Top Recruiter Interview Questions & Answers:

1. Tell us what would your current employer need to offer in order to keep you?

Your candidates' responses can tell you a lot about their current work situation and the likelihood that they will accept a new offer. This question even provides insight into the possibility of a counter offer from their current employer.

2. Explain me how do you like to be managed?

Asking this question helps hiring managers understand the level of responsibility that candidates are comfortable with, and will ultimately allow them to determine if their management style matches candidate expectations.

3. Tell me what do you want my hiring manager to know about you, specifically?

This question is a variation of “Why should I consider you for this role?” However, it is usually so unexpected that the responses are pretty telling. You quickly see what candidates value in their own experiences and gain a little more insight.

4. Tell us have you worked for our company in the past?

If candidates have worked for the company in the past, hiring managers will need to check rehire eligibility.

5. Tell us what was the best job you've had and why?

The answer to this question can tell hiring managers a lot about the type of culture that candidates respond well to, as well as how they're motivated to work.

6. Tell me what tools do you prefer to use for recruitment?

I think in such a digital age using technology and social media can be beneficial. I use LinkedIn primarily to find prospective candidates since that platform is geared towards the professional world. Also, I believe strongly in internal hiring. I think it's essential to take full advantage of the resources already available within the company. Additionally, I have a very extensive network to tap into when searching for new hires. I think it's vital to go above and beyond the bare minimum of just posting jobs and expecting the perfect candidate to come along.

7. Do you like working with people as Recruiter?

This question is key when it comes to recruiting. “Our product is people, and people are very unpredictable,” Weickgenannt says.

That means you need to understand how to work with all kinds of people. So, to ace this question, communicate that you not only enjoy being a service-oriented team player, but also are skilled at handling the twists and turns of working with a range of personalities.

At the end of the day, Weickgenannt stresses, the most important qualification for a Staffing Recruiter boils down to essentially one quality. “We're looking for somebody who has very strong interpersonal skills,” she says. “That's definitely the most important qualification for us. Someone who's able to connect with others and have strong communication.”

8. Explain me your relationship with your last three hiring managers?

Studies have found the single biggest factor in being a successful recruiter is consistently building strong relationships with hiring managers. And that means the recruiter acting as a partner in the hiring process, not just an order-taker.

By asking a candidate to walk through their relationship with their last three hiring managers, you'll get an inside look at how they handle that relationship. Do they describe the relationships as being authoritarian, where the hiring manager was leading the charge and the recruiter was being reactive to their demands?

9. Explain me about at least one significant career achievement?

☛ Hitting or exceeding company goals: achievement-oriented
☛ Mastering a skill: growth-oriented
☛ Helping others: compassionate, possibly management-material
☛ Endless list of accomplishments: if you have to stop them at 15, they might be a bit arrogant.
☛ Hit a hole-in-one: While impressive, this probably has little to do with the position unless the candidate is interviewing to be a golf instructor. Answers like these suggest that work is not a priority or they forgot they were interviewing for a job – either way, red flag.

10. Can you tell us what type of projects do you enjoy working on?

This helps gain deeper insight into candidates' motivation for their work.

Their answers can help gauge where their interests may align within the scope of the open position, in terms of the immediate needs of the role, and how their strengths can prove effective over the long term.