Recruiter Interview Questions and Answers

To check the references of a candidate, I ask them to give me the details like the name and contact number of the manager or supervision of the last job. Sometimes candidates raise the question regarding the same, then I explain how important it is to check the references to make informed decisions. To begin the process, I send the resume of the candidate in question to the references and then call them to verify their history and behavior in the company. In this way, I collect some more information related to the candidate. In addition to that, I check for professional networking websites like LinkedIn to know more about the candidate and read the comments made by their colleagues.

Firstly, I analyze my performance by measuring the number of quality hiring done by me. Then to get feedback, I prepare a survey and send it to the older candidates who have worked with me. In the survey, my main concern would be to measure the satisfaction level of the candidates and clients. Feedback is important for any employee and I take my feedback very positively and see it as a chance to grow and improve my hiring process.

Staying connected with the world and reading more news helps me to keep myself updated with the recruiting trends. I have been noticing that many companies are integrating virtual reality and videos in the interviewing process. I also come to know more about what candidates suggest to me. Like this, feedback and practical life experiences are the main sources.

My recruitment process starts with collecting information about the job position like the number of hours needed, the tasks involved, and what qualities are needed. With all the gathered information I make a job description by taking help from the hiring manager. Firstly, I prefer to hire candidates from staff referrals and then I go to external sources through online advertising. To receive relevant information quickly from the candidates, I ask them to fill online applications.

Before finalizing the candidate, the first assessment is done on the phone and the next personally. As compared to the time when I started in the recent days, I feel that time has advanced. I can make better use of technology to select a suitable candidate for the job position. It has eased the process, now before an in-person interview, virtual meetings using Google Meet, Zoom, and other online platforms can be used.

It might disappoint me because I have put a lot of my effort into the task. But it is the employee’s wish which company he wants to choose. I will ask him to keep in touch for future job positions. Then I will try to find out his reason behind rejecting the job offer. It will help me improve my hiring process.

I choose to become a recruiter due to my communication skills and helping nature. Helping candidates and companies to fulfill their professional needs is what the job of a recruiter is and I am pleased to do that. I like to serve people. Also, it is a job that can help me put my communication skills, listening skills, and intuitive abilities to use. I also read books and try to improve my intuition so that I can identify the best-suited candidates for a particular job. Also, I have been rewarded for my management and decision-making skills. Seeing a candidate happily placed in a job and on the other hand, helping companies find the desired resources gives a sense of satisfaction.

To find the right person for a job, I follow a full-fledged process according to their job profile. I first start the screening process by going through their resumes, then take telephonic interviews. After that, call the candidate to fix a personal interview. I assess the knowledge of the person, his personality, and his experience during these interviews. The analysis helps me to decide whether he/she is the right fit for the position and the company.

Rejection can be heart-wrenching, so, I always make sure that I deal with such situations with utmost care. I reject the candidate as painlessly as possible. When a candidate is not selected by the company or by the recruiter, then I try to convey the news as soon as possible. I try to behave very responsibly by attending their calls and thank the candidate for the efforts and time they put in applying for the position. In addition to that, I send an email that reiterates the conversation. When declining the applicant, I keep it very brief.

Yes. In my first job, my boss and I hired a candidate who first seemed to be knowledgeable, articulate, and clean-cut. Both of us were impressed by his personality and positive attitude and the boss offered to select him. After he joined the company, he came out to be a very different person. He didn’t even sound like the same guy whom we hired. After some time, he started losing his attention and interest in the work as conveyed by the project manager.

After some counseling and motivational seminars as well as training, the guy started improving on all the aspects. Surprisingly, his performance started giving desirable results.