Latest Recruitment Consultant Interview Questions
Q – 1 Explain how can I improve my interview skills?
Ans- Ask for feedback. Consultants interview hundreds of people. They should be able to give you one or two pointers, and, if they are presenting you to their clients, it’s in their interest to do so.
Q – 2 Tell us will you present us to the client?
Ans- Sometimes consultants will not present you and will not tell you why. A good consultant will tell you why they won’t. A poor one will leave you hanging.
Q – 3 Explain why is the role open?
Ans- It’s often worth asking this to find out if the role is a new one or you’re replacing a leaver. If the role is new, it could mean the company is expanding, which indicates they are financially stable. However, it also means there could be some trial and error if no one has done this particular job before.
Q – 4 Explain why did the last person leave?
Ans- This gives you a sense of what may be available within a company. If the last person in the role was promoted, that’s probably a good sign.
Q – 5 Do you know what is the company’s dress code?
Ans- You want to appear to fit in with the company culture. If you dress too smart, you could be out of synch with the interviewer and the company; too casual and you’ll risk appearing slovenly or unprofessional.
Q – 6 Tell me what would get in the way of you presenting me to the client?
Ans- This can open up a franker discussion about your quality as a candidate.
Q – 7 Tell me how many other candidates will you present to the client, and how does my experience compare to theirs?
Ans- With these questions, you get a sense of your worth in this equation plus how long it may take for them to make a decision about you.
Q – 8 Tell me how would you describe the working culture or the challenges?
Ans- I emphasize asking “you.” That brings the question back to their opinion, not what is written down in a job description. You may get a deeper insight that way. A consultant who is not familiar with the client, will probably refer you back to the job description. This should serve as a warning sign to do your own due diligence on the information they provide.
Q – 9 Tell me have you worked with this client for a long time?
Ans- A good consulting relationship takes time to build. So you will want your consultant to at the very least have visited the client. If a consultant works for a long time with a client, they should know more about what makes the organization tick. However, sometimes the consultant’s dealings with the client may be speculative.
They may have called the client and suggested they have good candidates, then advertised. If you get a sense that this is the case, then you will need to ask more questions of their client before you make up your mind about a job.
Q – 10 Do you know what interview process can you expect with our client?
Ans- What’s their role in the hiring decision? Sometimes there will be two or three people interviewing you at various stages. Each has their own role to play. You need to establish what that is so you can prepare properly.
Q – 11 Tell me how has the recruiter presented you to their client?
Ans- You’ll (usually) be interviewed by someone your recruiter has previously had contact with, so it’s worth finding out what information they have passed on.
Q – 12 Why should I hire you as Recruitment Consultant?
Ans- This may seem like a trick question to many job candidates, but it really tells the potential employer what sets this person apart from the rest. This question may be difficult to practise ahead of time, as often the response is best phrased based on the flow of the interview itself.
Listen and learn throughout, then use that information to ask the interviewing manager what they are looking for and play to that response in a relevant and honest way.
Q – 13 Why has the role Recruitment Consultant has been created?
Ans- You want to get an understanding of the challenges you may face. Stepping into a newly created role is completely different to stepping into an existing role, with pre-defined measures of success.
Q – 14 Tell me how would your family/friends describe you?
Ans- Another way of asking how you perceive yourself. Choose three or four adjectives that show the positive side of your personality, such as ‘they would say I’m outgoing, reliable, hard-working and loyal’.
Q – 15 Explain what is poaching/ Raiding?
Ans- Poaching in recruitment means hiring the employee of a competitor who is working in the same capacity as desired by you. This is a major challenge faced by the HR managers as it causes the leakage of talent from an organization and effects its productivity.
The employee is usually hired by offering him better salary and perks.
Q – 16 What has been your greatest achievement so far?
Ans- This doesn’t have to be work related. You can use example(s) from your working life, academic, sporting, extra-curricular, gap year, hobbies / interests etc… The interviewer is trying to find out if you are an achiever. Demonstrate how you achieved and how it has benefited you. Do you still use those skills?
Q – 17 Why do you want this position as Recruitment Consultant?
Ans- To answer this question, you must have researched the company and built a dossier. Reply with the company’s attributes as you see them.
