Interview Guide: How to Hire a Successful Corporate Recruiter
Interview Guide: How to Hire a Successful Corporate Recruiter

Interview Guide: How to Hire a Successful Corporate Recruiter

Too many companies make costly mistakes by not vetting their recruiters properly. This leads to inefficiency, wasted time, wasted resources, diminished status within the corporate hierarchy, etc. It’s not surprising. Now more than ever, it takes talented corporate recruiters to find talented employees.

So, what’s the fundamental formula for hiring a successful corporate recruiter? Here is a guide that will help distill the characteristics so your organization has the best chance at hiring successful corporate recruiters. These must-have attributes have been developed with the help of an industrial psychologist who administered a series of tests benchmarking top performing corporate recruiters over the past 4 years. We encourage individual organizations to use this guide as a foundation. We’ve intentionally kept the rationale broad so this guide can be used by a wide variety of organizations.

About this guide

The following is an interview guide for hiring a successful corporate recruiter. The key traits are listed in bold. A list of behavioral interview questions is provided to help screen for each trait. Take a few minutes and reflect on your conversation with the candidate and compare your observations against the high/low probabilities listed after the questions.

Access Guide To Hiring A Recruiter

Focus

Every corporate recruiting process is full of iterative tasks that require consistency and focus to complete. With the amount of information created in a corporate recruiting processes, it’s not good enough to just be ‘good with people’ anymore. Successful corporate recruiters must be disciplined, organized and efficient.

Key questions:

  • What is your style of work – do you prefer a sustained pace or working in bursts while taking breaks?
  • Where do you waste most of your time (when you do)? Do you get distracted easily?
  • How do you organize your typical day? Describe a typical day. What tools do you use to organize your time?
  • What is the most irritating part of your current / last job- the part you wished you could have delegated? Why? How did you end up handling these tasks?
  • Give me a recent example of a situation you faced that needed your immediate attention. What happened? How did you handle it?
  • How do you prioritize tasks? When do you find time to do those iterative tasks that we all do as recruiters like (search for candidates) and post jobs?
High Probability of Success  Low Probability of Success 
Task Oriented  Social Orientation 
Purposefulness  Flight 
Need to Complete Tasks   Need to Relate 
Intense   Easily Distracted 
Serious   Frivolous 
Prepared   Winging It 
Need for Achievement   Disorganized 

Confidence

Recruiting can be a pretty thankless job. Often times, recruiters take the heat when jobs go unfilled whether it’s their fault or not. When jobs do get filled quickly, a recruiter’s job or contract can be in jeopardy. And, in many industries, recruiters face steady diet of rejection that is often due to factors like intense competition, lack of hiring manager respect, etc. As such, successful recruiters must be self-reliant, assertive and highly confident.

Key questions:

  • Please give me an example of a time when you’ve faced a contentious situation at work with a peer or hiring manager and describe how you solved it.
  • How soon could you learn this job, our space, our company well enough to be productive?
  • What kind of criticism have you been given by your managers and peers in previous positions? How appropriate is that feedback?
  • We all have our ups and downs. What typically can pull you out of a “funk”? How to you manage your “attitude adjustments”?
  • What is one of the biggest disappointments you have experienced professional or personally? How did you weather it?
  • Tell me about the most challenging internal customer you’ve ever had and how you were successful in building a working relationship with that person.
  • Rating yourself on a scale of 1 to 10, with 1 being low and 10 being high, how would the people you work with rate you as a recruiter”? How would you rate yourself? Why?
  • How do you prefer to receive critical feedback?
  • Tell me how you deal with a candidate when they reject a job offer? What do you do after a candidate has rejected your offer?


High Probability of Success  Low Probability of Success 
Emotionally Secure  Insecure 
Self-Assured  Needs Priase 
Even-Tempured   Emotional 
Believes in his/her abilities   Self-doubting 
Self-Accepting   Self-depreciative 
Weathers Dissapointment   Pensive 
Optimisitc/Positive   Negative/Pessimistic 

Resourcefulness

Heavy req-loads, low budgets, lack of modern tools, highly nuanced jobs and unresponsive managers are just a few of the challenges that corporate recruiters face every day. A successful corporate recruiter must be the MacGyver of the company, an independent, uber-resourceful soul able to make use of the most limited resources to solve any problem with little or no support. Additionally, given that recruiting has almost entirely shifted online, recruiters must now be “digitally resourceful”. A notebook and spreadsheet doesn’t cut it anymore. Recruiters have to be technically competent. willing to adopt new technologies and ready to jump into the deep end – head first.

