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Post an openingWarm-up
- Tell me about a talent-attraction strategy you designed from scratch.
- Which attraction channel has given you the best results and why?
Process and technique
- How do you build a talent pipeline for a role you know will open in 6 months?
- Which funnel metrics do you review each week, and what decision do you take on each?
- How do you work with Marketing on employer-brand content?
- Describe how you measure the return on attending a job fair.
Behaviour
- Tell me about a time a hiring manager did not trust your strategy. How did you resolve it?
- How do you handle urgent, surgical pressure against a long-term strategy?
Case study
- The business is going to triple hiring next year. How do you prepare the pipeline 6 months ahead?
- The employer brand is weak and offer-acceptance rates are low. Where do you start?
A question that actually screens candidates
Your role has been open 60 days with 40 applications and none pass the screen. What do you check first: the role, the channel or the screen? How would you confirm it?
What you want to hear: Proposes diagnosing with data (where applicants come from, at which stage they drop) and reviews the intake with the hiring manager before switching channel.
What rules them out: Raises ad budget or lowers the bar without diagnosing.
Example scorecard
| Criterion | 1 (weak) | 3 (meets) | 5 (strong) |
|---|---|---|---|
| Multichannel sourcing | One channel | Several channels | Picks the channel by cost and quality |
| Process data | No metrics | Tracks times and sources | Optimizes with data |
| Intake with hiring manager | Takes the request as is | Clarifies requirements | Redefines the profile with evidence |
| Employer brand | Ignores it | Polishes the job post | Designs the value proposition |
Score each criterion from 1 to 5 right after the interview, before comparing notes with the rest of the team.
Salary reference: published averages run from $13,158 to $27,000 a month in Mexico (checked Sep 20, 2026). See sources and ranges.
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Feature: AI Candidate Brief (generates the interview guide) →Job description: Talent Acquisition Specialist →