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EDI Staffing Interview

30 Questions and Answers by Rachelle Enns

Rachelle is a job search expert, career coach, and headhunter
who helps everyone from students to fortune executives find success in their career.
Question 1 of 30
What steps do you take to ensure that you fully understand a clients' hiring objectives and requirements?
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How to Answer
When you take a new job order from a client, your success in filling the role relies entirely on your ability to listen and ask the right questions of your client. The interviewer wants to see that you possess the insight and intuition to know how to get the correct information from your clients. Discuss what you do t ensure that you are on the same page of your clients, at all times.
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Top 30 EDI Staffing Interview Questions
What steps do you take to ensure that you fully understand a clients' hiring objectives and requirements?
When you take a new job order from a client, your success in filling the role relies entirely on your ability to listen and ask the right questions of your client. The interviewer wants to see that you possess the insight and intuition to know how to get the correct information from your clients. Discuss what you do t ensure that you are on the same page of your clients, at all times.

Rachelle's Answer #1
"My ability to understand my clients' hiring objectives all comes down to asking the right questions. I always ask what went wrong with the last person in the role. I ask them to describe their ideal candidate, from skillset to mannerisms. I also visit my clients' office in person as often as possible so that I can get a full idea of the vibe; ensuring a workplace culture fit."
Rachelle's Answer #2
"To come from a place of full understanding, I begin by wholly reading the job posting, description, and the company website. It's important that I fully understand the core values and mission of my client so that I can match the best candidate. I ask a lot of questions that go beyond the standard, 'what is your candidate's ideal degree?' and look deeper into personality and culture."
Where do you go to source candidates, and in what order?
The interviewer is testing your recruitment expertise by looking for gaps in your sourcing process. One of the most critical activities in the IT staffing industry is to be the first to reach candidates. This achievement means working fast and searching smart!

Often in the IT staffing industry, your clients will not be working exclusively with you. Talk about the steps that you take to ensure that other recruiters from EDI Staffing competitors don't reach your star candidate first!

Rachelle's Answer #1
"As soon as I take a new job order, I craft an eye-catching job posting and put it out to my LinkedIn network of over 5,000 contacts. Then, I sent out an SMS to every qualified candidate in my ATS who is at least a 75% match rate. My next step is to post on Zip Recruiter, which gives me multiple viable candidates within 24 hours. I have filled contract roles in as little as 18 hours with this approach."
Rachelle's Answer #2
"The most important, and the first place that I go to is to my existing database in my company's applicant tracking system. Second is LinkedIn, and third is my top four job boards, which include Indeed and CareerBuilder. I understand the importance of working fast and smart."
Walk me through your experience facilitating hiring decisions, including salary recommendations, benefits, other employment terms.
As an IT recruiter, you will play an integral role in ensuring that your clients and candidates are happy with the terms of their contract or job offer. This involvement requires you to be an expert in your clients' hiring landscape, which includes competitive salaries and compensation packages. Discuss your experience working as a partner to both parties, facilitating from the first interview to the job offer.

Rachelle's Answer #1
"I have run a 360 desk for the past five years. I take complete involvement in every placement I make, from job order to every touchpoint until an offer is signed, and into the first three months of employment. I keep up to date on the economic conditions of every region where I recruit. I am aware of the cost of living, salary averages, and dig deep into questions such as compensation packages and what my candidates need to accept a job offer. I am highly capable of facilitating these important conversations."
Rachelle's Answer #2
"As a research consultant, the bulk of my experience is in research and setting the stage for our staffing experts to coach clients on making competitive job offers. I read many publications on the art of compensation negotiations and what forms a great job offer. I look forward to learning more and increasing my involvement in these aspects of staffing."
What do you know about EDI Staffing client base?
The interviewer wants to see that you have taken the time to research EDI Staffing and the clients they serve. You may not find a complete client list on the business website, but you should be able to uncover some reviews or client spotlights by searching online. Look for any information that shows you a few clients and industries that EDI Staffing serves.

Rachelle's Answer #1
"I am aware that EDI Staffing primarily serves the staffing needs of healthcare, finance, and government-based clients. I read stellar reviews from clients such as (A), (B), and (C). All of these companies are highly regarded in their space. and I look forward to learning more about your premium client list."
Rachelle's Answer #2
"You have excellent client reviews from the HR departments at (A), (B) and (C). In addition to this, I read many rave reviews on Glassdoor from candidates who you placed in government agencies, retail, and even biotechnology sectors. Your website highlights your work in the healthcare, life sciences, government, and communications industry. Is it accurate to say these are some key clients within these industries?"
Do you have more experience with permanent placement or contract recruitment? Which do you prefer?
Permanent placement and contract recruitment each come with their unique challenges, and the interviewer would like to know if you have expertise in either. Some recruiters are generalists, working in any industry and for perm or temp placements. Others stick to one lane. If you are new to the IT staffing industry, you will likely begin in temporary or contract recruitment. Before accepting any job offer from EDI Staffing, it's crucial that you fully understand where your focus will be.

