Netflix Recruiters know how to prioritize business needs and confidently push back on stakeholders without veering into 'brilliant jerk' territory. Talk about a time you influenced hiring practices while remaining respectful to business leaders.

One of Netflix's values is 'Courage.' According to Netflix's culture and values statement, having courage means, 'You say what you think, when it's in the best interest of Netflix, even if it is uncomfortable.'

Netflix also states, "On a dream team, there are no 'brilliant jerks'...Our view is that brilliant people are also capable of decent human interactions, and we insist upon that..."

Consider including some of Nexflix's keywords and phrases in your response. This approach will show the decision-makers that you have done your research on the company and understand how their teams collaborate and interact with each other.

Possessing the skills to change or improve a hiring practice in the workplace is a valuable asset for any Recruiter. When working at Netflix, it will be essential for you to have the confidence to push back with stakeholders and leaders - when appropriate - to ensure the company's best interests and uphold the integrity of the recruitment process. However, your approach must be collaborative.

When asked a behavioral question like this one, be prepared to support your response with a real-life story example. A reply based on a story of 'a time when...' can be crafted using the STAR method. STAR is an acronym for Situation, Task, Action, Result.

Talk to the interviewer about a time you recognized a need to change or enhance a hiring practice. Touch on the steps you took to implement the change and describe how you measured the success of this initiative. At the end of your response, explain how your influence will benefit Netflix should they hire you for this recruitment position.

"(Situation & Task) When I first started as a Recruiter for Company XYZ, the standard interview practices were not consistent among department managers. Too often, when new hires arrived, we found they lacked the behaviors that would enable them to be successful within our work environment. I knew immediately that this process needed improvements if the company was going to have a successful talent acquisition plan. (Action) I took the initiative to implement more behavioral interview questions in the interview process. I also introduced online skills testing for most roles. I gained buy-in from our leadership team by including them in creating the interview questions and determining the set benchmarks for each role. We all worked together to create a system that would equip our leaders and department managers with the skills to effectively and consistently interview candidates. Then, we measured our success by monitoring turnover, retention, and time-to-hire metrics. (Result) We changed the process and improved our turnover rate by 15% in the first 3 months. When I join Netflix as a Recruiter, I will make decisions and take actions that prioritize business needs. I will apply my experience with candidate care and balancing processes to ensure positive candidate experiences. I understand that Netflix values 'Courage,' which means that, 'You say what you think, when it's in the best interest of Netflix, even if it is uncomfortable.' I will continue to exude confidence and speak openly with my team, leaders, stakeholders, and other decision-makers while remaining respectful and interacting in a kind and professional manner."