16. Talk about a time you had to work with a very difficult person. What was the situation and how did you handle it?
  17. With a lot of our clients here at Harvey Nash, we introduce them to new and innovative sourcing strategies to help them hire and retain top talent in their industries. What sourcing strategies are you familiar with and most successful with?
  18. Do you have experience in engaging a corporate board during a change management process?
  19. A key component to success here at Harvey Nash is building solid relationships with new clients. How do you effectively get to know new people and lay the groundwork for a long lasting relationship?
  20. What experience do you have working with corporate governing boards? What role have you seen them play?
  21. What do you think is the key quality for a great business leader and how would you promote and educate this quality with our clients here at Harvey Nash?
  22. What experience do you have in managing and maintaining different human resource information systems?
  23. Outside of work, what type of creative activities do you like to pursue?
  24. Do you have any experience in 1:1 coaching of business leaders? If given the opportunity to coach leaders as a consultant here at Harvey Nash, what skills would you bring to the table?
  25. Tell me about a time when you took charge of a meeting. Was the outcome a positive one?
  26. Talk about a time you had to use conflict resolution skills in a business setting. What was the situation and the outcome and how did you positively influence that outcome?
  27. Talk about a time that you successfully educated another individual or group in your area of expertise. What made your educational experience effective?
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