Rachelle's Answer #1
"I have the most experience in contract recruitment within the IT space; mainly healthcare and government placements. Contract recruitment is fast-paced, and a bit more unpredictable than permanent placement, which I like. No day is the same. I have quick wins and can solve complex problems in a fast-paced setting."
Rachelle's Answer #2
"The staffing experience that I have is as a research consultant intern for a generalist firm that offered both permanent and contract-based opportunities. Although I have not formed a preference yet, I am aware that each area of staffing come with challenges. I look forward to learning everything that I can from EDI Staffing in any facet you require."
EDI Staffing offers many growth opportunities into sales, operations, corporate and more. What are your long term career goals within IT staffing?
There are many areas to take your career in IT staffing, and the interviewer would like to know which of these avenues interest you the most. Some of your choices with EDI Staffing may include being a recruitment consultant, a branch manager, a recruitment specialist, a national or enterprise account manager, or a business development lead. Discuss where you would like to see your career go with EDI Staffing while being as specific as possible.

Rachelle's Answer #1
"My long term goal is to gain a role as a branch manager with EDI Staffing. What would make me a good fit for this is my ability to influence and motivate a team while keeping a keen eye on performance goals. I have an interest in helping my company optimize profitability by leading and supervising talented recruiters."
Rachelle's Answer #2
"Once my internship is complete, I would like to earn my way into a recruitment consultant role. I have some experience researching new lines of business, which is a great start for this role. I aim to gain more experience in understanding clients' needs, relationship building, and filling client orders."
EDI Staffing specializes in staffing IT professionals within the technology, digital, creative, healthcare technology, engineering, life sciences, and government sectors. If you could recruit in any industry and specialty, what would you choose and why?
Any industry can call for the assistance of a recruiter; however, IT staffing can be especially challenging and specific. Some areas of IT recruitment include:

- Accounting & Finance
- Banking
- Engineering (all types)
- Legal
- Data Security
- Web and App Development
- Government
- Healthcare & Medical
- Pharma & Biotech

As you can see, these are industries that often require a specific skill set and knowledge base. Talk to the interviewer about your specialty, if you have one. If you do not have one be prepared to discuss which industry you are most interested, and why.

Rachelle's Answer #1
"I have worked as a generalist recruiter and as a recruiter in the medical and healthcare industry. If I could choose any area for which to recruit, I would say that life sciences, would be of most interest."
Rachelle's Answer #2
"My university degree is in marketing, so I feel that I could be most impactful as a recruiter for sales, eCommerce, retail, digital, and creative industries. With that said, I am very open to learning new skills and industries."
What economic factors impact the staffing industry the most?
Economic trends significantly impact the staffing industry. When a region experiences a significant industry boom, talent acquisition professionals need to look outside of their area and typical recruitment approaches to attract fresh talent. When the economy is weaker, often temporary or contract recruitment increases, where permanent searches decrease. Talk to the interviewer about the economic factors that you believe impact staffing the most.

Rachelle's Answer #1
"From my experience in the staffing industry, I have seen that situations such as tech and oil booms impact us the most. In an economic boom, staffing experts need to look outside the region for talented contractors. This demand also means higher pay and more commission for those working in staffing. Just last year our agency began to source IT workers outside of the country, helping many to obtain H1B visas, so they were eligible to work for our clients."
Rachelle's Answer #2
"I believe that the cost of living is a significant factor that impacts staffing. I have recruited for tech organizations in high-cost locations such as San Francisco and New York. One challenge is finding the fine balance between meeting the high salary requirements of the most talented candidates while helping my clients to keep their costs in check."
Do you understand the pros and cons of temporary staffing versus permanent hire?
EDI Staffing offers a broad range of services to meet the ever-changing needs of their clients. Now, the interviewer wants to see that you understand the driving force behind some of the hiring approaches and decisions that your clients will make. Some factors a client will need to consider when weighing between temp and perm staffing include:

- If they are 100% sure of their future staffing needs. If there is an immediate need to fill a position, without a long-term guarantee, it may make more sense to hire a contractor versus a permanent employee.

