Recruiter Interview Preparation Guide
Prepare comprehensively for your Recruiter interview with our extensive list of 35 questions. These questions will test your expertise and readiness for any Recruiter interview scenario. Ideal for candidates of all levels, this collection is a must-have for your study plan. Download the free PDF now to get all 35 questions and ensure youre well-prepared for your Recruiter interview. This resource is perfect for in-depth preparation and boosting your confidence.35 Recruiter Questions and Answers:
1 :: Tell us how do you know if a candidate is the right fit for a specific position?
As a recruiter, your primary role is to find new, qualified applicants. The interviewer wants to see if you do this successfully.
"Finding the right fit stems from knowing exactly what the position entails, the applicant’s strengths and what characteristics the ideal candidate would possess. Once you have a concrete understanding of those things, finding the right person for the job comes naturally. "
"Finding the right fit stems from knowing exactly what the position entails, the applicant’s strengths and what characteristics the ideal candidate would possess. Once you have a concrete understanding of those things, finding the right person for the job comes naturally. "
2 :: Tell us do you have leadership skills/experience as Recruiter?
This is one of the more concrete questions in a recruiting interview, which means answering it should be a little more straightforward. This is the time to talk about any clubs or teams you’ve started or belonged to. Specific experience works, too.
Talk about a time when you took the reins on a group project or organized others to accomplish something. Leadership means different things in different settings, so think about your own experiences and how it applies.
Talk about a time when you took the reins on a group project or organized others to accomplish something. Leadership means different things in different settings, so think about your own experiences and how it applies.
3 :: Tell us what did you like most about (a job on their resume)? What did you like least about this job?
Answers to these questions are very telling about candidates’ motivation, personality and potential cultural fit. If the job they least liked has similar qualities as the job they’re being interviewed for, then they’re probably not going to be a good fit and likely won’t stick around for long.
4 :: Suppose if they’re 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 person’s 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 hasn’t 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.
For example, if a candidate is looking for growth opportunities but hasn’t 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.
5 :: Tell us what publications do you read to stay atop the recruiting industry?
Recruiting is an ever-changing industry that requires constant adoption. Top recruiters can adapt to those changes because they spend time each day staying informed about the industry they work in.
It doesn’t matter so much what publications a recruiter reads, so long as they read something. A good follow-up question here is to ask the candidate about some specific developments in the industry they are currently interested in, to both ensure they actually are reading something and to hear their perspectives on innovative new recruiting concepts.
It doesn’t matter so much what publications a recruiter reads, so long as they read something. A good follow-up question here is to ask the candidate about some specific developments in the industry they are currently interested in, to both ensure they actually are reading something and to hear their perspectives on innovative new recruiting concepts.
6 :: Tell us why are you leaving (did you leave) ABC?
☛ Laid off, company is moving or closing: easy to verify, typically has nothing to do with performance.
☛ More money may be a legitimate reason for leaving: ask why they’re ready for a bump up the pay scale
☛ Taken on a lot more responsibility but haven’t been compensated: a fair reason to leave
☛ Their rent went up: might want to rethink this candidate
☛ Looking for a new opportunity: might mean they’re stuck in a dead-end job in a dead-end company and they’re looking for more challenges. Or it might mean they don’t get along with others and they want out. Ask for more specifics.
☛ Management differences: could mean they work for a horrible boss (we’ve all had them) or they are being pressured to leave because of poor performance/attitude. Press for specific details.
☛ Time for a change: the catchphrase of job-jumpers. If they can’t give a legitimate reason, you might be re-filling that spot in a year when malaise sets in for them at your company.
☛ Employer bad-mouthing: Yes, there are horrid bosses out there that great employees needn’t tolerate. But there are ways to articulate the need to work for a quality company with a respectful management staff professionally. If they can’t, you may be looking at the newest constant complainer at your company.
☛ More money may be a legitimate reason for leaving: ask why they’re ready for a bump up the pay scale
☛ Taken on a lot more responsibility but haven’t been compensated: a fair reason to leave
☛ Their rent went up: might want to rethink this candidate
☛ Looking for a new opportunity: might mean they’re stuck in a dead-end job in a dead-end company and they’re looking for more challenges. Or it might mean they don’t get along with others and they want out. Ask for more specifics.
☛ Management differences: could mean they work for a horrible boss (we’ve all had them) or they are being pressured to leave because of poor performance/attitude. Press for specific details.
☛ Time for a change: the catchphrase of job-jumpers. If they can’t give a legitimate reason, you might be re-filling that spot in a year when malaise sets in for them at your company.
☛ Employer bad-mouthing: Yes, there are horrid bosses out there that great employees needn’t tolerate. But there are ways to articulate the need to work for a quality company with a respectful management staff professionally. If they can’t, you may be looking at the newest constant complainer at your company.
7 :: Tell us what kind of criticism have you been given by your managers in previous positions? How appropriate is that feedback?
The criticism I received in one of my previous positions was to not overextend myself. The feedback was fitting because I had the tendency to offer a helping hand to anyone in need. I have learned that you can't be everything for everybody. I was glad to receive this criticism early on so that the quality of my work didn't suffer due to spreading myself too thin. I think with all criticism it's important to assess the accuracy and see how you can learn and grow from it moving forward.
8 :: What are your strengths as Recruiter?
This question, while standard to most every interview, actually has a few specific right answers when it comes to recruiting.
According to Weickgenannt, there are many questions hiring managers are looking to answer. “Are you money-motivated? Do you thrive in a fast-paced environment? Can you multitask?” This question gives you an opportunity to show that you are all of those things—and more, she says.
Emphasize your ability to multitask even in a hectic setting. Talk about how you build relationships and are a quick learner. And don’t just say what you are, show them. Speak eloquently and confidently to prove to the recruiter that these are among your many, many strengths.
According to Weickgenannt, there are many questions hiring managers are looking to answer. “Are you money-motivated? Do you thrive in a fast-paced environment? Can you multitask?” This question gives you an opportunity to show that you are all of those things—and more, she says.
Emphasize your ability to multitask even in a hectic setting. Talk about how you build relationships and are a quick learner. And don’t just say what you are, show them. Speak eloquently and confidently to prove to the recruiter that these are among your many, many strengths.
9 :: Can you explain me about a time when you had to use your interpersonal skills to build a network of contacts to reach goals?
I’m looking for candidates to describe how they’ve done this in the past and how building a network helped them be successful. I’m also looking for creative or unique ways they’ve thought outside the box in order to get introduced to new contacts or reach their goals.
How they answer this question allows me to understand their communication skills, as well as their ability to build rapport and long-term relationships with others.
How they answer this question allows me to understand their communication skills, as well as their ability to build rapport and long-term relationships with others.
10 :: Explain me what steps or techniques do you take to ensure you meet the commitments of your role?
Candidates’ answers tell a lot about their follow-through on commitments and dedication to their jobs. Look for specifics in their responses.
Dedicated, committed employees will be able to speak to their efforts to ensure they do a good job in their roles. They will speak to prioritizing tasks and managing their time.
Dedicated, committed employees will be able to speak to their efforts to ensure they do a good job in their roles. They will speak to prioritizing tasks and managing their time.