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Recruiter Interview Questions

This document provides sample interview questions for recruiting candidates. It begins by stating that the questions are meant to identify candidates that can provide thoughtful, experience-based responses and go beyond just work experience. It suggests screening for traits like tenacity and curiosity. The rest of the document provides examples of operational, situational, and behavioral questions to ask recruiting candidates regarding their sourcing methods, tools, difficult hires, interview approaches, hiring processes, referral programs, and challenges working with hiring managers. Employers are advised to modify the questions for their specific needs and environment.

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634 views2 pages

Recruiter Interview Questions

This document provides sample interview questions for recruiting candidates. It begins by stating that the questions are meant to identify candidates that can provide thoughtful, experience-based responses and go beyond just work experience. It suggests screening for traits like tenacity and curiosity. The rest of the document provides examples of operational, situational, and behavioral questions to ask recruiting candidates regarding their sourcing methods, tools, difficult hires, interview approaches, hiring processes, referral programs, and challenges working with hiring managers. Employers are advised to modify the questions for their specific needs and environment.

Uploaded by

Calvin
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Recruiter interview questions

This Recruiter interview profile brings together a snapshot of what to look for in candidates with a
balanced sample of suitable interview questions. Please modify and customize these questions for
the position for which you're hiring. Similar job titles include Corporate Recruiter, Executive
Recruiter, Recruitment Manager, Recruitment Director and Technical Recruiter.

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Recruiter Interview Questions


Consider these HR interview questions a starting point for hiring both agency and in-house
recruiters. We’ve written them for the sole purpose of helping you find the best person for the job.
You know as well as we do that your top candidates should not just be good on paper. You need a
candidate who can provide thoughtful responses informed by actual experience. These interview
questions for recruiters will highlight more than just work experience and technical skills. These can
be modified to IT Recruiter interview questions.

You want someone who is doing far more than just putting in the hours and who can ask relevant,
intelligent questions on the fly. In addition, you’re screening for specific traits ingrained into the
DNA of successful recruiters, such as tenacity and curiosity. Solid organization and communication
skills are also important in this line of work. Highlight these must-haves in your recruiter job
description.

For the best possible outcome, add your own recruiter interview questions tailored to your specific
environment. If you are primarily recruiting for roles in finance or technology, your candidate will
need to demonstrate knowledge of these fields. If your company does high-volume hiring (e.g.
roles in retail, restaurants, and call centers) you’ll want to ask behavioral interview questions get a
sense of how well they function in a fast-paced work environment, and how they stay organized
while managing large pools of applicants.

Operational and Situational questions

Describe your preferred mix of candidate sourcing methods. What has worked well for you?
What do you no longer do?
What was difficult about sourcing in companies you’ve previously worked for?
List and describe your favorite tools for tracking and following up with candidates.
Which jobs do you think are the hardest to fill and why? Steer clear of obvious answers,

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e.g. “developers.”
How do you approach interviews? What is your game plan? What are you trying to find out?
Talk about a hiring process from a previous company. What worked well? What didn’t work
well? What would you change?
Describe your experience with referral programs. How did rewards, technology, and
engagement contribute to the overall performance of the program? Is there anything that
you would change?
Here’s our current time to hire, cost per hire, and success rate. What could we do to
improve these? Where would you start?
Describe the common challenges of working with hiring managers.
What if you were asked to double the volume of your hires next year? What would you
change about your process? How would you maintain the quality of your hiring?

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