- Their ideal staffing levels. Will taking on more employees will be approved by their board or other stakeholders? In these instances, a contractor may feel less permanent.

- Contractors may cost more per hour; however, they are often ineligible for perks such as paid vacation days, workers' compensation, and health insurance. This structure makes their fees very competitive, without the commitment.

- When a client chooses the temporary staffing route, they are not generally responsible for the contractors' payroll, or other time-consuming conversations such as truancy and performance issues. Less responsibility can save a client a great deal of time.

Talk to the interviewer about your understanding of temporary staffing versus permanent hire. Show that you understand the factors that your clients will face when deciding their talent acquisition approach. EDI Staffing needs to be sure they are hiring a recruiter who will act as a staffing partner to their valuable clients.

Rachelle's Answer #1
"Many of my clients begin with a skilled contractor and then move them into a permanent position once they have proven their performance. We call it temp-to-hire, and my conversion rate with one particular client is 67%, which is remarkable. I believe this client feels safer in making hiring decisions this way. There is less risk of making a bad hire and dollars saved because they are not training the wrong people."
Rachelle's Answer #2
"From discussions with my clients, they prefer hiring contractors when they have an increase in projects and work, but there is an end in sight. I have one IT client who has a 1-year contract to create an app for a popular retailer. When the contract is over, they may not have enough work to keep everyone busy. They need human resources to serve their clients' needs; however, they do not need a long term employee commitment. We staffed about 60% of their project, taking care of payroll, and more."
Talk to me about your sales training. Do you enjoy sales?
Much of IT staffing involves sales; whether it be finding new clients, asking for new job orders, or pitching a candidate to your client. In this role with EDI Staffing you might run a 360 desk. This term means that you handle everything from client acquisition, business development, sourcing candidates, and placing them, and all the documentation required in between.

Talk to the interviewer about any sales training you have; whether it be formal coursework, post-secondary education, on-the-job training, or self-led learning. If you do not have any sales training, look into some online coursework that you can take, being sure to express interest in further training.

Rachelle's Answer #1
"I have completed coursework from 'Recruiting to Win' which included work on Pitching, Retainer Selling, and Networking Skills Training for Recruiters. This coursework, along with my years of experience in the industry, has helped me learn to prospect smarter, optimize my cold calls, and close clients more often. I am very confident in my sales skills but can always learn more."
Rachelle's Answer #2
"I am new to my career; however, as a recent university graduate, I see the importance of continual learning and skills building. I have a list of books that I am going to read over the next month, including 'The Psychology of Selling' by Brian Tracy and 'Way of the Wolf' by Jordan Belfort. These books will be beneficial; however, I am very open to your recommendations."
Much of the work at EDI Staffing includes cold calling candidates and other prospects. Walk me through your cold calling experience.
Many IT staffing companies ask their recruiters to start with cold calling. If you are new to the industry, your training could require you to make 100 or more cold calls per week! So, for obvious reasons, the interviewer needs to be sure that you are not intimidated by the thought of making cold calls.

Discuss your experience with cold calling, and even warm calling to drum up business from existing prospects. If you have formal training in cold calling, be sure to mention that training. This training could include on-the-job or even self-led learning.

Rachelle's Answer #1
"The best book that I have ever read on the art of effective cold calling is 'Fanatical Prospecting' by Jeb Blount. This book taught me a lot about bad sales tactics versus a professional approach. In my current role, I received a great deal of training on filling my pipeline, building relationships, and exceeding my goals. Currently, I cold call up to 60 prospects per week with a 30% conversion rate, which is very good considering my goal is 50 cold calls at a 15% conversion rate."
Rachelle's Answer #2
"This position would be my first with a cold calling component; however, I have performed some door-to-door sales. On my summers off during university, I worked as a door-to-door canvasser for United Way. We had many targets and goals, which included knocking on 150 doors per day and raising a minimum of $1000 daily. It was a tough job, but I believed in the cause, which made the hard work worth it. I look forward to furthering training in cold calling and the opportunity to apply my previous sales experience."
With which applicant tracking systems are you most familiar? Explain to me how an ATS works.
Nearly every staffing company uses an applicant tracking system. An ATS collects resumes that are submitted to the agency online or by email. The ATS will collect, organize, and categorize the information on a resume in a way that helps you rank how well the candidate fits the position description.

If you need to research popular ATS' ahead of time, some of the most popular systems include:

- Oracle Taleo
- Bullhorn
- Bamboo HR
- Zoho Recruit
- IBM Kenexa

Talk to the interviewer about the systems you have used in the past. Be sure to showcase your knowledge on ATS systems.

