Behavioral Director Of Talent Interview Preparation Guide

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It helps me instantly find out if the applicant has done any research on the company and if they will take as much pride in their job as I do.

I have never had any problems with the management expertise of my boss and as already mentioned he/she is not the reason I'm looking for another job.

Never criticise your company...

With this question alone, I am able to discern what is most important to the candidate, what their hobbies and interests are, their communication skills, their sense (or lack of) humor, their presentation comfort level, their educational background, their grasp of what the position entails, and their work style.

I look for an unusual response with something fun, like a last-minute trip or driving to Atlantic City at 11 o'clock at night. Something that shows me the person has some personality to react positively in different (and crazy) situations that oftentimes occur in our line of work.

As a company they are fine but I do not think they can match my ambitions with the possible opportunities offered and now is a right time for me to move on.

Be positive...

You felt your career prospects and progression could go no further and you need a challenge where your potential can be exploited.

Never criticise your manager...

In the fast changing, chaotic, and volatile environment we operate under, everyone and every process should be adaptable. So please show us how you would adapt to this situation that may occur in this job (provide them with a possible major change that requires adaptivity in this job) by walking us through the steps of how you would adapt to it.

I wouldn’t say that we research candidates using social media because that can get very sticky. We use social media to present job opportunities. I’m searching LinkedIn and I see you might be qualified for a position, I’ll share a link to the job. But you have to be careful on how deeply you probe. Information you discover might be protected information.

Lumesse ETWeb is designed for organizations of any size, particularly those where specific HR processes take place and the organization is interested in adjusting its HR plans to suit the strategic and tactical plans of the organization.
The solution is available either in Hosting, operated from a secure data center, or On-Premises model.

This question gets people thinking and helps me see how someone reacts when caught off guard. The titles can be truly insightful, revealing struggles and challenges that they have faced and overcome.

To be completely effective in any company, the candidate needs to feel passionate about what they are doing. Employees that settle eventually cost a company far more lost revenue than the hour wasted on interviewing the wrong person.

I've listened very carefully to what you've told me about the position and on that basis I'm confident that I could do the job as well as, if not better than, the others you have seen.

Why you want the job...(listen carefully during the interview & note interesting pointers)

This breaks the ice, shows the ability to think on their feet and if they can enjoy working together. Whatever joke is told, it almost always leads to a story.

Rapid learning is essential in our fast moving company and industry. So please select an important subject matter area in this job where you will need to continuously be on the bleeding edge of knowledge. Then show us in some detail how you will initially learn and then maintain your expert status.

I enjoy recruitment because it allows me to play a front line role in picking out the team of people I work with. I think the people that you work with are really important when it comes to any job. That being said, I would like to continue working in this industry and eventually gain enough experience to become a human resources manager. The reason for this is that I really care about making a job experience the best possible scenario for all workers involved. That’s why I got involved in human resources in the first place.

Our answer to this question, naturally, refers to Lumesse ETWeb.
Lumesse has adopted the strictest security standards defined by ISO27002 and operates accordingly.
The system in the hosting model also operates according to the ISO27001 standard and is certified as such.
Lumesse management established an information security forum that convenes at least once every three months. The forum is responsible for all aspects of information security and includes the CTO, the Chief of Global Operations, the International HR Manager, and the Security Manager.
Lumesse conducts periodic risk assessments and inspections and uses evaluations by professional experts regarding potential security threats.
Based on these risk assessments, internal and external reviews, and “best practice” procedures in the field, Lumesse has developed an information security monitoring system that provides a solution for controlling the processes of prevention, detection, and correction.
In addition, every year there is an inspection carried out by an external company specializing in the field.

I have a good relationship with my boss; he/she is not the reason I'm looking to move.

The career prospects, job content, work environment, day-to-day duties, etc

An impressive and confident response shows that the candidate has prepared for the question, has done serious self-reflection and can admit responsibility and accept constructive criticism. Sincerely give an honest answer (but don't say too much), be confident in the fact that this weakness does not make you any less of a great candidate, and show that you are working on this weakness and tell me how

Our employees should be able to quickly identify problems in our existing processes, systems, or products. So please look over this outline of one of our processes and identify the top three areas or points where you predict that serious problems are likely to occur?

First, we have a few groups of hires. Nurses are a huge piece of our talent community. And then there are professionals like therapists and non-clinical professionals like marketing, finance, etc.

We get over 50,000 applications a year. It’s really hard to just put an application in and stand out, so there is definitely something to networking. However, we get a bulk of our people from college relationships and memberships. In health care, credentialing is very important. For non-clinical, you’re working next to PhDs and MDs. So it’s not only your education but your certifications and professional memberships.

When it comes to memberships, obviously I can’t just take your resume and give you a job. But if I keep running into this person at events and meetings, she’s going to be the first person I call. If I go to Drexel University and I’m part of alumni group or new students, we’re living, working, and playing together. This is how networking works for us and how we find many hires.

While there is really no right or wrong answer, I can often deduce the overall work style of a job candidate by their response. If they say they are a cautious, careful driver I tend to learn that they are a little gun shy when it comes to making decisions at work as it relates to their daily responsibilities. They often will need a secondary party before they can move forward. If they respond that they are fast or aggressive or they get where they need to when they need to and on time, I often deduce that the candidate has a more confident, determined approach.

Although there are numerous definitions, concepts, and methods associated with this term, our basic definition of talent management is: a leadership process that enables the organization to identify and manage the totality of skills and competencies that ensure business success.
There are two key concepts today regarding talent management.
The first focuses on the management of talent, that is, emphasis is placed on nurturing and developing employees with the highest potential for contribution to the organization.
The second focuses on the management of skills, that is, on creating an optimal match between the skills required for various jobs and the available pool of employee skills.

A successful employee development plan must address three issues: personal development, group development, and career development.
Personal development is based on the profile of the employee’s specific capabilities. The employee’s strengths and weaknesses are identified as part of the performance assessment process, and together with the employee a plan is tailored for him to close gaps and fill in missing skills. Such a plan is usually built from a “menu” of options that include coaching, courses, organizational experiences, mentoring etc.

Group development is intended to meet the common talent needs of a group, such as developing long-term strategic thinking, bringing about change, and more. There are organizations that send such employees for training, for example, to Harvard or INSEAD. Others stretch the process over an extended period of time, during which managers from other organizations visit and describe their experiences, and so on.

I would start by making the content for a page on the company website that reaches out by advertising our open positions. I would make sure the page gave clear details as to the requirements to apply for the position as well as a description of what would be involved in the job. I would extend the search by emailing potential sources of candidates, such as college professors who could reach out to students and alumni. I would show up at job fairs to talk to people in person and see who is interested. The interview questions would be focused on identifying which candidates are the most knowledgeable about this company’s industry, and also to identify their primary strengths and weaknesses.