What type of people do you not work well with?

"Honestly, I can get along with anyone. As long as they aren't doing anything to harm the company and they aren't breaking any laws, I can work with them and get the job done. And when it comes to candidates, I treat everyone like they are family. That way I make sure to be polite and show respect no matter what."

This one is a bit of a trick question. As a Talent Acquisition Specialist, you will work with and talk to people with all sorts of personalities and characteristics. The interviewer is looking to see if you can "play nice" with everyone.

Your answer should be brief and straightforward. Tell the interviewer you work well with everyone except those who break the law or are not loyal to their company.

What is your biggest weakness?

"My biggest weakness is my inability to say no. I have a habit of taking on too much in an effort to help others. It makes me a great team player and support person for my coworkers but it can also result in extra hours at the office, feeling overwhelmed, or worst case, missing deadlines. I've only ever missed one deadline, but it was a huge lesson for me and I knew at that moment I had to make changes. One change I've made is when a coworker asks me for help with a project, I will now ask if they'd like to swap work instead of me just taking on more. We can often collaborate to find a task from my desk they are more efficient at than me, which frees up my time to tackle their project. With a little shuffle of work, we can both take on what we are best at and get everything done on time without feeling like it was too much."

Just about every interview you do will include this question. The interviewer wants to see if you can choose a weakness and either make it a positive or find ways to improve upon it.

Choose a weakness that will not be a red flag for the interviewer. You want to be honest without giving the impression you are a bad fit for the job. Focus on either how the weakness can also be a strength or on what you have done and are continuing to do to improve the weakness.

What is your top strength?

"My biggest strength is my ability to put anyone at ease and get them to open up. It is a huge asset when it comes to speaking with candidates during interviews. I may go into an interview with a set of questions to ask, but I am able to weave them into a natural conversation which helps the candidate relax. The more relaxed a candidate is during the interview, the easier it is to get a good read on their personality and to see if they have passion for the work they do. This helps me identify the strongest candidates for a role. In my current job, I am the team member our leadership turns to when they need to whittle candidates down quickly as I have the strongest track record for choosing new hires who perform well and stay with the company."

This is a standard question asked in almost every interview. The interviewer wants to know what your strengths are and how they make you a strong candidate for their opening.

Choose a strength that relates to the job you are applying to. Discuss how you can use the strength to be an asset to the company and the Talent Acquisition team.

Do you prefer to work on your own or as a part of a team?

"It really depends on the work I'm doing. When I'm posting open jobs or reviewing resumes, I like to be on my own and just focus on the computer screen. But I also really enjoy collaborating with hiring managers to discuss their ideal candidate or to do joint interviews. And planning and executing job fairs with a team is one of my favorite parts of the job. I think the variety of doing some work on my own and other work with coworkers is part of what makes being a Talent Acquisition Specialist the perfect job for me."

There will be times as a Talent Acquisition Specialist that you will work on your own and times you will need to collaborate with others. The interviewer wants to know which you prefer, but they are also looking to confirm you have the skill set to do both.

Let the interviewer know if you prefer to work on your own or with others, but do not speak negatively about either. You want to make sure the interviewer feels you are capable of performing well in both situations.

Do you have any questions for me regarding this role or this organization?

"When you told me a bit about the company's HR structure, you mentioned there is a separate 'Talent Development' department. I was wondering if onboarding falls under the Talent Acquisition or the Talent Development department."

This is an opportunity for you to ask any questions you have before the interview concludes. This also gives the interviewer a chance to see if you prepared questions ahead of time by doing research on the company.

While you can always follow up later with any questions you think of, this is the best time to have them answered. Ask the interviewer about any aspects of the job or company you are uncertain about. You can also use this as an opening to ask the interviewer about something you saw on a social media profile, in a news article, etc.

Choose one item from your resume and elaborate on it.

