Top 3 Recruiter Interview Questions
At this point, you likely have a good idea about what it takes to create a winning strategy. So, that means we can move onto the recruiter interview questions and example answers.
These samples are designed to help you see how you can put the approach above to work. It lets you see the tips in action, giving you a framework for creating your own outstanding responses.
So, with that in mind, heres a look at the top three recruiter interview questions and example answers.
Learn The Interviewers Name And Use It
Im horrible at remembering names. I always have been. So if I can do this, you can too
When you hear someones name, repeat it to yourself in your head once or twice IMMEDIATELY after you shake hands. This helps you remember it.
Most of the time, if you forget someones name, its because you never really got it. Immediately after you heard it, you forgot. So this is how to remember.
Then, use it in the conversation within the first 5-10 minutes of the interview. Now youll never forget it.
Theres another benefit to this too using someones name helps you build a bond with them and build trust. Studies have shown you seem more confident, competent and impressive when you say someones name when talking to them.
Go talk to the CEO in your company, and I bet theyll use your name in the conversation. Leaders do this. Successful people do this.
This is a very under-rated tip for interview success that anyone can do. It just takes effort.
You will build a stronger bond/rapport with the interviewer if you do this, and theyll be more likely to remember you favorably and hire you.
Tell Me What You Liked Best And Least About Working At Abc
This helps you find what their passionate about, proudest of, what challenges them, and what theyll complain about. Loved caring for people is a great fit for that home health worker. Hated dealing with the public not a good fit for your retail spot.
Even if theyre not working in their field of choice, every candidate should be able to tell you something they do that makes them proud.
What their answers mean:
- Liked new challenges: open for growth
- It was so easy: may be an underachiever
- Loved the paycheck: red flag
- Like the job/people/company, but its not my passion: not a bad worst thing. Many candidates have jobs for which theyre overqualified in a challenging economy. The fact that they havent given up on their goals is commendable.
- No opportunity to grow: good sign if youre looking for someone who will develop on the job. However, if youre tired of the revolving door that filling this particular spot has become, this candidate might not be a good fit.
- Frustration with the company: ask for details. If theyre unable to provide the service or work they hope due to management/budget constraints, the candidate may be someone who takes pride in their work. If theres no good reason for their frustration, they might be difficult to please.
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Is There Anything I Have Said That Makes You Doubt I Would Be A Great Fit For This Position
Asking this question at the end of an interview can feel terrifying. After all, you are asking whether there is any reason why the hiring manager wouldn’t want to extend you an offer. However, if you have the courage to ask this, you stand to gain a better sense of the next steps in the hiring process and an opportunity to address any reservations that the hiring manager might have about your candidacy while you still have his or her attention.
Having considered some of the questions that can put you in the best light and close the interview on a high note, here is a short list of questions that you should never ask in an interview.
If Theyre Not Currently Employed I Ask: Why Did You Leave Your Last Role
Finding out why someone left their last role tells a lot about the persons work performance and expectations. Red flags can already begin to emerge during this conversation, and it may help lead to more probing questions.
For example, if a candidate is looking for growth opportunities but hasnt sought project work or an increased workload in his or her current role, it may signal an unwillingness to work for a promotion while still expecting it.
Michele Anderson, 2+ years of recruiting experience, Twitter: Kingwood, Texas
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Questions To Ask A Recruiter
Now, what you can ask recruiters:
Could you please tell me more about the job?
The recruiter can provide more information than what you may have already gained from a job posting, network connection, or website, so let them share everything they know with you. As soon as youve established some basics, dig deeper into the specific job. Youll gain insight into daily life and company values, which can be critical when youre considering whether you should pursue the opportunity. Its good when candidates ask relevant questions about the inner workings of the job, not just information they can find online.
- Which projects will I work on once I begin?
- What will I accomplish in six months if I succeed?
- What kind of people will I work with in this role?
- Are employees satisfied with the company culture?
- Why is the position open?
- What about the growth perspective of your company?
- Can you describe the role in more detail?
Identifying the kind of job, such as full-time, part-time, freelance, employee, temporary, etc. will be important. A recruiter may not emphasize that its a temporary position that could become permanent, etc.
- What caused the last person to leave this job?
- Do you have a newly created role?
- Did your predecessor get promoted?
- Did anyone get fired?
- What is the duration of the job opening?
- A recruiters response can raise a red flag.
Perhaps you will have to deal with an especially stingy or indecisive hiring manager.
