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Recruiter Interview Questions

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Recruiter Interview Questions

Personalvermittler und Unternehmen suchen bei der Einstellung eines Recruiters Personen, die zuhören und gut kommunizieren können. Bereiten Sie sich auf Fragen über Ihre Fähigkeit vor, potenziellen Bewerbern genau zuzuhören. Hierzu können Sie Fragen erwarten: über Ihr Verhältnis mit früheren Vorgesetzten, den Umgang mit abgelehnten Bewerbern und Ihre Vorgehensweise, wenn ein Bewerber ein Stellenangebot von Ihnen ablehnt.

Typische Bewerbungsfragen als Recruiter (m/w/d) und wie Sie diese beantworten

Question 1

Frage 1: Wie sah Ihre Beziehung mit Ihren früheren Vorgesetzten aus?

How to answer
So beantworten Sie die Frage: Mit dieser Frage soll ermittelt werden, wie gut Sie als Recruiter mit Vorgesetzten zusammenarbeiten und wie Sie Ihre Beziehung mit ihnen sehen. Antworten Sie, dass Sie und Ihre Vorgesetzten partnerschaftlich, proaktiv und positiv zusammengearbeitet haben.
Question 2

Frage 2: Wie haben Sie einem Bewerber mitgeteilt, dass er die Stelle nicht bekommt?

How to answer
So beantworten Sie die Frage: Damit soll festgestellt werden, wie ein Recruiter einem Bewerber durch Ausspielen seiner Soft Skills schlechte Nachrichten mitteilt. Geben Sie an, dass Sie den Bewerber kontaktiert haben, um ihm die schlechte Nachricht zu überbringen. Führen Sie aus, dass Sie ihm erläutert haben, warum seine Bewerbung nicht erfolgreich war und ihm Tipps für sein nächstes Vorstellungsgespräch gegeben haben.
Question 3

Frage 3: Was haben Sie unternommen, als ein qualifizierter Kandidat Ihr Stellenangebot abgelehnt hat?

How to answer
So beantworten Sie die Frage: Gelegentlich lehnt ein Stellenkandidat das Angebot eines Recruiters ab. Antworten Sie, dass Sie den Kandidaten kontaktiert haben, um herauszufinden, warum er das Angebot abgelehnt hat. Hatte die Ablehnung einen gültigen Grund, z. B. weil die Vergütung zu niedrig war, stellen Sie klar, dass Sie sich an Ihren Personalmanager gewandt haben, um die Gehaltsvorstellung des Kandidaten zu verwirklichen.

42,240 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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