"In my current job, you'll notice one of the bullets states I am responsible for sourcing candidates for leadership positions. When I was first promoted into the role, one of the openings was for a CIO. The company had gone through three CIOs in the previous four years so there was a lot of pressure to find the right person who would stay with the company for the long haul. While 'time to fill' is a metric we track and try to keep minimized, this position had already been open for more than 100 days when I took it over. I had the opportunity to collaborate with both the CEO and an outside headhunter to try and find strong candidates to fly in for interviews. We would find a candidate, bring them in for an interview, and then reconvene to adjust the job posting and our search criteria based on what the CEO had or had not liked about the candidate. In the end, it took us more than a year and seven interviews with candidates from around the country before we found the right person for the job. It was a challenging situation but it also gave me the opportunity to dive deep with the CEO and to learn from a headhunter with more than 30 years of experience."

Resumes are a short list of bullet points and hard skills. The interviewer is asking this question to learn what experiences have been the most meaningful to you. Your answer will give them insight into who you are as a person.

Choose something from your resume that you can speak about passionately. You also want to choose something that highlights why you are a strong candidate for the position.

Why are you looking to leave your current employer?

"I've been in my current role for three years. While I enjoy the work I do and I like my employer, I'm ready to take on more responsibilities and learn new skills. My current company is small and there are not a lot of opportunities for advancement or growth. That is what led me to begin looking for new opportunities and why I have applied for a position with your company."

The interviewer is looking for red flags with this question. Candidates who talk about salary or disagreements with management are not likely to be hired.

Even if the salary is part of why you are looking for a new job, do not mention it. Instead, focus on positive things like desired career growth or increased responsibilities.

What is the most fun you've ever had at work?

"Last year we opened three new locations in Austin, Texas at the same time, which meant we needed a huge hiring push. We had more than 100 positions to fill. I was offered the opportunity to travel to Texas and take part in the job fair we held at a local facility and it was a blast. For three days, I spent more than 12 hours in a room filled with people excited to learn about our company and the positions we had available. They were long days, but it was impossible not to feed off the energy of the crowd. I really enjoyed talking with each person who stopped by my table to ask questions and fill out an application. Plus, it was like having informal mini-interviews with everyone before I'd even reviewed their resumes. I was able to take quick notes after each conversation and those notes helped me decide who to schedule formal interviews with. We hired more than a hundred people in just one week, but I've never had more fun on the job than I did in those few days."

The interviewer is looking to see if you enjoy your job enough to have fun while doing it, or if your answer will instead focus on tasks outside your job such as volunteer committees. It gives the interviewer insight into where your true passions lie.

Choose a situation that was related to HR or Talent Acquisition and discuss how it benefited your employer. Let your enthusiasm and excitement shine through in your answer.

As a Talent Acquisition professional, which publications and resources do you turn to most?

"I count on Recruiter Today and Recruiting Daily to keep me up to date with the latest news in Recruiting, Human Resources, and Talent Acquisition. Just last week, I read an article on Recruiter Today about the 'Great Reshuffle' and how it is teaching us to be better empathizers, both in hiring and just as employees in general. I also regularly review the 'Talent Acquisition' page of the SHRM Blog, which is a collection of any SHRM posts that have been tagged as TA. Those three websites keep me current in Talent Acquisition and any HR issues related to it."

Human Resources and Talent Acquisition professionals have a plethora of websites, publications, and blogs at their disposal to review news laws and top trends. The interviewer wants to know if you utilize the resources available to you in order to remain up-to-date on industry happenings.

Tell the interviewer about the top two or three resources you regularly read/review to stay informed of Talent Acquisition and HR happenings. Reference at least one specific article or topic you have recently read about.

Can you tell me why you changed your career path and decided to become a Talent Acquisition Specialist?

