Tell me about yourself

Absolutely a bit about myself. I have been a recruiter  for many years . I had the opportunity
to work in banking and start up a companies . Throughout my career I successfully build
good relationships with internal and external clients. I have Successfully placed so many
people in their dream jobs. I really loved my job as a recruiter  because of the
satisfaction you get when candidates get their dream job and stakeholders get the right
candidate for the role. Outside work I really love making small videos on my
YouTube channel as a hobby on makeup and lifestyle and also finding Fun activities and
interactive teaching for my kids so that they develop long term interest in learning.

My last role

With NatWest I started supporting the operations hiring for the CPB business. Where we
were building a team for Delhi, Mumbai Chennai location for the portfolio management
team and we hired some 400 +candidates. And then I was also involved in building lending
and trade operation team for Delhi, Bangalore and Chennai which was again a great
experience. After that I have been moved to niche skill business that I was managing Data
Analytics and Audit .

3 Strength

Adaptable

Good with stake holder management

Problem solver

1. How do you source and attract candidates for open positions?

Job Boards and Online Platforms: Post the job opening on popular job boards like LinkedIn,
Indeed, Glassdoor, and specialized industry-specific platforms. Optimize your job
descriptions with relevant keywords to increase visibility.
Social Media: Leverage social media platforms such as LinkedIn, Facebook, Twitter, and
Instagram to promote job openings. Share engaging and visually appealing content to
attract potential candidates. Utilize relevant hashtags, join industry groups, and engage with
professionals in your network.

Employee Referrals: Implement an employee referral program that incentivizes current

employees to refer qualified candidates. Employees often have strong networks and can
help identify top talent who may not be actively job searching.

Networking and Professional Associations: Attend industry events, conferences, and

networking sessions to connect with professionals in your field. Join relevant professional
associations and participate in online communities to build relationships and expand your
network.

Talent Pool and Database: Maintain a talent pool or candidate database of individuals who
have shown interest in your organization in the past or who possess desirable skills.
Regularly communicate with them to nurture relationships and engage them in future
opportunities.

Passive Candidate Sourcing: Proactively search for and approach passive candidates who
may not be actively job searching. Utilize LinkedIn's advanced search features, Boolean
search strings, and other sourcing tools to identify potential candidates who match the
desired qualifications.

University and College Recruitment: Develop relationships with universities and colleges to
tap into their talent pools. Participate in career fairs, host information sessions, and engage
with student organizations to attract recent graduates and entry-level talent.

Employer Branding: Build a strong employer brand by showcasing your company culture,
values, and benefits. Highlight employee testimonials, success stories, and positive
workplace experiences through various channels, including your company website, social
media, and online review platforms.
Professional Recruitment Agencies: Partner with reputable recruitment agencies or
headhunters who specialize in your industry. They have established networks and expertise
in sourcing qualified candidates for specific roles.

Direct Sourcing and Boolean Search: Utilize advanced search techniques using Boolean
operators (AND, OR, NOT) to refine and narrow down search results when using search
engines or job boards. This helps you find candidates with specific skills and experience

How do you assess a candidate's qualifications and fit for a role?

Assessing a candidate's qualifications and fit for a role is a critical part of the recruitment
process. Here are some key steps and methods to effectively evaluate candidates:

Review Resumes and Applications: Carefully review candidates' resumes and job
applications to assess their qualifications, relevant experience, education, skills, and
accomplishments. Look for alignment between their background and the job requirements.

Phone or Video Screening: Conduct initial phone or video screenings to gather more
information about candidates and assess their communication skills, attitude, and general fit
for the role. Ask questions about their experience, motivation, and specific skills relevant to
the position.

In-person or Virtual Interviews: Schedule in-person or virtual interviews with shortlisted

candidates to delve deeper into their qualifications and suitability. Prepare a structured
interview guide with a mix of behavioral, situational, and technical questions. Assess their
competency, cultural fit, problem-solving skills, and alignment with company values.

Behavioral Assessments: Use behavioral assessments or personality tests to gain insights

into a candidate's behavior, work style, and preferences. These assessments can help assess
their compatibility with the job requirements and the team dynamics.
Technical or Skill Assessments: Administer technical assessments or skill-based tests to
evaluate a candidate's proficiency in specific areas relevant to the role. This can involve
coding tests, case studies, presentations, or simulations, depending on the position's
requirements.

Reference Checks: Contact provided references to gather feedback on the candidate's past
performance, work ethic, and interpersonal skills. Ask detailed questions about their
strengths, areas for improvement, and overall suitability for the role.

