Confidently answer these recruiter interview questions to get hired.

Recruiters see many candidates that they love on paper, but when they get to the interview, the candidates struggle to successfully manage the interview process. Most often this is due to one major issue: they did not prepare well enough for the recruiter interview questions they had to face.

This preparation begins by understanding the categories of recruiter interview questions and why they're asked. From there, it's about coming up with answers to the questions through preparation and practice. 

Categories of interview questions that recruiters and hiring managers ask

Hiring manager and recruiter interview questions are generally grouped into several categories: behavioral questions, traditional questions, “what if” queries, role-playing, motivational questions, and qualifications-based questions.

  • Behavioral questions: You'll be asked to describe in detail how you handled various workplace scenarios in past jobs, such as solving a specific employee problem, creating a new management process, or winning a tough sale. Your answers will prove that you've successfully managed situations in this type of role and can continue doing that for a new employer.

  • Traditional open-ended questions: Traditional interview questions are typically open ended with the goal of better understanding your personality and background. Examples of traditional recruiter interview questions or queries include “Tell me about yourself” and “What are your weaknesses?”

  • “What If” queries (aka situational questions): Just like it sounds, you'll describe how you would handle different workplace scenarios if they arise. Most answers can and should be based on your past experiences. However, if you haven't dealt with the issue you're asked about, be ready to think of out-of-the-box solutions.

  • Role-playing: Interviewers do this to watch how candidates react in real time to a potentially challenging situation or issue. Usually, this is set up well in advance of the interview, with all characters and dialogue ready when you arrive. Be your best self and work the role-play as if it were an actual scenario. Show them how lucky they'd be to have you!

  • Motivational questions: Motivational interview questions focus on what motivates an individual in terms of their work. In other words, what are your career goals, what do you seek in a work environment, and why are you leaving your current employment? An example question that falls under this category is the commonly asked, “Where do you see yourself in five years?” 

  • Qualifications-based questions: Questions focused on learning one's qualifications are often close-ended questions. They allow the interviewer to ascertain a candidate's credentials, while validating what the candidate has provided on their resume. Questions under this category would include ones that inquire about how long you've had a specific license or certification, where you received your certifications, what your last title was, and how long you were in a particular role. 

Recruiters and hiring managers will ask a combination of the above types of recruiter interview questions to gather information and get a well-rounded view of a candidate's skills, qualifications, personality, and job fit. 

Expert tip: Before the interview, learn as much as you can about the company, its culture, and its successes and failures, and keep this all in your mind as you prepare your answers.

Examples of recruiter interview questions a candidate should be prepared to answer 

This first group of recruiter interview questions listed above is asked in just about every interview, and there are three words to remember when giving your answers: examples, examples, examples.

Any time you can provide a concrete example of your experience, you go up another notch in the eyes of the person interviewing you. Here are the questions you should be prepared for:

  • Why are you interested in this job/company?

Don't just talk about the responsibilities of the role. Share your passion for doing this type of work and mention how the company's values speak to you.

  • What are your strengths?

What do you excel at? What value do you potentially bring to this new company? Make sure you also keep your answers from sounding too overdone, while providing examples of your strengths. For example, instead of merely saying “I'm a good communicator and active listener,” share a story about how you caught something significant a third party vendor shared during an introductory meeting that none of your other colleagues had heard.

  • What are your weaknesses?

Don't beat up on yourself or share a deep issue. What the interviewer is looking for is your capacity to look inward and find ways to grow. Be genuine; talk about something you struggle with and how you plan on improving that weakness. Show your growth strategy.

  • How do you handle mistakes?

Share how your negative experiences have helped you grow. What was the mistake? How did you fix it? What did you learn from it? How will you apply what you learned to be successful in your next role?

  • Why are you leaving your present job?

NEVER answer with criticism of your present or former company, manager, or co-workers. Instead, discuss the growth potential this new position would offer. Share your goals and demonstrate how they tie into both this new role and the company's values.

  • Tell me about yourself.

Answering this means being brief and brilliant at the same time. Discuss your current role, how you got there, and where you want to go from here — always tying it to the job you're applying for. Tell how you got into your field and why you love it. Keep your answer focused on why you're the candidate they should hire.

  • What salary are you looking for?

Research the salary for this kind of job in your area. When asked this interview question, a good response is something along the lines of, “Actually, I was going to ask you about this. I'm sure there's a range for the position. Can you share it with me?” See what they say.

Next are some behavioral and situational questions that are among the many things recruiters ask candidates. Again, come up with examples and anecdotes to use in your specific interview. Stay positive and focus your answers to show off your experience and abilities.

  • Describe a conflict and how you resolved it.

  • Do you like to work in groups or alone?

  • What was your favorite/least favorite aspect of your most recent job role?

  • Tell me about the worst manager you've worked with. How did you handle him/her?

  • What steps would you take if you were unsatisfied by some part of your job?

  • How would you handle negative comments from a senior manager who's not your boss?

  • What would your current/former boss say are your greatest strengths and weaknesses?  

  • If you and a colleague were collaborating on a project but couldn't agree on something, how would you handle it?

  • What would you do if you were completing a project with a tight deadline and realized you'd made a mistake early in the process, requiring you to start over?

Write down your answers and then practice them out loud either by yourself or with a friend. This will help you finesse your responses and make you more confident during the actual interview.

Expert tip: The STAR method is an excellent tool to help you answer behavioral-based interview questions. You lay out the situation (S), the task (T) required to address the situation, the actions (A) you took, and the results (R) of your actions. 

Questions candidates do not have to answer

It's also important to know what a recruiter and hiring manager CAN'T ask during an interview. Per the Equal Employment Opportunity Act and enforced by the Equal Employment Opportunity Coalition, it's illegal to ask a candidate to provide information about:

  • Race, color, or national origin

  • Religion

  • Sex, gender identity, or sexual orientation

  • Pregnancy status

  • Disability

  • Age or genetic information

  • Citizenship

  • Marital status or number of children

If asked any of these, a good non-confrontational answer is, “I'll be happy to provide that information if I am hired.”

Prepare for common recruiter interview questions

Interviewing isn't an exact science. It's about making an impression. That's why taking time to research the company and prepare your answers before your interview with a recruiter will greatly increase your chances of success during the interview. Use the above common recruiter interview questions as a great place to start prepping for your interview to land that coveted job offer!

Are you acing the interview? No? It might be time to call an expert TopInterview coach to help you prepare for your next big interview.

This article was originally written by Lisa Tynan. It has been updated by Ronda Suder. 

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