"I used to work in the Benefits Department as a Benefits Specialist. I enjoyed the work and was in the department for a couple of years. My cubicle was next to a Talent Acquisition Specialist though, and I spent a lot of time listening to him talking with hiring managers about the type of candidate they were looking for and making phone calls to applicants. I found myself much more interested in his work than my own - although don't worry, I made sure to remain focused and give my Benefits work 100% of my effort and attention. I decided to watch for an opportunity in Talent Acquisition, which is why I've applied for this role. I believe my Benefits experience will help make me a better Talent Acquisition Specialist since I have a solid understanding of benefits and can clearly communicate to a candidate what their total rewards statement would look like."

Changing career paths is not necessarily a bad thing. The interviewer wants to see what drew you to the position and how your past jobs or experiences can help in the new role.

Give an honest answer while remaining focused on the positive. Instead of talking about what you didn't like about your previous job, discuss why you were interested in Talent Acquisition. Give examples of how your past experience makes you a stronger Talent Acquisition Specialist.

What do you feel is the most important function of the Talent Acquisition Department?

"Talent Acquisition covers so many stages of hiring, from posting the job opening to interviewing candidates to extending offers to onboarding. I believe the onboarding process is the most important role. Of course, it is important to find the right candidate for the job. Hiring the right candidate isn't enough though - you have to make sure they stay. And a bad onboarding process can make a new employee run for the hills. When I am onboarding an employee or a group of employees, I make sure to bring as much energy and positivity to the role as possible. I want them to see my passion for the company shine through everything we talk about. I also make sure I am well organized so I can give them the information they need without causing confusion or overwhelming them. My goal is for the new employee to finish onboarding and feel excited to start their new role. If I've done that, I've done all I can."

Talent Acquisition spans everything from the initial job posting to onboarding a new hire. The interviewer wants to see if you understand the different elements of the job, which you think are the most important, and why.

Briefly mention the different elements of a TA role and then focus on the one you believe is the most important. Discuss why it is important and what you do to ensure it is a smooth and successful process.

Walk me through your HR and Talent Acquisition experience.

"I earned my bachelor's degree in HR Management four years ago. During my third year of college, I had the chance to complete a rotational HR internship at a local power company. Over the course of six months, I had the chance to spend time in each of their HR departments. Talent Acquisition and Development was by far my favorite. I enjoyed partnering with the company's leadership to help them find the right candidates for each job, and I liked developing relationships with the new hires as I walked them through the onboarding process. I was offered a job with the company when I graduated and I've spent the last four years sourcing and interviewing candidates and onboarding new hires. I've also gone through the process of implementing a new ATS system."

The interviewer reviewed your resume prior to scheduling the interview so they already know your experience. By asking this question, they are giving you a chance to share your passion for your work and to remind them why you are a strong candidate.

Focus your answer on the jobs and tasks you've done that are a strong fit for the position. You want to show the interviewer you are the best candidate for the job.

What do you find to be the most difficult part of Talent Acquisition?

"I find the process of sorting through candidates to be the most challenging. Attracting candidates can sometimes be tricky, especially in a tight job market, but with the right tools and a strong job posting you always end up with applications. That's where the tricky part begins. If you have a large number of applications, you have to rely on resumes alone to decide who is a strong enough candidate for an interview. There are always some resumes you can eliminate quickly based on lack of experience or skills, but then you are left with a large number of applicants who all seem to have the right qualifications for the job. And if the manager can only interview a limited number of candidates, you have to choose who the strongest applicants are simply based on a piece of paper. Fortunately, a lot of Talent Acquisition departments are starting to incorporate additional questions or even assessments during the application process. The additional information gained through those tools makes it much easier to evaluate each candidate and bring in only the best of the best for the manager to speak with."

Talent Acquisition includes sourcing, attracting, interviewing, hiring, and onboarding employees. The interviewer wants to know which of those elements you find challenging and why.

While you need to choose a part of your job you find difficult, your response needs to be positive. Focus on the challenge itself, not your particular likes or dislikes of tasks, and discuss what can be done to ensure success.

On occasion, we have hiring events on evenings or weekends. Would you be able to work those events?

"In general, yes, I can absolutely work events on evenings or weekends. There would be occasions when I have something scheduled that I cannot miss, but those are few and far between. I understand working events outside of normal business hours is a requirement of the job and it is one I am prepared for."