What are the most crucial skills?
Question #: What Did You Do When A Qualified Candidate Rejected Your Job Offer
How to answer: Occasionally, a candidate will reject a recruiter’s job offer. Answer that you contacted the candidate to find out why they rejected the job offer. If the rejection had a valid reason say the salary was too low make it clear that you went to your hiring manager to help negotiate the salary the candidate was asking for.
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How Do You Develop And Strengthen Relationships With Job Candidates
Building and nurturing relationships is a key component in the career of a recruiter. This question lets you know how and why a candidate uses communication to develop relationships. What to look for in an answer:
- Communication skills
- Ability to connect
In knowing how unnerving navigating a job search can be for a candidate, I make it a point to be available whenever possible. Deliberately ignoring a phone call or making a candidate wait unnecessarily prolongs the hiring process, creates a relationship gap between the recruiter and candidate and decreases the candidates confidence. When I connect with a candidate, I listen carefully, respond attentively and remain positive, even if I find myself delivering a rejection phone call, a call no recruiter enjoys making.
What Are Your Career Goals
What their answers mean:
- Plan to run the place in two years: ambitious
- No real plan: this is actually pretty common. Most people take a job and hope to get promoted up the ladder for good performance until they retire. For some jobs, thats just fine for others, not so much.
- Retire at 35 to travel the world: might have an optimistic sense of work/life balance its up to you whether or not to burst their bubble
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General Human Resources Interview Questions
Any experienced HR professional can claim a background and competency in implementing the core HR responsibilities such as day-to-day employee relations, personnel transactions, and recruiting employees. Ask this type of question to get at your candidate’s core HR skills.
- Describe the HR functions that were under your leadership and control in your most recent HR job.
- What are your favorite components of the overall HR role? What do you enjoy doing the most?
- Where did you find yourself investing the most time in your most recent HR role?
- What would you list as HR’s most significant contributions in your most recent HR department?
- Describe your experience managing and maintaining a Human Resources Information System ?
What Types Of Interview Questions Should I Expect
A recruiter can often provide you with specific examples of the questions that the interviewer will ask. This can be helpful as you prepare to meet with the hiring manager. Some recruiters will even offer to set up a practice interview with you. This opportunity provides a unique chance to hone your overall interview skills while also preparing for the meeting in question.
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How Long Have You Worked For/with The Company What About This Specific Hiring Manager
Gauging the relationship between the recruiter, the company, and the hiring manager is a wise move.
If the recruiter is new to the company or hasnt worked with the hiring manager previously, they may only have a surface-level understanding of the position. But, if they have a long relationship with the employer and hiring manager, they probably have detailed knowledge.
Now, this doesnt mean that a shorter relationship is a problem. It simply lets you know that the recruiter might not have all of the answers.
Are You Going To Check My References Do You Do Background Checks
Its part of the hiring process to check your references, normally towards the final stages of your interview. If the recruiters have requested the referees contacts from you, its safe to assume they will check them. You can focus more on finding the right referee and request a reference letter from them.
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If You Could Go Back And Advise Your 18
This isn’t just a fun, what if, question. This question is designed to elicit what struggles the candidate has had in her career and, more importantly, how she’s overcome them. You should ask follow up questions depending on her answers.
So, if she says, I would tell myself not to major in political science, but to study business instead, you would follow up with, How have you gained the necessary business knowledge? On-the-job learning is often more thorough and more appropriate than any college course.
Note the difference between, I would tell me to do X, followed up with how she gained that knowledge anyway, with I would tell me to do X, followed up with how much better her life would be if she had learned X. The first is a self-starter, problem solver. The second puts her fate in the hands of other people.
What Motivates You To Recruit High
Understanding what motivates a candidate can help you gauge how passionate they are about recruiting and whether their values align with your company’s goals. This can also help you understand how you might encourage them to continuously improve on their skill set. What to look for in a successful answer:
Interest in recruiting
Ability to connect with others
Previous recruitment experience
Example:”Being able to hire candidates to fill positions they can excel in motivates me because everyone benefits. I enjoy meeting new people and learning about each candidate’s career goals, especially when they align with the company I am recruiting for. When I can offer a qualified candidate their dream job, it makes me feel like I’m helping them advance in their career and helping improve the company’s workforce.”
