Q&A

The Courier-Mail - Career One - - News & Advice -

Melissa Wil­liams, tal­ent ac­qui­si­tion con­sul­tant, NAB

WHAT’S A TYP­I­CAL DAY?

It in­cludes writ­ing job ad­ver­tise­ments, screen­ing ap­pli­cants and prepar­ing short­lists for hir­ing man­agers to in­ter­view. I also pro­vide con­sul­ta­tion sup­port to hir­ing man­agers and ap­pli­cants from ini­tial ap­pli­ca­tion through to as­sess­ment and se­lec­tion. I have been re­cruit­ing for NAB for 12 years and have pro­gressed to now lead a team of na­tion­ally-based con­sul­tants.

WHAT ARE YOUR FO­CUS IN­TER­VIEW QUES­TIONS?

We ask ap­pli­cants be­havioural in­ter­view ques­tions to demon­strate their ap­ti­tude and tech­ni­cal skills in real-life sit­u­a­tions. We look for an­swers that show ap­ti­tude and pro­vide ex­am­ples of how the ap­pli­cant meets or ex­ceeds the job cri­te­ria. A per­son’s prob­lem-solv­ing abil­ity and be­ing dig­i­tally savvy are two key traits we look for when re­cruit­ing for many front­line roles in the busi­ness.

HOW DO YOU EN­SURE QUES­TIONS ARE FAIR?

At NAB we have in­tro­duced on­line re­cruit­ment which uses cog­ni­tive as­sess­ments and recorded in­ter­views to de­ter­mine a can­di­date’s suit­abil­ity for many en­try-level roles. This helps en­sure the re­cruit­ment process is trans­par­ent and not dis­crim­i­na­tory.

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