Job fairs and other hiring events are often held outside of normal business hours. The interviewer wants to confirm if you will be willing to work on those events as needed.

If you are not able or willing to work events outside of normal business hours, be honest and let the interviewer know. If you have certain restrictions or need advanced notice, be clear on that now. This is your opportunity to ensure your availability lines up with the position requirements.

Are you willing to travel to visit our locations or for learning opportunities?

"I know the job posting stated up to 25% of the job could be travel and I am completely comfortable with any travel you would need me to do. And I am always open to traveling for learning opportunities! I'm passionate about learning new skills and would be more than happy to attend any seminars, training, or conferences available to me."

Some jobs require travel. Others offer travel opportunities. If travel is a requirement of the job, the interviewer is looking to make sure you are open to it. They are also looking to see if you are passionate about continuous learning.

If the job posting listed a travel requirement, let the interviewer know you are aware of the amount of travel required and any restrictions you might face around traveling. If it did not list travel as a requirement, be honest and let the interviewer know if you are comfortable traveling. Include brief details such as how much notice you would need or how far/long you are comfortable traveling. Finish your response with a focus on advancing your skills and experience through training opportunities.

What HR or Talent Acquisition topic is piquing your interest most right now?

"I'm really intrigued by the concept of 'The Great Resignation' that is happening right now. A record number of employees quit their jobs last month, which is both scary and a great opportunity for Talent Acquisition. It means a lot of employees will leave our company - CNBC says one in five employees will change jobs in the next year. It also means there are a lot of people out there right now looking for better opportunities. So while we may have a lot of positions to fill, there are a lot of strong candidates out there just waiting for the right job for them. As a Talent Acquisition Specialist, if I can post the right job on the right job board, I have the chance to hire the absolute best person for the role. I'm really excited about the hiring opportunities The Great Resignation is going to bring to strong companies like this one."

The interviewer wants to know if you are staying up to date on current industry news. They are also looking for insight into your passions and interests.

Choose a topic you are truly passionate about and let your excitement show in your answer. Include details on resources you have recently reviewed for information on the topic or specific data points you have memorized to show your level of interest.

Tell me about yourself.

"I earned my bachelor's degree in HR Management in three years thanks to taking on full course loads each semester, then jumped right into an HR role with a small company I had interned with my junior year. I spent two years there as a jack of all trades. I helped with hiring, training, benefits, discipline issues, culture development, and exit interviews. I found I really enjoyed the hiring and onboarding tasks and decided to pursue an opportunity where I could focus on Talent Acquisition, which is what led me to my current role. I'm currently responsible for filling all entry-level positions at my current company, including interviews and day-one onboarding. During my three years with the company, I completed Cornell University's Talent Acquisition Certificate. I am now looking to move into a role where I can assist a company in filling leadership positions, which is what led me to apply for this opportunity."

This question is a conversation starter that helps kick off the interview. It also gives the interview some insight into your interests and values based on what you do and don't include.

You want to keep your answer organized and brief. A good format you can follow is 'past, present. future.' Talk about your professional or educational background, your current role, and what you want to do next.

What are your salary expectations?

"Before salary, I'm really looking first to find a company whose values and culture I can be excited about. I want to enjoy coming to work every day and feel proud to tell people who my employer is. I have done some research though and in our area of the country, a Talent Acquisition Specialist with a degree in Human Resource Management is $60,000. Given I have a BS in HR Management and am also SHRM-CP certified, I feel that salary level is appropriate."

While some job postings might state the salary range, others may not. The interviewer is looking to see if the salary you are looking for is in line with what they can offer a candidate.

Do some research online to see what the average salary or the salary range is for a Talent Acquisition Specialist in your location, as well as how education and experience level comes into play. Make sure to tell the interviewer salary is not your only consideration.

When we have new locations open, the team's workload increases significantly. What would you do to manage this?

