Adecco Group

1. Application and resume screening

Candidates typically apply through Jobaaj or the Adecco careers page, and internal recruiters shortlist profiles based on relevant staffing, HR, or client-facing experience. Referrals from existing employees are also common for recruitment and account roles.

2. Recruiter screening call

A talent acquisition specialist typically conducts a short call to assess communication skills, career goals, and fit with recruitment or account management roles. This call also confirms current compensation and location preferences.

3. Functional or hiring manager interview

A team lead or manager evaluates domain knowledge such as sourcing techniques, client servicing, or operations, often through scenario-based questions drawn from real staffing mandates the team has handled.

4. Client or role-play round (select roles)

For recruitment or account roles, candidates may be asked to role-play a client call or candidate pitch to test relationship-building and persuasion, along with the ability to think on their feet.

5. Managerial or leadership round

A senior manager assesses ownership, target orientation, and alignment with Adecco's service-driven culture, and may probe how the candidate has handled pressure to meet placement or revenue targets in the past.

6. HR interview and offer

The final round covers compensation, location, and joining timelines, followed by an offer letter and onboarding, with HR also explaining benefits and career progression paths within the organisation.

Adecco Group's interview process typically has three to four rounds for most recruitment, operations, and account management roles, with an additional client-facing round for senior or key-account positions.

Round 1: Recruiter screening call

A talent acquisition specialist conducts a 15-20 minute call to review background, communication skills, and interest in staffing or HR services. The call also gauges familiarity with recruitment tools and applicant tracking systems.

• Walkthrough of past client-facing or recruitment experience
• Comfort with target-driven, high-volume work
• Reason for wanting to move into or within staffing

Round 2: Functional interview

A hiring manager tests domain knowledge over a 30-40 minute discussion relevant to recruitment, account management, or operations, focusing on how the candidate has handled real hiring mandates and stakeholder pressure.

• Sourcing and screening candidates for a client requirement
• Managing a demanding or delayed client mandate
• Prioritising multiple open requisitions at once

Round 3: Client role-play or case exercise

For client-facing roles, a short role-play tests how candidates would handle a client briefing or escalation, with evaluators looking for clarity, confidence, and a consultative rather than purely transactional approach.

• Pitching a staffing solution to a new client
• Handling a candidate who backs out after offer
• Negotiating fees or terms with a cost-conscious client

Round 4: HR interview

The final round covers compensation, location, and joining formalities, typically lasting 20-30 minutes, and may also cover expectations around travel or hybrid working arrangements.

• Salary expectations and current notice period
• Willingness to travel across client locations
• Understanding of Adecco's benefits and incentive structure