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Discuss a time when you explored organizational gaps and created new opportunities for employees.

1 of 30 HR Consultant Interview Questions and Answers Written by Rachelle Enns

Updated on January 11th, 2019 | Rachelle is a job search expert, career coach, and headhunter
who helps everyone from students to fortune executives find success in their career.
How to Answer

Often, meeting organizational gaps may not require a workforce increase. Sometimes, these issues can be solved by creating new opportunities and thinking outside of the box. Discuss with the interviewer a time when you met the needs of a company, addressing a specific gap. Organization gaps can include skills gaps, profit gaps, or performance gaps.

Professional Answer Examples
Answer example

"My current company had a glaring skills gap when I first started, five years ago. Some critical roles had been turned from two to one, to save on workforce expenses; however, there was never an offer of additional training. I identified this gap through employee skills testing and benchmarking. With those results, I created a plan for employee development and training. Eight months later, I performed another company-wide employee skills test and found that we were performing over the previous benchmark. The project was a success, and I was able to fill those skill gaps with minimal expense and zero new hires."

Answer example

"I recently assisted my senior HR manager after she discovered a significant performance gap in our warehousing department. Since I was newer to my career at the time, I should point out that I was not the one to discover the organizational performance gap; however, I did assist with the recovery plan. After performing employee testing, we created a list of the top 6 behaviors and habits which were causing concern. We then developed a performance strategy with a timeline attached to the behavior corrections. Additional training opportunities were provided to many employees, as were other resources for professional development. All in all, we were able to repair the majority of the performance issues with minimal employee eliminations."

Written by:

Rachelle Enns
Rachelle Enns is a job search expert, executive headhunter, career catalyst, and interview coach. Utilized by top talent from Fortune companies like Microsoft, General Electric, and Nestle, she helps professionals position themselves in today's competitive digital marketplace. Rachelle founded Renovate My Resume and Executive Resume Solutions, two companies focused on helping job seekers get their edge back. She helps everyone from new graduates looking for their first placement, to CEO's who want more out of their career. Rachelle coaches students to executives on how to master the toughest interview questions and how to handle the most bizarre interview situations; all with confidence and poise. Rachelle trains other career coaches, recruiters, and resume writers, globally. A big part of her job is also spent coaching HR professionals on how to bring the human touch back into their interview and hiring process.
First written on: 01/08/2019
Last modified on: 01/11/2019
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