“You’re not just recruiting employees, but are sowing the seeds of your reputation“. – Anonymous
Being a recruiter, one is responsible for a company’s most valuable asset – Talent. This includes the responsibility of sourcing, screening, and evaluating candidates to find the right talent. While on average a corporate job vacancy receives around 250+ applications, making it difficult to find the candidate who stands out.
Excellent recruiters spend time evaluating potential candidates by asking screening questions to obtain a feel of their qualifications and personalities. However, new recruiters may struggle to list out the questions that can give them a deeper insight into a candidate’s hard and soft skills.
We have compiled a list of questions and what can you expect from the candidate below –
What is the role of a recruiter?
Recruiters are in charge of meeting hiring goals by finding skilled and qualified applicants to fill available jobs. They are in charge of the entire recruitment process from start to finish. This includes locating and screening applicants, managing the interview process, and facilitating job offers and negotiations, all while ensuring candidates have a positive experience.
How to Become an Effective Recruiter?
Recruiters must reject more people than they use, according to statistics. The good ones handle it with elegance, turning objections into connections. It should be standard practice to send a post-interview rejection letter. Good recruiters, but, stand out by sending customized emails and cultivating genuine connections, even when they’re dismissing prospects.
A smart recruiter recalls little, positive information from their encounters with rejected applicants and incorporates them into their communications to make them more personable. They emphasize candidates’ skills and may even propose other careers for them. They also keep in touch in case there are any future vacancies.
Interview Questions to Ask From Your Candidates
1. What do you know about us, and why do you wish to work with us?
You’d think that with so much information available online these days, most candidates would do their research, but that’s not always the case. Some candidates may not even be aware of the company’s line of operation.
2. What talents and strengths do you have that will be useful in this position?
Did the candidate just apply to your position, or did they examine how they matched your requirements? This inquiry can assist you in determining the answer. Applicants must be able to think about how their skills would assist your specific team.
3. Tell me about a time when you had a workplace conflict and how you dealt with it?
You can build on this by inquiring about a conflict with a boss or a coworker. It provides hiring managers with information on how candidates deal with conflict at work. When it comes to disputes, are they naturally aggressive, silent, and privately stewing, or balanced? If they are unable to provide an example, they may be concealing something.
4. Why do you want to work for us?
This will tell whether the candidate has researched about the company or not? And why he/she is willing to join the organisation. The candidate will certainly have an approach or vision in mind behind joining the organisation.
5. What motivates you at work?
Every person is driven by different objectives. So this question will help you understand the objectives and motivating factors behind the working of a candidate. It will tell you more about the candidates’ awareness and personality.
6. Why do you want to leave your current job?
Is your employment opportunity an alternative to the things that made them dissatisfied with their current role (lack of professional growth, management issues, cultural issues, etc.)? If so, highlight their advantages. However, be wary of candidates that have unreasonable expectations.
7. In five years, what do you want to be?
A job candidate with professional zeal and ambitious career objectives is essential. Look for someone who commits to their job and has clear objectives, and consider how your firm might help them achieve those goals. Finding a candidate that is eager to further their career and sees prospects with your company increases the likelihood that they will be happy in the long run.
8. Do you prefer working alone or in a group?
What type of work will the candidate be doing if they choose for the position? This question determines if they are suitable for the sorts of assignments they gave. Someone who thrives on solitary work and lengthy periods of undisturbed solitude may struggle in a position that needs cooperation or multitasking.
9. Can you describe how you cope with time constraints?
Is your team frequently hampered by time constraints? Do you need someone who can work quickly and accurately under pressure? If you ask a potential employee this interview question, you will at least get their perspective on how they deal with stress and if they can keep up with the pace of work at your company. You may also ask if they have ever missed a deadline and, if so, how they handled the situation.
10. What was the most intriguing project you worked on in your previous position?
Use this interview question to check whether the applicant is likely to appreciate the available job at your firm. Do the sorts of activities they enjoy doing correspond to the job description for your position? One of the most significant aspects of employee retention is ensuring that their work is professionally rewarding.
11. Have you got any queries for me?
This question usually concludes the interview. Most of the candidates who are interested in the position will have a few pertinent questions for the recruiting manager. If the conversation was lengthy and in-depth, the applicant may have already asked their questions. In this scenario, it is OK if a candidate does not have a list of questions prepared at the end of the interview.
All In All:
It might be difficult to come up with the proper interview questions in order to make the greatest recruiting selection for your company. You’ll want to feel prepared going into the interview and leave with a greater knowledge of the candidate’s potential at your firm. We enlisted the aid of our team of seasoned recruiters to assist you with this difficult trial. Here, we tried to look at many interview questions that they feel should always ask, as we’ve already talked with you. We hope you found it useful.