Key questions

  • Provide an example of a time when management would not allow you to take necessary action, even though you felt it was necessary to do so. (For example, a chance in process.)
  • Have you worked in an organization that did not provide all of the tools to do your job successfully? How did that impact yon and what did you do to overcome it?
  • Give me an example of a time when you were given tasks to accomplish without advance warning or proper tools. What was your approach?
  • Give me an example of a time when you had to learn a new system, process or tool on the “fly”. What was your approach?
  • How would you rate your ability to learn new technical / internet tools. Give me an example of a time you were asked to use a new tool. How fast were you able to come up to speed?
  • What are your three favorite recruiting tools? Describe how you use these tools every day? What do you think are emerging recruiting technologies and why?
  • How do you stay on top of trends and innovations in the recruiting industry? What recruiting centric news do you read? What are you favorite recruiting content websites?


High Probability of Success  Low Probability of Success 
Adaptable  Staid 
Thinks Well "On the Fly"  Inflexible 
Need for Autonomy   Formulaic 
Unconventional   Dependent 
Entrepreneurial   Conforming 
Tech-Savvy   Not Tech Savvy 
Intellectually Curious   Uninspired 

Hiring a successful corporate recruiter is as important as ever. Rule of thumb: hiring a recruiter for their “network,” because they have been a recruiter for a decade or because they have experience at a hot company should take a backseat to looking for the person with the right traits. A successful corporate recruiter will have the focus to be successful in a dynamic environment, the confidence to become productive immediately, and the resourcefulness to get the job done.


hcm-software

More to Discover

Case Study: Meeder Investment Management

Case Study: Meeder Investment Management

Adding Paycor Recruiting, Onboarding and Learning Management to their HR process helped Meeder Investment Management save time and increase employee engagement. “I love the ATS (applicant tracking system). It’s so easy to use. All the communication is right there. I can see manager feedback; I can see next steps. And then I click a button and all the [new hire] information seamlessly transfers to payroll. ” - Debbie Harris, HR Manager Prior to Paycor Meeder Investment Management, based in Dublin, Ohio, needed an automated recruiting, onboarding and LMS that integrated with their current system. Previously, they were tracking PTO by hand in Excel, manually entering new hire information and calculating paper timecards. Their LMS often...

FAQ: How to Hire People with Disabilities

FAQ: How to Hire People with Disabilities

Only 19.1% of disabled Americans are employed compared with 65.9% of the general population, according to the U.S. Bureau of Labor Statistics. Qualified job seekers with disabilities may be held back by companies’ fear of expensive accommodations or compliance regulations.If you’re interested in hiring people with disabilities, look no further. We’ve answered FAQs to help you remain complaint. Q: How does the federal government define "disability"? A: The concept of “disability” is defined by context. For employers, a person with a disability is someone who: has a physical or mental impairment that substantially limits one or more "major life activities," has a record of such an impairment, or is regarded as having such an impairment....

Webinar: Winning the Race for Talent - 2/19/20 @2pm ET

Webinar: Winning the Race for Talent - 2/19/20 @2pm ET

Paycor and HORAN Present Winning the Race for Talent Paycor and HORAN are teaming up to share research developed from thousands of organizations that lead to key pillars and a maturity model to help HR Professionals improve practices. Through the HR Center of Excellence, HR professionals can extend their reach and unlock their potential via professional advice, inspiration and action items that will help them make a difference in their organizations. This webinar will focus on the recruiting pillar and how HR leaders can effectively manage people to positively impact their organizations’ bottom line.Speaker: John Allen John is the Channel Partnership Director for Paycor where he focuses on delivering “Paycor value” to our Agency...

Webinar: March 2020 Web Summit - Soldier to Civilian: An Untapped Resource - 3/4/20 @3pm ET

Webinar: March 2020 Web Summit - Soldier to Civilian: An Untapped Resource - 3/4/20 @3pm ET

Do you know all the skills veterans can bring to the workforce? How about teamwork, performing under pressure and leadership skills just to name a few. In this session we’ll discuss the many reasons why veterans make great candidates for a number of job positions. Speaker: Rob ArndtRob Arndt is the Senior Vice President of Business Development with RecruitMilitary & Bradley-Morris Inc., the Nation’s largest and most effective connection point between smart organizations and the highly sought-after military experienced talent pool.Rob is a 14-year Veteran of the United States Marine Corps, who had served in military campaigns in Kuwait and Iraq before reporting to a duty assignment in Marine Corps Recruitment & Retention that...