Interview Questions for Recruiter
Description
When looking at the best interview questions for hiring a recruiter, you’ll need to focus on competency and situational questions. Reviewing how they handled past situations will give you enough data points to make the right hire.
1. 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.
“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 candidate’s 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.”
2. What attracted you to the recruiting profession?
This question sheds light on what drives a candidate to succeed as a recruiter and how their motivations can positively impact the role.I n college, I interned at Company XYZ. I was fortunate enough to interact with a positive, motivated group who was proud of their work. I realized the impact that truly enjoying a career and workplace has on a person’s life. I’ve always been successful at encouraging and helping others, and I knew the perfect way to combine my passion for service and the belief that a person should find value in their career was to become a recruiter.
3. What types of data do you use to measure success and how have you used that information to help you?
Leveraging metrics and data helps measure how current methods are helping – or hurting – a candidate’s recruiting efforts. Determining if a candidate utilizes data lets you know how serious they are about increasing efficiencies and generating success as a recruiter.
“Utilizing metrics, like time to fill and time to hire, has greatly increased my efficiencies as a recruiter. At a previous company, I encouraged the recruiting department to increase the frequency in which they measured metrics, from annually to quarterly. In analyzing results, I discovered that 40% of the hiring process was spent in the hiring manager review stage. I initiated candidate outreach automation to collect candidate availability and their level of interest to help guide the hiring manager through the process.”
4. How do you treat candidates who don’t get the job?
Recruiters are often incentivized based on how many reqs they close and the time in which they close them. As a result, some short-sighted recruiters often forgo providing a great candidate experience to the candidates they reject, focusing solely on the people who are left.
5. What are your long-range goals?
It is exactly what you don’t want to hear here. This is a great way to gage their potential for long term retention. A candidate who sets goals for themselves and has a plan, is a candidate who will be here for the long haul.
6. How do you measure quality of hire?
This is a classic “there’s no right answer” question — because the top minds in the industry have no right answer yet. In fact, talent leaders agree that defining and accurately measuring quality of hire is one of their biggest challenges, with no one clear solution out there yet.
Their answer should provide insight into both their thought process and their commitment to taking on the industry’s biggest challenges. Who knows, maybe they’ll be able to solve it after all.
7. Tell me about a time when a top candidate rejected a job offer. What did you learn from the situation?
Every recruiter has a “one that got away” story. But rather than brooding over it, the best recruiters try to figure out why the candidate rejected the offer and what they can do differently next time.
Maybe the candidate had doubts about the job that the recruiter didn’t pick up on until it was too late. Maybe they felt the culture wasn’t a perfect fit for them. Or maybe they simply got a better offer elsewhere. Armed with this knowledge, the recruiter can then approach the offer stage more strategically next time.
8. What makes you different?
There should be no hesitation. You have given the candidate an invitation to bullet point their strengths. Are they ready to highlight what sets them apapart? If they’re not, there’s really no excuse for it. Self-starter, hard worker, and works well with others are typical answers and are to be expected, but hopefully you’ll hear something a little more with this answer. When you do, take that opportunity to dig even deeper.
9. Tell us what led you to this industry?
Did they stumble into this position, or is it a passion of theirs? You can tell a difference in the work of somone who genuinely enjoys what they do, vs someone who may be in it for a paycheck. Pay attention to their delivery. Do they sound excited about the journey they’ve been on, or is there a passive attitude when speaking about their path?
10. What Is Your Management Style?
If you are hiring an employee to manage staff, it’s always good to know what they think of as good management. Again, you won’t find a general right answer but there probably is a right answer for the position that is open.
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