Recruiter Structured Interview Guide

The goal of a structured interview is to create an environment in which every candidate is treated equally This is done by using standardized questions that are designed to assess the characteristics statiscally shown to predict a successful employee

Transcript

1. Newton Software, Inc. © 2018  |  www.newtonsoftware.com  |  415-593-11901 Recruiter Structured Interview Guide Introduction The goal of a structured interview is to create an environment in which every candidate is treated equally. This is done by using standardized questions that are designed to assess the characteristics statistically shown to predict a successful employee. Guide Content This guide contains five dimensions that have been statistically shown to be indicators of success for Recruiter employees: Attention to Detail Behavioral Concern for Others Dependability Integrity Each dimension is broken out onto its own page which includes sample questions and a rating list to assist in identifying high and low rated responses.
2. Newton Software, Inc. © 2018  |  www.newtonsoftware.com  |  415-593-11902 Recruiter Structured Interview Guide Rating List High Rated Responses • Has tried many different ways of organizing work and tracking what needs to be done. • Often able to come up with ways to improve work processes. • Makes to-do lists every day. • Takes time to learn from mistakes and prevents them from happening again. Low Rated Responses • No real organization strategies to speak of. • Has made little effort to improve procedures in past jobs. • Few good examples of times when more planning or organization were needed. • Relies more on memory than to-do lists. Question List • What level of attention to detail does a good recruiter need to have? Give me a couple of examples of why you think that. • Describe a busy day as a recruiter. How do you organize a day like that? Examples? • Recruiters often juggle many responsibilities at once. How do you monitor things that need your attention? Examples? • Tell me about a time when you had to pick up the slack for another recruiter who left for some reason. What did you do? How did you orient yourself and integrate it into your existing work? • It is not always easy to manage the details of your recruiting efforts and, at the same time, “keep an eye on the big picture.” How did you manage to do both in your last job? Interview Notes Attention to Detail
3. Newton Software, Inc. © 2018  |  www.newtonsoftware.com  |  415-593-11903 Recruiter Structured Interview Guide Interview Notes Behavioral Rating List High Rated Responses • Eager to work on a team or with others. • Helps others without being asked. • Goes above-and-beyond in past jobs. • Conveys sense of loyalty to past employers; critical but objective. • Defuses conflict with others. Low Rated Responses • Has many complaints about past jobs or bosses. • Not many examples of helping coworkers beyond what job called for. • More “I” than “We” statements. • In conflict, shuts down instead of engaging with others. Question List • As a recruiter, how do you define success? Follow-up question: How are you measuring up? How will you go about achieving that goal? • When managers want to fill a position, they don’t always really know what they want in a good candidate. How do you get them to identify what is most important? Can you give some examples? • In order to build a relationship with potential candidates, how much of your personal life do you typically share with them? Where do you draw the line? • What did you do to support your fellow recruiters in your last job? Give me a specific example. • In your last job, what situations would it have been acceptable to ignore a company policy or rule? Can you give an example?
4. Newton Software, Inc. © 2018  |  www.newtonsoftware.com  |  415-593-11904 Recruiter Structured Interview Guide Interview Notes Concern for Others Rating List High Rated Responses • Goes out of way to help. • Important to share info but tries to do so in a positive way. • Instead of taking break, helped others. Low Rated Responses • Helps others when done with own work. • Give criticism as it is; no sugar coating. • Focus only on their own contribution in a group. • Not afraid to help but made sure boss knew about it. Question List • When was the last time someone came to you for help at work? What did you do? • Tell me about a time when you had to tell a more sensitive candidate that they didn’t get the job. Did you “rip off the bandage quickly” or were you careful to try to minimize hurt feelings? • Give me a couple of examples that demonstrate your ability to be a good team member. • When was the last time you coached a new recruiter, either formally or informally? Why did you do it? What impact did you have on this person? • What do you do if you think a candidate would be a bad fit but the hiring manager wants to see them anyway?
5. Newton Software, Inc. © 2018  |  www.newtonsoftware.com  |  415-593-11905 Recruiter Structured Interview Guide Interview Notes Dependability Rating List High Rated Responses • Sees mistakes as learning opportunities. • Doesn’t shy from admitting mistakes. • Goes out of their way to make things right. • Adept at balancing customers’ needs. Low Rated Responses • Admits to mistakes but learns and develops little from them. • Tends to blame others. • No real rhyme or reason in planning or prioritizing. • Knows how to “work the system”. Question List • In what ways do people rely upon you at your current job (or past one)? • What is the strongest part of your recruiting process? What can you do to improve it? • Tell me about a time when you followed up on something you were responsible for even when it was probably unnecessary. Why did you do it? Was it worth your time, as you look back on it? • How do you keep track of your candidate pool as a recruiter? What have you done to make it better? • Tell me about a time when a personal issue pulled you away from work. How did you handle your work responsibilities?
6. Newton Software, Inc. © 2018  |  www.newtonsoftware.com  |  415-593-11906 Recruiter Structured Interview Guide Interview Notes Integrity Rating List High Rated Responses • Gives examples of standing up for what is right. • Shows a willingness to admit faults or when wrong about something. • Understands there are ethical gray areas but more than able to explain the choices/decisions that were made. • Avoids compromising positions. Low Rated Responses • “Can’t tell on coworkers if you want trust amongst each other.” • Gives many examples of excuses and work- arounds rather than addressing issues. • Puts relationships with others above doing the right thing. • Seldom takes responsibility. Question List • What recruiting tactics do you not use because you feel that they are not honest? • What is the “shadiest” thing you’ve seen another recruiter do? What did you do when you saw it happen? Why did you react that way? • Tell me about a mistake you have made as a recruiter. What happened and what did you learn from it? • How often do you find yourself apologizing for not getting back to someone when you said you would? How do you recover from that? • When was the last time you almost quit a recruiting job? Why?