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Summary. Recruiter candidates should come prepared to the interview with extra copies of their resumes and arrive early to the interview. Interviewers should have previously selected the best interview questions to fit their rating system.
Interviews can be stressful for candidates and interviewers. Knowing what to expect in an interview can make it less stressful for any candidate. It’s also important to ask the right questions to choose the best person for the position. We have put together 35 recruiter interview questions with 20 example answers.
Key Takeaways:
Candidates should review common interview questions to help prepare answers for the interview.
Interviewers should have a clear understanding of their ideal candidate before the interview process starts.
As a candidate:
Have good examples for your answers to the interview questions ready.
Come prepared with your resume, interview clean and professional, and arrive early to help organize your thoughts.
Prepare and review the most common interview questions.
As an Interviewer:
Have a clear understanding of what you want your ideal candidate to be to know what to look for during interviews.
Select the best interview questions that fit your rating system.
Prepare your pitch for the candidate to sell your employer brand, company culture, and benefits to them.
Tell me about yourself
For an ideal answer, you should answer this question describing your current situation, your past job experience, and a reason why you are a good fit for the position. Try to align your own personal values with the company’s values.
Example Answer:
“I am a seasoned recruiter with ten years of experience. Throughout my career, I have developed a passion for connecting talented individuals with exciting job opportunities and helping companies build excellent teams.
In previous roles, I have been responsible for managing a full recruitment life cycle which includes sourcing, screening, interviewing, and negotiating job offers.
In addition to my experience, I am highly organized and detail-oriented. I am skilled in using recruitment technologies such as applicant tracking systems. I am passionate about recruitment and take pride in the ability to match the perfect candidate with companies where they can thrive.”
Why should we hire you?
To answer this question with an ideal answer, you should include your experience and why it is relevant for the position. Be sure to highlight your key skills and your professional experience.
Example Answer:
“I have a strong track record of success in the recruitment industry. I have consistently exceeded hiring goals, filled critical positions with tight deadlines, and I have received positive feedback from both clients and candidates throughout my career. I have strong communication and interpersonal skills, which are essential for building relationships.
Along with that, I am a dedicated team player and am committed to working collaboratively with colleagues to achieve organizational goals. I have a strong work ethic and am willing to go the extra mile to ensure that goals are met and exceeded.”
Why do you want to work here?
Interviewers are looking to see if you want to work for the company or if you are just looking for a job. You should do your research on the company and its values and mission. For an ideal answer, you should relate your own values to the company’s.
Example Answer:
“I want to work here because I am impressed by your company's commitment to excellence and your reputation for delivering high-quality services to your clients. I am always looking for opportunities to work with organizations that share my values and have a positive impact on the industry and the community.”
Where do you see yourself in five years?
Interviewers are looking to see what your career goals and motivations are. Your answer should include how your goals tie into the job description and the position. Also, discuss the evolution of your interest and skills.
Example Answer:
“In five years, I hope to achieve my professional goals. My first goal is to continue to excel in my role as a recruiter and make a significant contribution to the success of the organization. I would also like to take on additional responsibilities and mentor junior recruiters to help them develop their skills to help achieve their career goals.”
What are your strengths and weaknesses?
Your answer of strengths and weaknesses should reflect the requirements of the role. Be sure that you are highlighting skills that are listed in the job description, and your answer should explain how you plan to improve or gain the skills that you lack or that are your weaknesses.
Example Answer:
“I believe my strengths include being highly skilled in sourcing and identifying top talent through various channels on job boards or job search sites like LinkedIn. I have an eye for talent and the ability to assess candidates based on their skills, experience, and cultural fit.
As for my weaknesses, I am working on improving my time management skills. I find myself taking on too many tasks at once. I have learned to prioritize my workload and when to delegate tasks to ensure that the deadlines are met.”
How would you describe your recruitment process?
This question allows the interviewer some insight into a recruiter’s strategy and evaluation process. An ideal answer should include a step-by-step recruiting process to give the interviewer insight into your preferred methods.
Example Answer:
“My recruitment process is tailored to the specific needs of the client and the position that is being filled. The steps I typically follow to ensure an effective process include first understanding the client's needs and requirements of the position. Next, I will create the job description and a candidate profile based on information from the first step.
After identifying a good candidate pool, I will conduct a thorough screening process that includes resume reviews, phone screenings, and in-person interviews. I will use behavioral and situational questions to help assess the candidate's skills and experience.
