Recruitment Consultant Interview Preparation Guide

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Dynamic Actions are automatically triggered by the system when it meets certain actions. E.g. If you enter number of Child as 2 in IT0002, the system atomically triggers the IT0021, subtypes Child to enter the details. Otherwise, it will not trigger the IT0021, if you did not mention any value in number of child in IT0002. Same like that we can configure Dynamic Actions depends on our need using the path IMG->PM->PA-> Customizing Procedure -> Dyn Action or by using Table T588Z.

The answer should be positive attitude towards your work, you want to work with your other teammates, help them in their work, and take help from them. That is the policy that should be there and that would give the company more profit .

This question may be phrased in different ways, so be prepared. Businesses are not interested in individuals that simply want a pay cheque – they want team members that will contribute in a positive way. It goes without saying that this is most easily achieved when candidates have a genuine interest in the work.

In preparation for a job interview, one should always conduct research on the company in advance. When this question comes up, it is a great opportunity to focus on a fact about the company that is of particular interest.

Use this fact as a reason for wanting to work with this company and be sure to detail any relevant experience, skills, and interests within the response. For individuals looking for trainee recruitment consultant positions or HR assistant roles, a healthy interest in the dynamics of the company would be considered an essential part of the hiring criteria anyway – so turn up prepared.

Today, checking references is a big part of the hiring process, but it is incredibly time-consuming. Many clients will want recruiters to do this legwork for them – but not all recruiting agencies provide this service. If the client doesn’t ask about this, it may be worth mentioning during the first conversation to gauge their expectations.

This question may be quite similar to one around biggest challenge or setback in that your answer should revolve around how you would overcome a challenge such as this next time. Proving that you are able to learn from mistakes and setbacks is a key part of professional development and no recruitment consultant would be where they are without having had to overcome adversity.

The important thing to remember is that the client is the one who foots the bill. You never want to demoralise an applicant, but you can’t waste the client’s time by sending them candidates you know you wouldn’t hire yourself. So this question is designed to determine whether you can diplomatically turn down an unsuitable candidate. There are several ways you can answer this question, but a solid backup is always, “We don’t have anything that’s a good fit right now, but we’ll hang on to your resume and give you a call as soon as something pops up.”

I will be satisfied until the time I am able to learn and contribute and my contribution's are recognized.

Work should give satisfaction to the people. If the person is satisfied with the work, he can perform more, it reflects in the growth of the organization as well as individuals.

Applicant Status denotes the Status of the Applicant, say Screening, On Process, on hold, Rejection and we have to define various reasons for each Status.

IT0022. It is useful to maintain the educational details of the employee.

This is a great question and allows hiring managers to get a feel for the talents, strengths, and skills a potential employee has. The response to this question tells the hiring manager what will make a candidate a great addition to the team, so a well-thought out answer is an absolute must.

Thrive under pressure? Then let them know. Brilliant problem solver? Include that. This is a chance to shine, but remember to have plenty of examples to back up the claims.

Because pricing is often based on whether or not a particular candidate gets hired, many clients will want to know if a new employee leaves the company shortly after they are brought on board. It is very important for a recruiter to have this policy laid out as clearly as possible upfront so that there is no question later on. Most recruiting agencies offer rebates for such situations, based on a sliding scale, depending on the length of employment.

Recruitment is a challenging career and one which ambitious people will do well. The interviewer wants to know that you take your carer seriously and have thought about where you want to go. They want to know that you are ambitious and ready to put in the hard work to take your career forward. They are likely looking for someone to come in and be in it for the long haul.

Some candidates think they’re much better qualified than they are. With this question, your interviewer is trying to find out how you’ve handled those candidates in the past. This is different from “what would you do?”, because it’s looking for specific examples of what you’ve done in the past.

This question is designed to draw out your understanding of the different factors that contribute to success. Your answer should demonstrate your ability to explain why it’s a bad idea to hire based on just one dimension…as well as your ability to do so diplomatically.

Day types used to determine the particular day is payment relevant or not.

☛ 0 - Work/Paid,
☛ 1 - Time Off/Paid,
☛ 2 - Time Off/Unpaid,
☛ 3 - Time Off/Special.

Company Code can contain any number of PA, but one PA must contain One Company Code. Because Co Code is the legal entity of the company, using which the FI people draw various statements like BS, PL account.

This may seem like a trick question to many job candidates, but it really tells the potential employer what sets this person apart from the rest. This question may be difficult to practise ahead of time, as often the response is best phrased based on the flow of the interview itself. Listen and learn throughout, then use that information to ask the interviewing manager what they are looking for and play to that response in a relevant and honest way.

Your interviewer wants to know that you’ve actually done the job and are able to handle any bumps in the road. You should be ready to talk about a less-than-ideal job that you were able to sell to a candidate by focusing on the (truthful!) positives.

The interviewer wants to know if you can transfer the things you’ve learned from being a recruiter to your position as a candidate. What recruiter competencies make you shine as a candidate? Conversely, what’s completely different about being a candidate instead of a recruiter? Any answer that illustrates a realistic understanding of the recruitment and hiring process should be fine. This question is just another way of making sure you know what you’re doing.

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Using the Tcode PA40.

While answering this question, try to keep yourself on both sides. For example, if the interviewer asks if you prefer to work alone or on a team, he may be trying to get you to say you are one way or the other. However, you do not have to play this game. The reality is that most jobs require us to work both independently and in teams. Your response to this question should show that you have been successful in both situations.

This is an opportunity to show that you understand what is going to be required of you and a chance to sell yourself. Identify the key characteristics that are needed to perform well, but more importantly, back this up with example of your competency in these areas.

ABKRS, VDSK1, PINCH.

We have to assign Position to Job. Because Job is General (E.g. Manager) and Position is Specific (Manager -Hr).