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Recruiter Interview Questions

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Recruiter Interview Questions

Quando devono assumere un Recruiter, le agenzie di lavoro e le aziende cercano candidati con buone capacità di ascolto e di comunicazione. Preparati a rispondere a domande riguardo alla tua capacità di ascoltare un potenziale candidato. Aspettati domande sul rapporto che avevi con i responsabili precedenti, sul modo in cui interagisci con i candidati rifiutati e come gestisci i candidati che rifiutano una tua offerta.

Domande tipiche dei colloqui per Recruiter e come rispondere

Question 1

Domanda 1: Com'era il rapporto con i responsabili precedenti?

How to answer
Come rispondere: Con questa domanda si vuole valutare la tua capacità di collaborare con i responsabili e sapere come consideri la relazione con loro. Rispondi che secondo te è fondamentale lavorare insieme come partner e collaborare in maniera proattiva.
Question 2

Domanda 2: Come comunichi a un candidato potenziale che non ha ottenuto il lavoro?

How to answer
Come rispondere: L'agenzia di lavoro vuole capire se il recruiter è in grado di gestire la comunicazione di rifiuto a un candidato sfruttando le proprie competenze trasversali. Rispondi dicendo che hai contattato il potenziale candidato per comunicargli la notizia, spiegandogli il motivo per il quale non ha ottenuto il lavoro e offrendo magari dei suggerimenti per conseguire risultati migliori nel prossimo colloquio.
Question 3

Domanda 3: Come hai reagito quando un candidato qualificato ha rifiutato una tua offerta di lavoro?

How to answer
Come rispondere: Di tanto in tanto capita che un candidato rifiuti l'offerta di lavoro proposta da un recruiter. Rispondi dicendo che hai contattato il candidato per capire il motivo del suo rifiuto. Se si trattava di un motivo valido, ad esempio lo stipendio troppo basso, spiega che hai contattato il responsabile delle assunzioni per tentare di contrattare uno stipendio in linea con le richieste del candidato.

42,117 recruiter interview questions shared by candidates

How would I go about identifying the top 10% of IBM software engineers? What is the difference between management and leadership? How would I go about setting up flu vaccination stations across Google campuses…and then how would I expand internationally? Behavioral based questions - tell me about when you did this, or teamwork, or accomplished this… Bring stories prepared Examples about Improving processes Delighted a client or a candidate Challenging wins when you had to overcome obstacles Times when you failed Teams that you have worked with (variety) Leadership opportunities (did not have direct authority but stepped up and led a team to the finish line) Don’t be afraid to go in deep. Add details, context, decisions making and data. Give color context with more details vs. not enough. Hypothetical questions… Related to staffing or problems that you would solve Scenario based questions – ask clarifying questions or make assumptions (they want to see how you gather data). They want to see that you’re asking questions and that you are using data to get you to a solution Considerations: look at the problem from a number from different angles Is your solution scalable? Leadership – are you someone who has strong influencing skills? Are you compelling and can you motivate others? Do you take initiative? Do you anticipate needs of clients? Are you proactive instead of reactive? Question around times you’ve had to get buy in, driven a project or process. Problem Solving – how do you respond to questions are you analytical? Do you gather data, are you strategic? Are you asking thoughtful questions? Role Related Knowledge – transferable skills that you bring. What competencies do you bring to the table? What are some key differences from the role you’re in vs. this role? Culture Fit – are you a good long term fit. They look for people who are super flexible and adaptable, pivot skills, reprioritize and roll with punches. Super collaborative, sharing ideas, talking through ideas. Working as a team, cross functional, open minded, thoughtful about things you say. Ambiguity, navigate your way etc.
avatar

Recruiter

Interviewed at Google

4.4★
Apr 30, 2015

How would I go about identifying the top 10% of IBM software engineers? What is the difference between management and leadership? How would I go about setting up flu vaccination stations across Google campuses…and then how would I expand internationally? Behavioral based questions - tell me about when you did this, or teamwork, or accomplished this… Bring stories prepared Examples about Improving processes Delighted a client or a candidate Challenging wins when you had to overcome obstacles Times when you failed Teams that you have worked with (variety) Leadership opportunities (did not have direct authority but stepped up and led a team to the finish line) Don’t be afraid to go in deep. Add details, context, decisions making and data. Give color context with more details vs. not enough. Hypothetical questions… Related to staffing or problems that you would solve Scenario based questions – ask clarifying questions or make assumptions (they want to see how you gather data). They want to see that you’re asking questions and that you are using data to get you to a solution Considerations: look at the problem from a number from different angles Is your solution scalable? Leadership – are you someone who has strong influencing skills? Are you compelling and can you motivate others? Do you take initiative? Do you anticipate needs of clients? Are you proactive instead of reactive? Question around times you’ve had to get buy in, driven a project or process. Problem Solving – how do you respond to questions are you analytical? Do you gather data, are you strategic? Are you asking thoughtful questions? Role Related Knowledge – transferable skills that you bring. What competencies do you bring to the table? What are some key differences from the role you’re in vs. this role? Culture Fit – are you a good long term fit. They look for people who are super flexible and adaptable, pivot skills, reprioritize and roll with punches. Super collaborative, sharing ideas, talking through ideas. Working as a team, cross functional, open minded, thoughtful about things you say. Ambiguity, navigate your way etc.

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