How to Answer: As a Netflix Recruiter, you will be a thoughtful recruiting partner to the business. How do you use talent market expertise, data, and business acumen to educate and influence hiring managers to identify and acquire the best talent?
Advice and answer examples written specifically for a Netflix job interview.
7. As a Netflix Recruiter, you will be a thoughtful recruiting partner to the business. How do you use talent market expertise, data, and business acumen to educate and influence hiring managers to identify and acquire the best talent?
The Goal
The interviewer wants to know that you are a thoughtful recruiter who will be an expert resource for the company's hiring managers. The goal of your response is to provide specific details of how you leverage talent reports, trends, and data to ensure the best talent acquisition decisions are made.
Written by Rachelle Enns on April 19th, 2022
Pro Tip
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.
Written by Rachelle Enns on April 19th, 2022
How to Answer
As a Netflix Recruiter, the company's hiring managers and other stakeholders will often respond best to your recommendations if they can link your findings to data. Show the interviewer that you understand how to use analytics in your talent attraction processes. If possible, give a specific example of a time when the use of data and analytics led to a competitive hire, valuable market assessment, or a successful talent acquisition campaign.
Written by Rachelle Enns on April 19th, 2022
Answer Example
"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."
Written by Rachelle Enns on April 19th, 2022