Sutherland Global Services HR Specialist Interview Questions and Answers

Q1. Recent achievements How to manage attrition
Ans. 
To manage attrition, focus on employee engagement, career development, and creating a positive work culture.
• Regularly conduct employee engagement surveys to identify areas of improvement

• Offer career development opportunities and training programs

• Create a positive work culture by promoting work-life balance and recognizing employee achievements

• Provide competitive compensation and benefits packages

• Maintain open communica...read more
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Q1. How to handle query HR Tools PMS Ratio and formulas
Ans. 
Handling queries on HR tools and PMS ratio and formulas
• Listen actively and understand the query

• Provide clear and concise explanations

• Offer additional resources or training if necessary
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Testing to ability

Q1. Explore the your work experience in previous company?
Ans. 
I have 5 years of experience as a Talent Acquisition Specialist in a Fortune 500 company.
• Led recruitment efforts for various departments, including IT, finance, and marketing.

• Implemented innovative sourcing strategies to attract top talent.

• Conducted interviews, negotiated offers, and onboarded new hires.

• Collaborated with hiring managers to understand their needs and provide tailored recruitment solutions.
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Q2. Explain the roles and responsibilities
Ans. 
Talent Acquisition Specialists are responsible for sourcing, attracting, and hiring top talent for an organization.
• Developing and implementing recruitment strategies

• Sourcing candidates through various channels such as job boards, social media, and networking events

• Screening resumes and conducting interviews

• Collaborating with hiring managers to understand staffing needs

• Negotiating job offers and managing the onboarding
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Q1. Introduction - about yourself
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Q1. Tell about your experience
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Q1. Roles and responsibilities
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Q2. Expected ctc as per cc
Ans. 
Expected CTC should be as per company policy and industry standards.
• Expected CTC should be based on the candidate's experience, skills, and the job role.

• Research industry standards and company policies to determine a reasonable expected CTC.

• Consider factors such as location, company size, and benefits package when determining expected CTC.
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The aptitude test was very good.The difficulty level is moderate .The question is based on computer science.Totally is good

Q1. What are you looking for change.
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Q2. Tell about your self.
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Q3. What are you strength and weekeness.
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Q4. What are you looking for change...
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Q5. What about your resume your gap.
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Q6. Tell about your resume your gap
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Q7. What are you looking for change.m
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Q8. What about you looking change.
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Q9. Tell me about your self.
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Q10. What are strength and weekeness..
Ans. 
Strengths: Strong communication skills, ability to multitask, and problem-solving skills. Weaknesses: Lack of experience in employee relations and limited knowledge of labor laws.
• Strengths: Strong communication skills

• Strengths: Ability to multitask

• Strengths: Problem-solving skills

• Weaknesses: Lack of experience in employee relations

• Weaknesses: Limited knowledge of labor laws
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