Cap your answer with reference to your belief that the company can provide you with a stable and happy work environment – the company has that reputation, and that such an atmosphere would encourage your best work. Don’t forget to mention what you can bring to the company also.
Q – 18 Tell us some factors that affect the recruitment policy of a company?
Ans- Various factors which can affect the recruitment policy of a company are:
☛ Its objectives
☛ Policies of the competitors
☛ Government laws – Social and economic
☛ Political environment
☛ Cost of recruitment
☛ Time available
☛ Preferred recruitment sources
Q – 19 What is the recruitment process?
Ans- The recruitment process tries to get the best manpower for the organization. It can be considered as the first strategic step towards the success of an organization.
The process consists of following major steps:
☛ Identifying the vacancy
☛ Preparing the job specifications and description of the potential candidate
☛ Advertising the requirement
☛ Receiving and managing the applications
☛ Short listing the candidates
☛ Arranging the interviews
☛ Conducting the interviews and deciding on the candidate
Q – 20 Tell me what, do you feel, has been your greatest work related accomplishment?
Ans- Keep your answers job related. If you exaggerate contributions to major projects, you will be accused of suffering from “coffee-machine syndrome,” the affliction of a junior clerk who claimed success for an Apollo space mission based on his relationships with certain scientists, established at the coffee machine.
You might begin your reply with: “Although I feel my biggest achievements are still ahead of me, I am proud of my involvement with . . . I made my contribution as part of that team and learned a lot in the process. We did it with hard work, concentration, and an eye for the bottom line.”
Q – 21 Explain how would you maximize your ROI on recruitment?
Ans- Recruitment is a time and money consuming activity. In order to maximize the ROI through recruitment activities, a company should keep following things in mind:
☛ Clearly define the achievements you expect from the recruitment process. Establishing the clear goals doesn’t leave a place for confusion in the system.
☛ Develop effective ways to measure critical results.
☛ Precise estimation of time and cost of recruitment.
☛ Ensure that the people working in the recruitment process are well trained.
☛ Estimate the tangible and intangible benefits that have come from the recruitment exercise.
Q – 22 Why are you looking for a new position as Recruitment Consultant?
Ans- The objective of this question is to make sure you’re running toward something and not from something. Bad reasons are not getting along with your boss/colleagues or not being successful. Good reasons are wanting to specialize in a certain field, work for a particular company because of their reputation for excellence, etc.
Q – 23 What are your strengths as Recruitment Consultant?
Ans- We all have them, it’s just acknowledging them in a proficient manner. Try to look at personal attributes such as ‘I’m very resilient” or I’m a team player’ then give examples and demonstrate how they could be a benefit to an employer.
Q – 24 Tell us what do you understand by “Equal Employment Opportunity”?
Ans- Equal employment opportunity means an equal and fair treatment for all people. There is no discrimination among the employees or candidates on the basis of:
☛ race
☛ age
☛ sex
☛ marital status
☛ disability
☛ sexuality
☛ pregnancy
Equal employment Opportunities help in overall development of both the society as well as the organization. They help the organizations in creating a good image for themselves and discharging their social responsibilities.
Q – 25 Explain what type of management style do you feel comfortable work with?
Ans- Whether interviewing for a management position or lower level this is an important question for the interviewer to understand how you work. Open door policy, team player with the ability to work alone and quick learner are important words here but it is important to know what way the company manage their staff.
You can determine this through the image of the company brand and how people talk about the company on and offline. Understanding the management culture of the company and, if possible, the culture of the department you are interviewing for will allow you to recognise the management culture within the company leading to a better comprehension for if you want the position.
Q – 26 Tell me what is recruitment management system? What are its features and benefits?
Ans-
☛ Recruitment management system is a tool for effective management of recruitment process. It helps in quick, reliable, accurate and unbiased processing of various applications.
☛ The system helps in efficient management of system by automatically maintaining the database of candidates.
☛ It works as a good interface between various parties involved in the whole process
☛ It helps in better communication.
Q – 27 Why are you the best person for this job as Recruitment Consultant?
Ans- Your answer will be short and to the point. It will highlight areas from your background that relate to current needs and problems. Recap the interviewer’s description of the job, meeting it point by point with your skills. Finish your answer with something like: “I have the qualifications you need [itemise them], I’m a team player, I take direction, and I have the desire to be thoroughly successful.”
