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The Top 10 Interview Questions You Should Ask When Hiring a Recruiter

Last updated: 07-08-2019

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The Top 10 Interview Questions You Should Ask When Hiring a Recruiter

The mantra of any recruiter worth their salt is that people matter above all else — and that the key to building a lasting organization is continually hiring great talent.

Therefore, it makes perfect sense that recruiting leaders really, really care about the people they hire to fill out their talent acquisition team. And they should, because hiring a great recruiter can have a drastic long-term effect on any business, providing a higher level of talent at your organization over time.

So, how do you know if someone will make a great recruiter? To help make this determination, we put together a list of 10 outstanding interview questions you should ask any recruiting candidate.

Studies show that 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 authoritarian situations, where the hiring manager led the charge and the recruiter was reactive to their demands? Or do they discuss how they took control of the relationship early on, managing the hiring process as equals? Ideally, look for a candidate who has a strong philosophy on how to handle that relationship — as opposed to someone who’ll let each individual hiring manager act as a dictator.

Recruiters are often incentivized based on how many reqs they close and the time in which they close them. As a result, some short-sighted recruiters often forgo providing a great candidate experience to the candidates they reject, focusing solely on the people who are left.

This approach can really hurt your company’s employer brand — and potentially your consumer brand, too.

Instead, the best candidates should make it clear they provide a strong experience to all candidates. This might include responding to every candidate who applies, even if they don’t make it to the next stage, and personally phoning every interviewee who doesn’t get the job. Listen for answers that show the recruiter is committed to consistently updating candidates throughout the process, so no one is left wondering where they stand.

Data is becoming an increasingly integral part of recruiting. It’s also a way for recruiters to “swim upstream” and become more strategic partners to their hiring managers, providing them strong talent pool data on where to recruit and what to expect.

A great candidate should have no trouble listing off the last two times they used data to recruit, like leveraging a Talent Pool Report from LinkedIn Talent Insights. Conversely, candidates who have a tough time citing examples of how they use data to recruit are the ones who are not using all the tools necessary to be successful.

Related: Getting People Analytics Right: Josh Bersin Shares the Best Approach and Tools

Recruiting is an ever-changing industry that requires constant adoption of new tools and techniques. Top recruiters can adapt to those changes quickly because they spend time each day staying informed about the industry they work in.

It doesn’t matter so much what publications a recruiter reads, so long as they read something. A good follow-up question here is to ask the candidate what recent industry developments they find interesting. This not only tells you how plugged in they are to industry news, but also allows you to hear their perspectives on innovative new recruiting concepts and trends.

These days, it isn’t enough to simply post jobs or InMail qualified candidates and be done with it. Recruiters need to start building relationships with prospects digitally, making it easier to source positions later.

It’s essential that a recruiter has a strong LinkedIn profile, as this can make or break a first impression. Incomplete information and missing pictures are red flags. Beyond that, they’ll ideally use LinkedIn as a way to share content, join groups, and participate in conversations — showing they understand the importance of a compelling personal brand.

The same goes for Twitter. While a recruiting candidate with little-to-no professional social media presence outside of LinkedIn shouldn’t necessarily be disqualified, it’s worth paying attention to those that really get social media and use it to their full advantage.

This is a classic “there’s no right answer” question — because the top minds in the industry have no right answer yet. In fact, talent leaders agree that defining and accurately measuring quality of hire is one of their biggest challenges, with no one clear solution out there yet.

That said, there’s near universal agreement that quality of hire is the most important metric in recruiting (even though no one truly knows how to define it). So a great recruiting candidate should have a perspective, or at least a theory, on how to measure it.

Their answer should provide insight into both their thought process and their commitment to taking on the industry’s biggest challenges. Who knows, maybe they’ll be able to solve it after all.

Recruiters are often asked to fill a lot of roles quickly — but speed doesn’t matter if the new hire quits within a month. You want to find a recruiter who never rushes to fill a req, even when time is of the essence, focusing instead on finding people who will stick around for the long haul.

While some industries tend to have higher turnover than others, a low number here could indicate a poor job vetting candidates — or that the recruiter didn’t properly set the candidates expectations for the job.

Top candidates are often chased by many similar companies at once, so you want to know the recruiter can effectively differentiate your company to grab their attention. Not only does this question test their creativity and critical thinking, but it also tells you how much research they did on your company.

You may also want to turn this question into a work assessment, asking the recruiter to write an example of an outreach message they’d send to a candidate. If they can pinpoint some of the factors that make you unique and spin them into a compelling story, you know you have a strong contender on your hands.

Every recruiter has a “one that got away” story. But rather than brooding over it, the best recruiters try to figure out why the candidate rejected the offer — and what they can do differently next time.

Maybe the candidate had doubts about the job that the recruiter didn’t pick up on until it was too late. Maybe they felt the culture wasn’t a perfect fit for them. Or maybe they simply got a better offer elsewhere. Armed with this knowledge, the recruiter can then approach the offer stage more strategically next time.

When a recruiter is truly passionate about what they do, candidates feel it — growing more excited about the job as a result. Listen for answers that get to the root of why the recruiter got into the business.

They might be a natural people person who enjoys talking to candidates and hearing about their stories. Or perhaps they love the feeling of helping people find a job they’ll thrive in. While there are few wrong answers here, recruiters who are only in it for the paycheck or who don’t really have a favorite part of the job may not bring much passion or enthusiasm to the role.

It’s hard to complete any task without the right tools. And when it comes to bringing the best people into your organization, if you hire the right recruiter, the rest will surely follow.

Find someone who is as passionate about your company as you are, and who genuinely seems to care about every candidate who walks through the door. When you combine that with the skills, knowledge, and curiosity needed to do this job well, you can’t go wrong.

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