Rachelle's Answer #1
"As a seasoned IT recruiter, I believe it's important that every candidate I work with has a full understanding of how an ATS works. I spend time coaching my candidates on how to optimize their applications, so they are successful against the applicant tracking parsing process. The systems I have used include Google Hire and BreezyHR. I am confident in my ability to quickly learn any new systems. Could you share with me the systems that you use at EDI Staffing?"
Rachelle's Answer #2
"I have researched how an ATS works from both a recruiters standpoint as well as that of the candidate. I have heard of Kenexa and Zoho most frequently. Picking up on new technology is a strength of mine so, if you could share with me which ATS is used at EDI Staffing, I am happy to educate myself before my start date."
You land a new job order from a client. What do you do next?
As an IT staffing expert, part of your role includes carefully taking new job orders from your client. Taking a job order requires asking thoughtful questions so that you can gain a solid understanding of who will be the best fit for the job. Once you have a solid understanding of the type of candidates your client wants to see, check your ATS for candidates who are a match. You will want to craft a job posting and publish it on the platforms that your company leans on the most. Then, narrow down your candidate results and start making calls!

Rachelle's Answer #1
"Once I have a full understanding of my clients' needs, I go to my system and search for existing candidates. I will call from my top 15 list, asking if they are still looking for a job. If the role is a potential match, I will book the first interview. If the role is not a fit, I will ask them if there is anyone in their network who may be a fit. From there, I post on Zip Recruiter, our company website, Indeed, and LinkedIn. I also utilize LinkedIn recruiter to help me find matches. Generally speaking, I spend the first three days after receiving a job order on calling potential candidates and leveraging my network."
Rachelle's Answer #2
"After landing a new job order, I believe that proper documentation would be the first important step. After documenting, I would craft a compelling job ad based on the information given to me. Then, the path of least resistance would be to search my existing candidate base for a match. Is this the process followed at EDI Staffing?"
Have you ever been unsuccessful in filling a clients' needs? If so, how did you react?
IT staffing and contract recruitment mean that you are often fulfilling urgent client needs. There are many variables in whether or not you are successful in being the top staffing expert that uncovers a rockstar candidate in a short amount of time. Often you are competing against other staffing agencies on the same job order.

The interviewer wants to see that you can handle the pressure of this fast-paced environment at EDI Staffing. Discuss how you react when you fall short or run into a perceived failure. Express that you never give up, that you have grit, and the tenacity required to succeed at EDI Staffing.

Rachelle's Answer #1
"Recently, I had a client give me five days to fill two Python specialist roles. I filled one of the two; however, I do not consider 50% to be a success. Rather than feeling discouraged, I kept calling my network and sourcing online. I ended up introducing my client to the second and final hire the following week. This example goes to show that tenacity is everything in the staffing industry."
Rachelle's Answer #2
"I recently had a healthcare client who needed a role filled with a highly specific skill set. I knew I was facing a significant challenge; however, I underestimated the scope of the challenge. The role took me eight weeks in total and, in the end, another agency beat me to the punch. My approach involved all resources available to me, including diligent cold calling; however, in the end, it wasn't enough. I reached out to my client the following month, and they were happy with their choice; however, they did give me two new job orders, which I ended up filling. In the end, it wasn't a complete fail."
What targets and goals are most important, in your current role? How is your performance measured?
Staffing is incredibly competitive, and your job as an IT recruiter is essentially a sales position. The interviewer wants to see that you are accustomed to the idea of meeting sales targets and other performance goals.

As an IT recruiter, in permanent or contract placement work, you may be measured on the number of placements you make per quarter, how quickly you fill a job order, your business development activity such as cold calling, and your interview-to-hire ratio. Talk to the hiring authority about your performance, and discuss how you stack up compared to others on your team.

Rachelle's Answer #1
"My current position involves both permanent and temporary placements. I look at my client acquisition strategies, which include cold calling numbers and conversion rate. I am judged on how many job orders I bring in, first interviews performed per job order, number of placements, and my interview-to-placement percentage. I have always landed in the top 3 performers for our agency. I attribute this to my warm and cold calling activities which are always over the minimum expectation."
Rachelle's Answer #2
"In IT contract staffing, the most important metrics in my role are the speed at which I fill a job order. I do not run a 360 desk, so right now, my expectations are based on how fast I react to the job orders that hit my desk. Right now, I am in the top place for telephone interviews performed, and I am among the fastest on my team to get candidates out to clients for first interviews. I am a strong performer, and I look forward to bringing this winning attitude to your agency."
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