Recruiter Interview Questions and Answers

Last updated on Feb 06, 2023
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Recruiter Interview Questions

Hiring is always a challenge. Bringing new people on board is a huge responsibility. Choosing the right candidate for a certain job and referring that to the company needs skills and experience. Also, one needs to be enthusiastic about his job so that the best performance level can be attained. Becoming the right fit for the organization needs some preparation and the best way to do that is by reading the most influential and accurate recruiter interview questions. The prior knowledge of basic requirements makes it easy to ace the process. One important element that is needed for a successful interview is confidence.

If you are among those who lack confidence while in an interview. Take a look at the tips to stop getting nerve wrenching feelings before that crucial time

  • Practice, practice, and practice
  • Take a short walk before the interview
  • Listen to some soothing and relaxing music
  • Focus on developing a connection with the interviewer rather than making an impression

Now, let's focus on the interview questions that can land you your dream job.

Most Frequently Asked Recruiter Interview Questions

Here in this article, we will be listing frequently asked Recruiter Interview Questions and Answers with the belief that they will be helpful for you to gain higher marks. Also, to let you know that this article has been written under the guidance of industry professionals and covered all the current competencies.

Q1. What steps do you take when checking a candidate's references?

To check the references of a candidate, I ask them to give me the details like the name and contact number of the manager or supervision of the last job. Sometimes candidates raise the question regarding the same, then I explain how important it is to check the references to make informed decisions. To begin the process, I send the resume of the candidate in question to the references and then call them to verify their history and behavior in the company. In this way, I collect some more information related to the candidate. In addition to that, I check for professional networking websites like LinkedIn to know more about the candidate and read the comments made by their colleagues.

Q2. How do you measure the efficacy of your recruiting strategies and what can you do to improve results?

Firstly, I analyze my performance by measuring the number of quality hiring done by me. Then to get feedback, I prepare a survey and send it to the older candidates who have worked with me. In the survey, my main concern would be to measure the satisfaction level of the candidates and clients. Feedback is important for any employee and I take my feedback very positively and see it as a chance to grow and improve my hiring process.

Q3. How do you keep yourself up to date with the recruiting trends?

Staying connected with the world and reading more news helps me to keep myself updated with the recruiting trends. I have been noticing that many companies are integrating virtual reality and videos in the interviewing process. I also come to know more about what candidates suggest to me. Like this, feedback and practical life experiences are the main sources.

Q4. Tell me about your recruiting process. Has it changed since you first started?

My recruitment process starts with collecting information about the job position like the number of hours needed, the tasks involved, and what qualities are needed. With all the gathered information I make a job description by taking help from the hiring manager. Firstly, I prefer to hire candidates from staff referrals and then I go to external sources through online advertising. To receive relevant information quickly from the candidates, I ask them to fill online applications.

Before finalizing the candidate, the first assessment is done on the phone and the next personally. As compared to the time when I started in the recent days, I feel that time has advanced. I can make better use of technology to select a suitable candidate for the job position. It has eased the process, now before an in-person interview, virtual meetings using Google Meet, Zoom, and other online platforms can be used.

Q5. How would you deal if the most desired candidate rejects your job offer?

It might disappoint me because I have put a lot of my effort into the task. But it is the employee’s wish which company he wants to choose. I will ask him to keep in touch for future job positions. Then I will try to find out his reason behind rejecting the job offer. It will help me improve my hiring process.

Q6. Why did you choose to work as a recruiter?

I choose to become a recruiter due to my communication skills and helping nature. Helping candidates and companies to fulfill their professional needs is what the job of a recruiter is and I am pleased to do that. I like to serve people. Also, it is a job that can help me put my communication skills, listening skills, and intuitive abilities to use. I also read books and try to improve my intuition so that I can identify the best-suited candidates for a particular job. Also, I have been rewarded for my management and decision-making skills. Seeing a candidate happily placed in a job and on the other hand, helping companies find the desired resources gives a sense of satisfaction.

Q7. What techniques do you use to find the perfect person for a job?

To find the right person for a job, I follow a full-fledged process according to their job profile. I first start the screening process by going through their resumes, then take telephonic interviews. After that, call the candidate to fix a personal interview. I assess the knowledge of the person, his personality, and his experience during these interviews. The analysis helps me to decide whether he/she is the right fit for the position and the company.

Q8. How do you treat candidates who don’t get the job?

Rejection can be heart-wrenching, so, I always make sure that I deal with such situations with utmost care. I reject the candidate as painlessly as possible. When a candidate is not selected by the company or by the recruiter, then I try to convey the news as soon as possible. I try to behave very responsibly by attending their calls and thank the candidate for the efforts and time they put in applying for the position. In addition to that, I send an email that reiterates the conversation. When declining the applicant, I keep it very brief.

Q9. Have you ever recruited anyone who wasn’t qualified for the job?

Yes. In my first job, my boss and I hired a candidate who first seemed to be knowledgeable, articulate, and clean-cut. Both of us were impressed by his personality and positive attitude and the boss offered to select him. After he joined the company, he came out to be a very different person. He didn’t even sound like the same guy whom we hired. After some time, he started losing his attention and interest in the work as conveyed by the project manager.

After some counseling and motivational seminars as well as training, the guy started improving on all the aspects. Surprisingly, his performance started giving desirable results.


The challenge of hiring can be decreased with the help of proper knowledge and practice. As a recruiter, you have to keep your concentration on both the company and the candidate. So, to build trust and to maintain the reputation of the company, you have to put in some extra effort. Sometimes strategies and uniqueness are needed in the same. We hope you have found value in our content and have prepared well for your big day. We wish you all the best for your recruitment interview in your next company.

All the best!

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