Hays Specialist Recruitment Ltd. Interview Questions & Answers

The initial telephone interview was very brief, and asked a standard set of questions: Why Recruitment? Why Hays? and so on.

A one-on-one interview was arranged for the next morning. This lasted about half an hour. Involved a more detailed look over my CV, alongside a short role play of a recruitment scenario.

Was invited to attend assessment centre the next day.

Nothing particularly hard; role play was most challenging as hadn't done that before.

Don't forget it's a sales role; in any role play/scenario you should get something positive out of it. Getting your candidate (in the scenario) an interview is ideal.

The assessment centre is the most challenging part by far. I would really recommend practicing some role-play or general recruitment phone calls with somebody if possible - don't get flustered by an objection which you should be able to overcome.

Arrived at Recruitment Centre in London at 8:30. There was about 17 people there. First exercise you were given a short period of time to either agree or disagree with a generic statement about business/recruitment. This was fairly tough, albeit only as I was first. Those at the end of the table had a good 8 minutes to prepare in contrast to my 30 seconds.

Secondly, the group split into two. One takes a tour around the office and talks to some current staff. Members of the other group are given a CV each of varying strength. Asked to rank them in order of quality, then perform an individual exercise trying to sell the candidate to the client. Remember to sell the interview and you'll be fine; be persistent! Groups then rotate around.

Thirdly, you are assigned a random recruitment scenario as you go to the front of the room for a role-play. You've got no time to prepare for this one. Just remember to get something positive out of it and you'll be fine; don't forget to use creative license.

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Lastly, we were told to write a job spec for a trainee recruitment consultant whilst they go out of the room to decide who is through to the final interviews. This task is essentially pointless as far as I can work, as if you're out it won't get looked at (and probably doesn't if you get through).

I was invited back for final interviews (same day). This involved 3 interviews with members of the sector in which I would be placed. Roughly, I'd say they were done to test 1) Motivation 2) Sales ability / How you'd fit in 3) Personality (although there was definitely crossover between all 3 people interviewing).

Didn't find the final interviews particularly challenging, as long as you're aware of your CV and past you should be ok.

I was told I'd hear back the following Monday although had nothing. Attempted to chase them up later in the week and couldn't get through to the internal recruiter. Sent an e-mail and arranged to speak the next day, although was busy again when I phoned. Asked for feedback via email finally although had nothing since.

I spoke to a member of human resources for this company on two occasions. Her approach was very conversational which allowed me to relax into the interview. I was asked about my intentions concerning a career within recruitment, and quizzed on my knowledge of the industry. The conversation lasted about 20mins, and concluded with a promise of a follow up phone interview. I believe this initial phone call was to discern how serious I was about the position. The second phone call was more specific and asked e where I would like to work, what skills I would bring to the job and what I would expect from the company.

I was asked 'what are the chief challenges to the recruitment industry today?'

Prepare answers to common questions for that industry. Try a web search asking what are the likely interview questions for a job in recruitment and you will find a great deal of information.

I did not attend an assessment centre

The interview which I had done with hays was about many different things. First of all I was asked my qualifications and outline all the relevant GCSE's and A Levels.

Then I was asked about my skills which I have achieved in so many years of studying whilst also doing some part time job. The skills which they really are searching for in a candidate for recruitment consultant is the drive to work really hard endlessly and putting in that extra effort to keep on learning.

I was also told that it's a very fast moving job as everyday we get to learn more. The main skills which I had outlined were team work, communication skills, motivational and great time management as reflected in my CV.

The most difficult questions was present to me to when I was compared to other candidates. The question was:

What makes you stand out better then other competitive candidates for this job ?

Practical advice to anyone for the interview would be to ensure that you have done enough background research on the company and have great communication skills reflecting in ur cv and in the interview.

Personal questions were asked.
Questions about the skills which I have gained.
Was given few scenarios and needed to provide answers on how to tackle them.

4 stage Interview processes

Stage 1 -Phone interview with internal recruiter, following the successful phone interview....

Stage 2 -I was invited to their London HQ for a face to face interview with their internal recruiter, we spoke about my CV, what I knew about recruitment and we did a role play.

Stage 3 -Assessment centre in Brighton, role plays again and we had to answer questions based on recruitment and the company.

Stage 4 -Face to face interview with the Regional Director at the office you will work from.

One question I found difficult as I can't really judge what the right answer is .. "Why Hays?"

Know what a recruiter does and for role plays ask good questions that will help. If you are selling candidate a service, ask questions before selling. Get them to tell you things and play off the things they tell you to sell.

Answer fact based questions about the company
Introduce yourself, describe your background, why recruitment and interesting facts about yourself.
Look at CV's and choose what candidate is best for a role and why.
Fake telephone call convincing a client to do business with you.