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Tell Me About A Time In Your Previous Work Experience Where You Kept On Task Despite Having Multiple Parallel Objectives That May Not All Get Done On Time
Employers like passionate workers who can keep up with immense workloads. Answering this question with care can show that you’re enthusiastic and ready for the job. Interviewers want to know if you can handle situations that require multitasking and coordination, all while under pressure.
Example:”After college, I worked for multiple companies doing remote freelance work. Some of these companies were in different timezones, and at one point I worked remotely for five different companies at once. Work in every company was in a state of flux rather than constant, so there were times when I was overloaded with work and had to prioritize some tasks over others. I learned how to efficiently get tasks done in an order that would get everything done on time, and how to assess which objectives needed attention, and in what order. During times where my work was lighter, I would work ahead in other areas to try and ensure that I wouldn’t get overwhelmed in the future if another high workflow situation came up.”
How Would You Introduce Our Company To A Candidate To Generate Interest
Talented recruiters understand what appeals to potential candidates and how to get them to apply for jobs. Asking this question can help you assess a candidate’s creativity and determine how much they know about your company. What to look for in a successful answer:
Ability to connect with potential candidates
Knowledge of your company
Example:”Media 500 is a rapidly growing agency that partners with companies around the globe to develop effective marketing solutions. With over $100 million in net profits last year, we’re poised to open a third satellite office to help us continue expanding to new markets. To successfully launch our new location while maintaining excellent customer service, we’re looking for a global marketing coordinator with your skills and qualifications.”
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What Opportunities Will I Have To Learn And Grow
Does the company offer formal or informal mentoring and coaching to boost your career potential? Does it invest in continued education or professional training to advance your career? Great companies want to hire people who are dedicated to personal and professional growth. Show your hiring manager that continued development is essential in the job market and is important to you.
How Do You Stay Informed About New Trends Or Changes In The Recruiting Industry
Candidates who stay up to date with the latest trends and changes in recruitment can quickly adapt their strategies to appeal to more job applicants. Asking this question can help you determine how passionate a candidate is about working in the recruiting industry and whether they can help you advance your recruitment process. What to look for in a successful answer:
Examples of reputable news sources
Desire to continue learning
Passion for recruitment
Example:”As a recruiter, I strive to stay up to date on all the latest trends in the industry by attending quarterly summits and networking with other recruitment professionals. I also subscribe to several email newsletters that I read each week to make sure I’m aware of any upcoming changes. This helps me adapt my strategies to fit the demand of job seekers and recruit top talent for my clients.”
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How To Pass A Job Interview Successfully
An interview is one of the most important stages of selection for a job or internship. At the interview, both candidates and interviewer identify mutual interest and get answers to questions. During the interview, the employer assesses your qualifications, level of motivation, and whether you understand what you want to get from this position. Considering interviews in terms of benefits for the candidate, then they give you the opportunity to evaluate the company, its concordance with your expectations and goals. Moreover, an interview is always a great opportunity to improve the skill of self-presentation, which is extremely important in the modern world.
To pass the interview, you need to prepare for it well, so that there are as few unexpected questions from the recruiter as possible. Our tips will help you with that.
If there are no questions left to the recruiter by the end of the conversation, then you can say that during the meeting you have already received answers to all your questions, and thank him for the meeting. For candidate it is better not to initiate the question about wage. If the recruiter did not ask you about this, it means that he already has this information, or he intends to clarify this at the next stages of selection
STEP 9: The power of gestures
Crossed arms can appear defensive and off-putting. Try to be focused and confident, which will immediately have a positive impact on your interviewer.
Do Your Research On The Industry
Whether you are applying to be an HR recruiter, IT recruiter, or a recruiter for other industries, you should know what your position expects of you.
Read up on hiring trends and common requirements for the industry you wish to be a part of.
More specifically, do some in-depth research into the company interviewing you.
If you know how they operate, you will be able to make references to them while answering.
This makes you seem like a more competent candidate.
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Situational Interview Questions For Recruiters
Situational interview questions are probably the most important interview questions to ask when hiring a recruiter.
Recruiters are familiar with the interview process and they might have some prepared answers to the most common interview questions. Asking them situational interview questions will give you a chance to test their creativity skills and problem-solving abilities.
- Can you tell us what you expect your duties in this position will be?
- What would you do if you were asked to complete a task youve never done before?
- How would you introduce our company to a candidate?
- What would you do if your friend is one of the candidates youre interviewing?
- What would you do if you made a mistake no one else noticed?
- How would you handle receiving criticism from a superior?
- What would you do if you were unsatisfied by an aspect of your job?