"I actually enjoy the process of opening a new location. I've worked through four openings in the last two years in my current role and while the work certainly does increase significantly with each one, I enjoy the excitement and energy of it all. Before the first opening a couple of years ago, my company had the entire HR department go through training on Stephen Covey's 4 quadrant method of time management. We were able to use the skills we gained in the course to help us identify which tasks were the most urgent and important to be tackled immediately and which tasks could be put off until after the openings. On the Talent Acquisition team specifically, we also decided to have each team member take on a certain job level which helped us stay focused. One of us took on entry-level jobs, another person tackled managers, and I focused on leadership positions only. It created efficiencies since we weren't each trying to switch between the types of resumes we were reviewing, interview question sets, onboarding packages, etc."

The interviewer is looking to see if you have time management skills. They also want to know if you work well under pressure.

If you have gone through a mass hiring event, tell the interviewer what you did to keep up with the increase in work. If you have not, discuss your time management skills and how you perform under pressure.

What would you do if you had two hiring managers who wanted to jointly interview a candidate, but they did not have any combined availability on their calendars?

"It is always tricky to schedule an interview with more than one interviewer. If I am not able to find a time on their calendars when both are available in the near future, I'll try to be creative to find a solution since making a candidate wait too long for an interview can result in them moving on to a different opportunity. If one of the managers is traveling, I might see if they are comfortable participating virtually in the interview. I have also had managers in the past recommend a proxy to fill in for them - perhaps someone else from their department or even their manager. Sometimes the only option is to see if something else on their calendars can be rescheduled to create an opening for the interview. For the right candidate, you do whatever it takes to get them in front of the hiring managers."

Scheduling interviews is an administrative task that often falls to Talent Acquisition Specialists. The interviewer wants to see how you would handle a tough scheduling situation.

This is an opportunity to showcase your problem-solving skills. You might want to mention creative solutions such as virtual interviews or collaborating with the managers to see if other meetings on their calendars can be moved.

Let's say you post an opening and receive 100 applications. How do you sort through them?

"The more applicants you have for a job, the better chance you have of finding the right person. But you also then have to find a way to quickly determine who to interview and who to pass on without potentially losing any of the strong candidates. My first step is to eliminate anyone who doesn't meet the requirements the hiring manager made clear are absolutely necessary. From there, I look at their cover letters or answers to any additional questions the application might have asked. If it looks like they simply copied and pasted their answers and are using the same generic responses for every job they apply to, I'll pass on them. We want candidates who took the time to read the job summary and customized their responses to it. I then start looking through the candidates I have left to see who stands out, either through volunteer activities or special interests on their resume or perhaps through simply some creativity in their resume design. Once I have 30 or fewer strong candidates, I'll schedule brief phone interviews. In a matter of just a few minutes on the phone, I can assess their communication skills and passion for the job and determine who should move forward to the interview stage."

As a Talent Acquisition Specialist, sometimes you'll receive 1 application for a job, and other times you'll receive hundreds. The interviewer wants to know how you filter through them quickly and efficiently without losing any good candidates in the process.

While professional experience, education, and skills can be important factors to consider, they are not the only ones. You should also discuss cover letters, volunteer activities, and anything else that makes a candidate stand out.

What would you do if you had two strong candidates with similar backgrounds?

"It can seem like a tough situation when you have two great candidates and only one opening, but it can actually be an opportunity. To decide who to offer the position to, I rely heavily on what I learn about each candidate during the interview. The one who seems to have the most confidence and passion for the job is the one I would choose. Yet I don't forget about or simply dismiss the other candidate, especially if they were also a really good option. I might try to see if we have any other openings they could be a good fit for. Or at the very least, I keep their information saved in my talent pipeline and keep them in mind whenever new opportunities open up. Someone I interview today might be the absolute perfect fit for a job that opens up six months down the road."

The interviewer is looking to see how you differentiate or choose between two candidates who have similar resumes. This is a challenge you will come up against often as a Talent Acquisition Specialist.