Q – 28 Explain the difference between recruitment and selection?
Ans-
☛ Recruitment aims at searching for the talent and promoting the candidates to apply for the position while selection is the process of screening the candidates to fill a position with the most suitable candidate.
☛ Recruitment process get a pool of candidates for the selection process to work and choose the best one.
☛ Recruitment encourages more and more people to apply while selection eliminates unsuitable candidates to zero down on the best one.
☛ There is no contractual agreement between the employee and the employer in the recruitment process while after the selection a contract is agreed upon by the employee and the employer.
Q – 29 General Recruitment Consultant interview questions:
Ans-
☛ Why do you want this position?
☛ Why should you get this job?
☛ What can you contribute to this company?
☛ What are your greatest strengths and weaknesses?
☛ Who else have you applied to/got interviews with?
☛ Have you got any questions?
Q – 30 Standard Recruitment Consultant Job Interview Questions:
Ans-
☛ What sector are you working in at the moment?
☛ What roles are you typically filling on a day-to-day basis?
☛ Describe a typical day?
☛ What salary ranges are you typically working on?
☛ What was an average placement fee?
☛ What was your best month?
☛ What was your worst month?
☛ What was your largest placement value?
☛ How many people were you placing per month?
☛ How long were you on the phone each day?
☛ What is your current base Salary?
☛ What is your commission structure?
☛ What other benefits do you receive?
☛ Who did you report to?
☛ How are you targeted and how does that breakdown (KPI / Billings)?
☛ How much did you bill last year?
☛ What was your biggest month and when?
☛ Out of your team, where do you rank?
☛ What does the best person in the team do that you may not be doing?
☛ What is the typical sales cycle of a placement?
☛ What is your working hours?
☛ How did you prepare candidates for interview?
☛ How did you win new clients?
☛ How comfortable are you with cold-calling?
☛ Why are you looking to leave your current position?
☛ Describe a typical day?
Q – 31 Scenario Based Recruitment Consultant interview questions:
Ans-
☛ How do you troubleshoot or problem solve? Do you use a specific process?
☛ Explain an achievement that required a lot of time and effort and what you did to reach it.
☛ Describe a time specifically when you did something ambitious in your previous position, the timeline of it and the goals you had to meet.
Q – 32 Role-specific Recruitment Consultant Job Interview Questions:
Ans-
☛ What’s your experience in sales? Have you worked in B2B?
☛ Are you comfortable with cold-calling?
☛ Why do you like recruitment?
☛ How familiar are you with databases?
☛ What are some ways you could use to source candidates?
☛ What screening techniques are you aware of?
☛ How would you rate your writing skills?
☛ Do you prefer working independently or under supervision?
☛ Do you use social media? How would you use them for recruiting or finding clients?
Q – 33 Operational and Situational Recruitment Consultant Interview Questions:
Ans-
☛ How would you go about generating new business?
☛ What questions would you ask to understand the client’s requirements?
☛ If an angry client called you to complain about a candidate you suggested, how would you handle it?
☛ How would you handle a candidate who isn’t a good fit for the position they applied to?
☛ What would you do if you hadn’t found any qualified applicants for a position and your client was getting impatient?
☛ Imagine a client wants to hire a candidate who you think won’t be a good fit. How do you handle this? How would you “sell” someone you think is a great candidate to a company that has doubts?
☛ Can you persuade me to use your services in under three minutes?
Q – 34 Trainee recruitment consultant interview questions:
Ans-
☛ Why do you want to work in recruitment?
☛ How long do you think it takes to reach the consultant role or the lead consultant role?
☛ Give an example of how you’re competitive, and don’t use athletics in your answer.
☛ Are you looking for a career that challenges you every day?
☛ Do you have experience of working in business-to-business sales?
☛ Sell me this pen.
Q – 35 Behavioral Recruitment Consultant Job Interview Questions:
Ans-
☛ Recall a time you had difficulties filling a position. How did you manage?
☛ Describe the most effective recruiter you’ve known
☛ Tell me about a time you failed to provide excellent customer service. What should you have done differently?
☛ Give me an example of a time you disagreed with a client. How did you resolve it?
☛ Recall a time you had to face a stressful situation. How did you manage?