Finally, I will assist with the offer negotiation and ensure a smooth transition for the selected candidate in their new role.”
What is your educational background?
The interviewer is looking to see if you are qualified and experienced for the position. Your answer should include any degrees that you have earned and any certifications you have received. If you are continuing your education, include that in your answer as well.
Example Answer:
“I have a bachelor's degree in human resources management, which provided me with a foundation in the principles of recruitment, talent management, and employee relations. During my time pursuing my degree, I gained experience in a variety of HR related areas such as compensation and benefits and performance management.”
Other than a college degree, do you have any additional qualifications or certifications relevant to HR?
The interviewer is looking to see if you are fighting your education and continuing to improve your skills. An ideal answer should include what certifications or courses you are doing or any that you are planning on taking in the near future.
Example Answer:
“In addition to my formal education, I have also completed several professional development courses and certifications relating to recruitment and talent acquisition. These courses have provided me with the knowledge and skills necessary to help further my learning and growth within the field.”
What attracted you to recruiting?
Your ideal answer should include the reasons as to why you wanted to get into this field. The interviewer is looking for a better understanding of who you are as a candidate and how you would fit in with the company.
Example Answer:
“I have always been passionate about working with people and believe that recruitment allows me to combine that passion with my skills and experience in human resources.
What initially attracted me to recruiting is the opportunity to help find people with meaningful and rewarding careers while also helping an organization find the perfect candidate.”
Tell me about a time one of your candidates didn't get the job
An ideal answer to this question would include an example of a situation where the candidate did not get the job. Use the STAR (situation, task, action, result) method in your answer. If you have not had a candidate who didn’t get the job, explain what you would do in that situation.
Example Answer:
“After learning that a candidate of mine did not get the job, I reached out to her to provide feedback on her application and interview. I also thanked her for her interest in the position. I told her that I would keep her in mind for a position in the future.
By doing this, I was able to keep a positive relationship with her, and I was later able to reach out to her about a position that she was perfect for. She took some of the advice I gave her, and she was able to get the job.”
Tell me about the last interview you’ve conducted. What was key in determining if the candidate was a good fit?
An ideal answer to this question should include part of your recruitment process and how you come to the conclusion that a candidate is a good fit. The interviewer is trying to have a better understanding of your recruitment process and if it would be a good fit for their needs.
Example Answer:
“The last interview I conducted was for the position of assistant manager at a chain store. The key factors that I used to determine if the candidate was a good fit were their skills and experience, cultural fit, problem-solving ability, and communication skills.
I found the candidate was well-suited for the role because of his experience, skills, and approach to selling. He also demonstrated a strong cultural fit with the company and had a positive attitude and enthusiasm for the role.
Based on these factors, I recommended the candidate be moved forward in the recruitment process, and he ultimately received an offer for the position.”
What do you tell candidates who didn’t get the job?
When you answer this question, you should explain that your priority is to provide a reliable and constructive experience for all candidates. Interviewers want to verify a recruiter’s experience and philosophy. This answer works because it shows how you provide feedback as well as keeping that relationship with the candidate.
Example Answer:
“One candidate who was highly qualified for the position didn’t make it to the final round of interviews. I communicated the feedback from the client to the candidate and provided constructive criticism on the areas that he could improve on in the future. I believe honesty and transparency with candidates are key to a good relationship with candidates.
I also try to maintain a positive relationship with the candidate and keep them in my network so I can consider them for other positions in the future.”
How would you describe our company to a potential candidate based on what you already know about us?
To give an ideal answer, you should do research on the company and have a good understanding of the company’s values. This will help you have an understanding of what the company is looking for in a candidate and help you create a pitch for potential candidates.
Example Answer:
“From what I know about your company, you have a strong track record for developing cutting-edge technology and solutions that help your customers solve complex challenges. You also have a reputation for your excellent and strong customer service and support.
I would describe your company as an exciting and dynamic place to work, with a strong focus on innovation, collaboration, and customer cusses. These values and attributes will be highly appealing to candidates who are looking for a challenging and rewarding career in your industry.”
Tell me about your recruiting philosophy
An ideal answer should include what your work philosophy is and how it aligns with your strengths and the company’s goals. To help you know what your work philosophy is, consider what makes you good at your job and what motivates you to reach your goals.