Cultural Fit Evaluation: Assess a candidate's alignment with the company culture, values,
and team dynamics. Consider their communication style, collaboration skills, and ability to
adapt to the organizational environment. This can be evaluated through behavioral
questions, cultural fit interviews, or team-based assessments.

Panel or Team Interviews: Involve multiple interviewers, including hiring managers, team
members, and stakeholders, in the interview process. This allows for diverse perspectives
and a comprehensive evaluation of the candidate's fit within the team and organization.

Candidate Presentations or Projects: Request candidates to prepare and deliver

presentations or work on sample projects related to the role. This provides an opportunity
to assess their communication, problem-solving, and presentation skills in a real-world
context.

Candidate Feedback and Evaluation: Maintain consistent evaluation criteria for all
candidates to ensure fairness. Document interview feedback and ratings based on
predefined competencies and job requirements. Compare and analyze candidates'
strengths, weaknesses, and overall fit for the role.

Remember, it's crucial to maintain a fair and unbiased evaluation process. Use a
combination of objective criteria, structured interviews, and diverse evaluation methods to
make informed decisions about a candidate's qualifications and fit for the role.
 What strategies do you use to build and maintain a strong candidate pipeline?

2. How do you handle high-volume recruitment or multiple open positions

simultaneously?
3. Have you ever had to deal with a difficult or hard-to-fill position? How did you
approach it?
4. How do you stay updated on the latest recruiting trends and best practices?
5. How do you build relationships and effectively communicate with hiring managers
and candidates?
6. Have you ever faced challenges with diversity and inclusion in the recruitment
process? How did you address them?
7. How do you handle confidential or sensitive information during the recruitment
process?
8. Can you share an example of a successful candidate placement or a particularly
impactful hiring project you've worked on?
9. How do you ensure a positive candidate experience throughout the recruitment
process?
10. How do you measure the success of your recruiting efforts? What metrics do you
track?
11. How do you handle negotiations and making job offers to candidates?

These questions aim to assess your knowledge, skills, and experience as a recruiter.
It's important to prepare thoughtful responses that showcase your expertise and
provide concrete examples from your past experiences. Additionally, be prepared to
ask questions of your own to demonstrate your interest and engagement in the
recruiting role and the company you are interviewing with.

Can you describe your experience with using applicant tracking systems (ATS) or other
recruitment software?

Workday is a well-known cloud-based enterprise resource planning (ERP) software provider

that offers a comprehensive suite of HR and talent management solutions, including
Workday Recruiting. Workday Recruiting is designed to streamline and automate the
recruitment process, offering features such as job requisition management, candidate
sourcing, applicant tracking, interview management, and onboarding.
Here are some potential pros and cons of using Workday Recruiting, based on general
feedback and common observations:

Pros:

Integration: Workday Recruiting seamlessly integrates with other modules in the Workday
suite, such as HR, payroll, and onboarding, providing a unified platform for managing the
employee lifecycle.

User-friendly interface: The system offers a modern and intuitive user interface, making it
relatively easy for recruiters, hiring managers, and candidates to navigate and interact with
the platform.

Collaboration and communication: Workday Recruiting facilitates collaboration and

communication among recruiters, hiring managers, and interviewers, allowing for efficient
coordination throughout the hiring process.

Reporting and analytics: The tool provides robust reporting and analytics capabilities,
enabling users to track and analyze recruitment metrics, such as time-to-fill, source
effectiveness, and diversity statistics.

Mobile accessibility: Workday Recruiting offers mobile apps, allowing recruiters and hiring
managers to access the system and perform tasks on the go.

Cons:

Complexity: Some users find the initial setup and configuration of Workday Recruiting to be
complex and time-consuming. It may require dedicated training and expertise to fully
leverage the system's capabilities.

Customization limitations: While Workday Recruiting provides a range of standard features,

customization options may be limited compared to other specialized recruiting tools.
Organizations with unique or complex recruitment workflows may find certain aspects
challenging to tailor to their specific needs.

Candidate experience: While Workday Recruiting offers candidate self-service capabilities,

some users have reported that the candidate experience can be improved in terms of
usability and engagement.

Price: Workday Recruiting is generally considered a high-end enterprise solution, which may
make it less accessible for small to mid-sized businesses with limited budgets.
It's important to note that user experiences and opinions can vary based on individual
needs, preferences, and specific implementation of the tool within an organization. Before
adopting any recruiting tool, it's advisable to thoroughly evaluate and assess how well it
aligns with your organization's requirements and workflows. Additionally, consider
conducting a trial or demo of Workday Recruiting to gain firsthand experience and gather
feedback from your recruiting team.