Three interview questions staffing and recruiting pros should always use

Posted by Bond Team | June 27, 2013 |

Even the strongest staffing and recruiting professional can brush up on his or her skills. Reviewing one’s interviewing techniques can help a staffing professional gain the necessary knowledge he or she requires to determine whether a potential hire is the right person for a job. To ensure that the information contained in your staffing software is complete and as fully fleshed out as possible, use a combination of questions in an interview. These three questions will help you better determine the strengths and weakness of a potential hire. 

So, tell me about yourself
This is often the universal way any hiring manager or staffing professional will begin an interview because it allows the interviewer to take a step back from the process and see how the potential hire takes control of the conversation. A mumbled or disjointed answer can indicate that a potential hire is unable to think on his or her feet and even complete the simple task of communicating who they are as a professional. 

Why do you want to work here?
This is a tricky question, but one that a potential hire should most likely understand. What this question really asks is “how much do you know about the company?” As a result, it is the ideal opportunity for you to examine how much effort the person has put into the interview. Youtern reported that researching both the company and the interviewer is a recommended step in the meeting process, which means that a candidate who fails to do either or both shows a lack of commitment and dedication. 

“Answering this question also allows a candidate to give a confident response that basically says, ‘I picked you!'” Vickie Austin, business and career coach, told the news source. “Without being presumptuous, the person can boldly attest to the fact that they screened this company, then express the desire to make a difference working for them.” 

Tell me about a challenging situation that did not end well
If a recruiter really wants to gauge how a person will react in the workplace, sometimes it’s best to understand his or her faults before their strengths. By specifying that the situation had to end poorly, you are setting the person up to describe a situation in which he or she failed to perform well. If the individual says no situation like this exists or can’t think of one, he or she is most likely inexperienced or brushing over the truth.

Staffing and recruiting professionals like you are probably already using questions like this, along with a variety of other tools, such as video interviews, personality assessments, and staffing and recruiting software, to help you find the candidate that best fits your customers’ needs. It’s up to you to stay on top of your game to fill the order first!

Category: Recruiting

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