Example Answer:
“My recruiting philosophy is centered around building strong relationships with candidates and clients and providing exceptional services throughout the recruitment process. I believe the key to success as a recruiter is to understand the needs and priorities of both the candidate and the client.”
What do you do when a qualified candidate's salary expectations don’t match what you can offer?
An ideal answer will use the STAR (situation, task, action, result) method. You should answer using an example from a past experience. If you do not have a previous experience with this situation, answer how you would if it did happen to you.
Example Answer:
“It’s important to handle this situation delicately while still maintaining a positive relationship with the candidate. My first step would be to understand the candidate's expectations and the reasoning behind them. I would ask questions to know more of what they are looking for in terms of salary and benefits.
After this, I would share with them the salary range that we can offer for the position. If the gap between our offer and their expectations is significant, I would explain the reasoning behind the compensation package, such as market rates, company policies, and budget constraints.”
Do you think it’s important to update job candidates on their application status proactively, or do you wait for them to reach out?
An ideal answer would have you answer truthfully. Interviewers want to have a better understanding of your recruitment process and if it aligns with what they are looking for in a recruiter. Use past experiences to help you answer and provide examples of past situations.
Example Answer:
“I believe it is very important to proactively update candidates on their application status throughout the hiring process. Keeping candidates informed not only shows respect for their time and effort, but it also helps maintain a positive impression of the company and the hiring process.”
How many candidates have you successfully recruited during your time as a recruiter?
The interviewer can only see what you have on your resume, so they are trying to have a better understanding of your experience. They want to know how successful you are with recruiting. An ideal answer would have a number or a general idea of how many candidates you have successfully recruited.
Example Answer:
“During my career as a recruiter, I have successfully recruited many candidates to their dream position. I have a successful track record in identifying, attrating, and hiring top talent for a variety of roles. While a number of candidates recruited can be helpful in measuring success, I believe that the quality of candidate recruited is just as important.”
How do you develop relationships with job candidates?
Your answer should include the steps you take in building a relationship with candidates. The interviewer wants to have a better idea of what your recruitment process is like. Building relationships with candidates can help find the best candidates, and that's what the organization wants.
Example Answer:
“When developing relationships with candidates, I first try to build trust with them by being an active listener. It’s important to listen to their goals and aspirations to help them have an understanding of what they need in a career. This helps provide a positive experience for the candidate.
Another thing I do when developing and maintaining relationships with candidates is to have regular communication. This helps keep candidates engaged and interested in the job and the opportunity the organization is providing.”
How do you think you could improve our recruiting process?
Your answer should include the steps you would take to improve the recruiting process. The interviewer is looking to see if you have an understanding of the recruiting process that they currently have and how you can improve it. How you answer will give them an understanding of your experience and knowledge of the industry.
Example Answer:
“An area to improve your recruiting process would be improving the candidate experience. The candidate's experience is a crucial aspect of the recruitment process.
To do this, I would establish a way to improve communication and give them timely feedback. This helps give them a positive experience throughout the recruitment process.”
Describe a time when a top candidate rejected a job offer.
An ideal answer should be an example of a time a candidate rejected an offer. The best way to answer this question is to use the STAR (situation, task, action, result) method in your answer.
Example Answer:
“After several rounds of interviews, the company I was working for extended an offer to the top candidate, which included a competitive salary and a benefits package. Despite the offer, the candidate declined it. It was due to personal reasons that prevented them from relocating.
Despite the disappointment in the rejected offer, I understood that there were factors outside of our control that influenced this decision. After discussing the matter with the hiring manager and candidate, we decided to keep in touch for future opportunities.“
What tools or data do you prefer to use as part of your job?
What are some titles you’ve recruited in the past?
How do you think the recruiting process will change within the next five years?
What types of data do you use to measure success?
Describe a time when you had to work with a challenging hiring manager.
What do you think is the most rewarding aspect of being a recruiter?
How would you introduce our company to a candidate?
How do you stay informed about the recruiting industry?
What is the latest recruiting trend you have seen?
How do you measure your recruiting performance?
What steps do you take when checking a candidate’s references?
During an interview process, how do you typically structure your interview?
What do you think is key to a successful recruiting process?
Have you ever recruited someone who was not qualified for the job?
Do you consider yourself to have any specialty when it comes to recruiting?