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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.
Question 1 of 27
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?
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How to Answer
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.
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1.
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."
2.
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."
3.
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."
4.
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."
5.
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."
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