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EDI Staffing Interview
Questions

30 Questions and Answers by
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

With which applicant tracking systems are you most familiar? Explain to me how an ATS works.

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EDI Staffing Interview Questions

  1. 1.

    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."

  2. 2.

    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."

  3. 3.

    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."

  4. 4.

    What are your most important daily tasks as an IT recruiter?

      The interviewer is checking to see if you have a full understanding of this IT staffing position. Think about the job posting or job description by EDI Staffing and the tasks and activities they mention most often. Show the interviewer that you have done your homework! If your current job is similar, talk about the tasks that you repeat most often. If you have never worked in recruitment, you will need to lean on your research and documents provided to you by EDI Staffing.

      Rachelle's Answer #1

      "As an IT recruiter, I can say that my most important tasks include calling and documentation! Calling current clients for new job orders, cold calling potential clients to form new relationships, and calling potential candidates to place them with my clients. From what I have read in the EDI Staffing job posting, you put a lot of emphasis on business development activities, and proper candidate follow-up."

      Rachelle's Answer #2

      "From my research and understanding, the most important tasks I would perform in this role with EDI Staffing include research, business development, and documentation. When I perform all three of these tasks at the level you expect, I should be exceeding my goals and targets."

  5. 5.

    What would you do if one of your contractors quit their assignment without notice?

      Temporary and contract staffing can be highly unpredictable. You may experience candidates who don't show up on their first day or quit their job without notice. Some contractors will decide partway through their assignment that the role isn't a fit. And, some will have life-changing moments and decide to leave their coding job to become a travel blogger.

      EDI Staffing needs to know that you can put out these fires, and quickly backfill a position without taking too much time to recover. The key to this answer is showing that you are all about what's right for your client. Show that you react quickly, and with purpose.

      Rachelle's Answer #1

      "I understand that no matter how well you screen a candidate, these situations can still happen. If my placement quit under unexpected circumstances, I would ask a lot of questions about the job and overall fit, so that I could prevent the situation from happening again. I would work with great speed to find a replacement for my client. I would share the candidates' reasoning with the client so that we could make a plan to ensure the situation did not repeat itself."

      Rachelle's Answer #2

      "Exit interviews are critical in cases like this. I would ask the candidate what went wrong, what I could have done differently, and what my client could have changed. Next, I would apologize to my client and share the information from the exit interview. I would commit to finding a replacement within a suitable timeframe. Of course, I would document the situation and any conversations."

  6. 6.

    EDI Staffing helps our clients grow and succeed by introducing them to top talent. How do you determine which candidates are the best match?

      As an IT staffing professional, it's your job to make introductions! When a client has a need, how do you ensure that you are sending them the top candidates available on the market? Talk to the interviewer about your research skills, and your ability to properly vet candidates. Discuss the factors that you consider before sending a candidate over to your client.

      Rachelle's Answer #1

      "I highly respect my clients' time and the time of my candidates. For that reason, I only send my top 3-5 candidates for each open position. I look at an overall picture, which includes hard skills, soft skills, and culture match. I am clear with my candidate on expectations, the compensation package, and other significant factors in the company offering. A great match is one that goes both ways."

      Rachelle's Answer #2

      "The most important factors to look at when matching a candidate to a client are skill set but also personality match. I check to ensure that my clients' workplace culture is a match for my candidate. I want everyone to be happy, so I work extra hard to make sure that happens before ever making a candidate introduction."

  7. 7.

    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?"

  8. 8.

    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."

  9. 9.

    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."

  10. 10.

    How do you feel about working in a highly commissioned environment?

      If EDI Staffing told you that you would be paid based on your performance alone, how would you feel? Many recruiters earn commission solely; however, not all of them do. It's essential that you fully understand the pay structure offered by EDI Staffing before moving too far into the interview process.

      Whether this position pays only commission is not the sole focus of this question. The interviewer would like to see that you are SO confident in your ability to be a top performer, that you would disregard a guaranteed salary. Show confidence in your skills but also be sure to only agree to a compensation structure that makes you comfortable!

      Rachelle's Answer #1

      "My job performance is always quality, and I have earned commission solely in the past, proving my value as a staffing expert. Now I am ready to jump into a role that offers a good salary plus commission, reflecting my years of training and expertise in the industry."

      Rachelle's Answer #2

      "A 100% commissioned environment would be new to me. After some sales training and a bit of lead time, I think I could certainly handle my pay structure as a reflection of my hard work. I am confident in my ability to be a high performer, either way."

  11. 11.

    Walk me through your process after a candidate is rejected by a client.

      Candidate rejection is part of your everyday work as an IT staffing professional. How you treat every candidate that you work with will speak volumes to the interviewer, and will be a significant factor in your fit with EDI Staffing. Talk to the interviewer about how you treat your candidates, ensuring that it is with utmost care and respect.

      This respect means that you are forthright with them when they don't get the job and that you diligently follow up with them during the entire interview process. This question is a great time to show off your coaching skills, and your keen ability to give constructive feedback.

      Rachelle's Answer #1

      "I treat every candidate the same way that I expect in my job search. When my client tells me they are not the right fit, I will tell my candidate right away. Being upfront and prompt means that my client can take the time to process the rejection, correct their path, and move on to bigger and better. I encourage candidates by reinforcing their talent, despite the rejection. I have other clients that I can introduce them to, and I encourage them to keep in close contact with me throughout their job search. More often than not, I can introduce a talented candidate to two or more clients."

      Rachelle's Answer #2

      "It's important to respect candidates when they take the time to engage with you and your client. If my candidate is not selected, I pick up the phone and call them. If they are open to hearing feedback from my client, I will take the time to coach them and prep them for moving forward. Often this news is very disappointing o I must let them down easy, with respect and utmost honesty. I still work with these candidates closely because they are often a great fit for other clients."

  12. 12.

    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."

  13. 13.

    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."

  14. 14.

    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."

  15. 15.

    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."

  16. 16.

    What economic factors impact the staffing industry the most?

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  17. 17.

    Much of the work at EDI Staffing includes cold calling candidates and other prospects. Walk me through your cold calling experience.

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  18. 18.

    You land a new job order from a client. What do you do next?

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  19. 19.

    Have you ever been unsuccessful in filling a clients' needs? If so, how did you react?

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  20. 20.

    What targets and goals are most important, in your current role? How is your performance measured?

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  21. 21.

    If you could change any aspect of the IT staffing industry, what would it be?

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  22. 22.

    EDI Staffing goes beyond only matching resumes with open jobs. We help to grow and develop the careers of our candidates. How will you contribute to this mission?

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  23. 23.

    How would you define STEM? Why is it important?

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  24. 24.

    How comfortable are you with using tools such as LinkedIn Recruiter to source new candidates and clients?

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  25. 25.

    What does attrition mean, and what are the most significant factors that impact employee attrition rates?

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  26. 26.

    Rate your resume writing skills from 1-10. Are you able to help a candidate position themselves flawlessly to your clients?

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  27. 27.

    What questions do you have for me?

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  28. 28.

    Would you be honest with a candidate who did not get the job due to their appearance?

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  29. 29.

    Exceptional IT staffing requires an intimate knowledge of the industry. How do you remain up to date on changes and trends within IT?

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  30. 30.

    What are your earnings expectations as an IT recruiter?

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