Focus your answer on what you can learn about the candidate during the interview beyond what is listed on their resume. Let the interviewer know how you would make a choice between them. This is also a great opportunity to show how you go above and beyond filling the current open position.

Have you ever missed out on or lost a strong candidate? If so, what would you do differently if you could go back?

"During one of the openings we had last year, I was responsible for filling 25 openings at one time. I had back-to-back interviews scheduled for a week straight and it was difficult to keep the candidates straight. One of the positions I was filling was for an IT manager and I had several interviews lined up with candidates whose resumes all looked the same. One candidate had a really great personality and his values lined up with the company, making him the perfect choice for the role. Unfortunately, I didn't have time between his interview and the next to write down the notes I needed and at the end of the day, I was no longer sure which of the candidates he had been. It took me several days to reconnect with each candidate over the phone and by the time I had spoken with them all and knew which one I wanted to hire, he had accepted another job offer and was no longer available. We still ended up with a strong candidate, but not the best candidate. It was a painful way to learn an important lesson and I've made sure to always make my notes immediately following the conclusion of an interview, even if I have something pressing that is waiting for me. Too much is learned in an interview that can't be gleaned from a resume and it is absolutely crucial to capture that knowledge before it is lost."

This is a variation of the question "tell me about a time when you made a mistake." The interviewer wants to see if you learn from your mistakes.

No one likes to admit they have made mistakes, but being humble enough to admit to them is a strength. Frame your answer in a positive light by focusing on what you learned from the experience and how it has made you better at your job.

How would you make our company stand out to talented graduates looking for a job?

"It's important to focus on the company benefits that appeal to the specific applicants you are talking to. With new graduates, they want jobs that offer the potential for growth and sometimes even travel. Those are two things your company can offer new grads that many others can't. If I was talking to students at a college job fair, I would focus on the management internship program you offer. I would highlight the opportunities it would give them to be a leader in a variety of departments, as well as the options available to them for travel. I would also point out they would have the ability to choose either one area of the country for the entire two-year program or the chance to move around with each program rotation. And I would close out by discussing the company's growth and how they would have the chance to watch their career sky-rocket over the next 5 or 10 years as new locations continue to open and high-level leadership positions need to be filled."

The competition for new graduates can be fierce. The interviewer wants to know if you have the ability to "sell" the company to someone and make them want to apply.

Your answer needs to focus on the things that make the employer unique. Do not list things like flexible hours or work/life balance, since many companies offer those same things. Instead, focus on what makes the company stand out from others. This means you need to have done your research to understand what the company has to offer its employees.

How do you handle a candidate who does not get the job?

"I worked for a company in the past that incentivized us to close our requisitions as quickly as possible, resulting in our recruiters basically leaving candidates out in the cold. It may have made us more efficient, but it hurt the company brand and I believe it made it harder for us to hire in the long run as candidates told others about their poor experiences. Instead, I like to focus on making sure every candidate has a positive experience, even if they don't get the job. I do this by staying in regular communication with them throughout the process. I make sure to reach out at least once a week, even if I don't have an update for them, just so the candidates know I have not forgotten about them. And once a candidate is eliminated from the applicant pool, I make sure to reach out by phone to personally let them know. It's never fun to deliver bad news, but I know they appreciate the fact that I've taken the time to call and let them ask any questions they might have."

When it comes to recruitment, it is better to focus on the candidate experience than the number of requisitions you've closed and how quickly you closed them. The interviewer wants to see if you understand this and know how to provide a candidate who does not get the job with a positive experience.

Make sure to tell the interviewer you understand the importance of the candidate's experience. Discuss how you keep candidates updated on the process, including any final communications once they have been eliminated from the application pool.

How do you conduct an interview over the phone?

"Phone interviews are often just the first step in the process so I aim to keep them short. Depending on the position level, whether it is entry-level or a leadership role, it would be between 10 and 20 minutes. During the conversation, I focus on learning more about their professional background and how they would fit the role. I ask questions such as "why do you feel you are a good candidate for this position?" or "what skills do you have that make you an ideal match?" I learn a lot about their confidence level and enthusiasm through their answers."

Phone interviews are often the first step in speaking with a candidate. The interviewer wants to know if you have the ability to conduct a professional and effective phone interview.

Keep your answer brief and concise. Discuss the ideal length of a phone interview (short) and what you look to learn about the applicant (more about their background, their enthusiasm for the job, etc.).

How do you stay connected with applicants?

"Job applicants want a clear understanding of the timeline and transparency in the process. Without that, they might decide to move on to a different job opportunity. I like to ensure my candidates are kept in the loop by keeping track of when I've last touched base with them. I maintain a spreadsheet of applicants and make notes of each touch-point I have with them. If at any point it has been more than I week since I've spoken to them, I reach out using their preferred communication method. I also make sure to contact each applicant as soon as I have any major updates. I've had many candidates tell me they have walked away from job opportunities after going weeks without hearing anything and how much they appreciate my keeping in touch so often."

Part of the job of a Talent Acquisition Specialist is to manage the communications with candidates throughout the recruitment process. The interviewer wants to know what you do to stay organized and keep in touch with candidates.

Focus on being transparent with candidates and providing clear timelines. Discuss why this information is important and how you make sure you don't lose touch with anyone.

How do you prepare for a candidate interview?

"The candidate interview is a really important part of hiring the right person for the job. The best way to ensure a successful interview is to prepare for it. The first thing I do is meet with the hiring manager to ensure I understand the role they are trying to fill and the type of skills or personality they are looking for. I also ask what type of experience or education level they want as well as any skills they feel are required or a bonus. From there I can develop a list of criteria for reviewing resumes as well as the list of questions I want to ask each candidate. Once the interview is scheduled and ready to happen, I make sure the interview room is inviting by ensuring it is clean, the chairs and temperature are comfortable, and drinks are available. Just prior to the candidate's arrival, I do a final review of their resume to make sure the content is fresh in my mind and to make note of any areas I'd like to ask about during the interview."

The interview is one of the most important parts of the hiring process. The interviewer wants to ensure you can conduct a professional and efficient interview while making the company look attractive.

Walk the interviewer through the steps you take to get ready for an interview as well as how you remain organized during the interview. You may also want to discuss any type of collaboration you do with hiring managers or other relevant parties.

How would you familiarize yourself with our ATS?

"Whenever I need to learn a new program or software, I like to shadow someone using the program to see it 'live in action.' To learn your ATS in the most efficient way possible, I would like to sit with a team member and watch them navigate through the system for their day-to-day work. While that certainly wouldn't show me everything the ATS can do, it would give me a good idea of the key functionalities I would use most often. This is the method I employed at my current job when I first came on board. I spent two days sitting with a team member as she went through her daily tasks and by day three, I was ready to jump in on my own. There were certainly unique and infrequent tasks that came up where I needed additional training, but I was able to be an asset instead of a burden to the team within less than a week. I believe I would be able to get up to speed with your ATS just as quickly."

The interviewer is already aware of the systems you have experience in. The purpose of this question is to determine how you go about learning a new system.

Walk the interviewer through your process for learning a new system or software. If you have had to learn a new system in the past and were able to do so quickly, let the interviewer know.

In which ATS systems or TA tools are you best versed?

"I've had the opportunity to utilize a few different ATS systems in the decade. During college, I interned with a couple of different companies and had some basic exposure to Breezy HR and Recruit CRM. I also spent a couple of years using Infor's ATS system in my current job. Infor is the HRIS system they had in place when I first started with the company. But five years ago, we began the process of implementing a new HRIS system - the same system your company uses, in fact. I was part of the team that worked with the consultants to put VidCruiter in place which meant I was given extensive training on the system's capabilities, walked through the initial system set-up, and completed several rounds of testing before the system went live. I was then asked to train the other TA team members on how to utilize VidCruiter. At this point, I feel like a VidCruiter consultant!"

Your resume should include any systems or software you have experience with. The interviewer asks this question to get a better feel for how much experience you have (beginner, intermediate, expert).

If you have experience with any ATS systems or other tools the company uses, be sure to highlight that in your response. Also discuss any other TA-related technical skills or experience you have, pointing out how much time you spent utilizing the systems and your comfort with them.

Talent Acquisition Specialist Interview Questions

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1. What type of people do you not work well with?
2. What is your biggest weakness?
3. What is your top strength?
4. Do you prefer to work on your own or as a part of a team?
5. Do you have any questions for me regarding this role or this organization?
6. Choose one item from your resume and elaborate on it.
7. Why are you looking to leave your current employer?
8. What is the most fun you've ever had at work?
9. As a Talent Acquisition professional, which publications and resources do you turn to most?
10. Can you tell me why you changed your career path and decided to become a Talent Acquisition Specialist?
11. What do you feel is the most important function of the Talent Acquisition Department?
12. Walk me through your HR and Talent Acquisition experience.
13. What do you find to be the most difficult part of Talent Acquisition?
14. On occasion, we have hiring events on evenings or weekends. Would you be able to work those events?
15. Are you willing to travel to visit our locations or for learning opportunities?
16. What HR or Talent Acquisition topic is piquing your interest most right now?
17. Tell me about yourself.
18. What are your salary expectations?
19. When we have new locations open, the team's workload increases significantly. What would you do to manage this?
20. What would you do if you had two hiring managers who wanted to jointly interview a candidate, but they did not have any combined availability on their calendars?
21. Let's say you post an opening and receive 100 applications. How do you sort through them?
22. What would you do if you had two strong candidates with similar backgrounds?
23. Have you ever missed out on or lost a strong candidate? If so, what would you do differently if you could go back?
24. How would you make our company stand out to talented graduates looking for a job?
25. How do you handle a candidate who does not get the job?
26. How do you conduct an interview over the phone?
27. How do you stay connected with applicants?
28. How do you prepare for a candidate interview?
29. How would you familiarize yourself with our ATS?
30. In which ATS systems or TA tools are you best versed?

Talent Acquisition Specialist Interview Questions

1. What type of people do you not work well with?

2. What is your biggest weakness?

3. What is your top strength?

4. Do you prefer to work on your own or as a part of a team?

5. Do you have any questions for me regarding this role or this organization?

6. Choose one item from your resume and elaborate on it.

7. Why are you looking to leave your current employer?

8. What is the most fun you've ever had at work?

9. As a Talent Acquisition professional, which publications and resources do you turn to most?

10. Can you tell me why you changed your career path and decided to become a Talent Acquisition Specialist?

11. What do you feel is the most important function of the Talent Acquisition Department?

12. Walk me through your HR and Talent Acquisition experience.

13. What do you find to be the most difficult part of Talent Acquisition?

14. On occasion, we have hiring events on evenings or weekends. Would you be able to work those events?

15. Are you willing to travel to visit our locations or for learning opportunities?

16. What HR or Talent Acquisition topic is piquing your interest most right now?

17. Tell me about yourself.

18. What are your salary expectations?

19. When we have new locations open, the team's workload increases significantly. What would you do to manage this?

20. What would you do if you had two hiring managers who wanted to jointly interview a candidate, but they did not have any combined availability on their calendars?

21. Let's say you post an opening and receive 100 applications. How do you sort through them?

22. What would you do if you had two strong candidates with similar backgrounds?

23. Have you ever missed out on or lost a strong candidate? If so, what would you do differently if you could go back?

24. How would you make our company stand out to talented graduates looking for a job?

25. How do you handle a candidate who does not get the job?

26. How do you conduct an interview over the phone?

27. How do you stay connected with applicants?

28. How do you prepare for a candidate interview?

29. How would you familiarize yourself with our ATS?

30. In which ATS systems or TA tools are you best versed?