MockQuestions

Facebook Recruiter Interview Questions

To help you prepare for a Recruiter interview at Facebook, here are 30 interview questions and answer examples.

Facebook was written by and updated on July 16th, 2021. Learn more here.

Question 1 of 30

Facebook seeks a Recruiter who can 'Be Bold' and also 'Move Fast.' How do you react when you and your leadership team disagree on the quality of a candidate, and it sets your search back?

How to Answer

Facebook has 5 core values listed on its website. One of these core values is 'Be Bold.' This mantra is explained as, 'Building great things means taking risks.' Facebook believes that 'The riskiest thing is to take no risks.' They also go on to say, 'In a world that's changing quickly, you're guaranteed to fail if you don't take any risks.'

Another core value is 'Move Fast.' Facebook explains 'We believe that it's better to move fast and make mistakes than to move slowly and miss opportunities. Doing so enables us to build more things and learn faster.'

Each time you shortlist and present a candidate to stakeholders and decision-makers, you are taking a risk that they will say 'no' to your candidate. There will be times when you think you've hit the jackpot and found the best candidate possible for the role. You will excitedly present the candidate to your leadership team, and unfortunately, the hiring managers don't feel the magic.

The interviewers want to know that you handle disappointment professionally rather than becoming visibly upset or demotivated. Discuss in detail how you react when disappointments arise. Show the interviewers that you can maintain Facebook's core values even in the face of disappointment. Then, focus the bulk of your response on the action steps you take to pick yourself back up and move forward.

Written by Rachelle Enns on July 16th, 2021

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Facebook Recruiter Interview Questions & Answers

  • Behavioral

    1. Facebook seeks a Recruiter who can 'Be Bold' and also 'Move Fast.' How do you react when you and your leadership team disagree on the quality of a candidate, and it sets your search back?

      How to Answer

      Facebook has 5 core values listed on its website. One of these core values is 'Be Bold.' This mantra is explained as, 'Building great things means taking risks.' Facebook believes that 'The riskiest thing is to take no risks.' They also go on to say, 'In a world that's changing quickly, you're guaranteed to fail if you don't take any risks.'

      Another core value is 'Move Fast.' Facebook explains 'We believe that it's better to move fast and make mistakes than to move slowly and miss opportunities. Doing so enables us to build more things and learn faster.'

      Each time you shortlist and present a candidate to stakeholders and decision-makers, you are taking a risk that they will say 'no' to your candidate. There will be times when you think you've hit the jackpot and found the best candidate possible for the role. You will excitedly present the candidate to your leadership team, and unfortunately, the hiring managers don't feel the magic.

      The interviewers want to know that you handle disappointment professionally rather than becoming visibly upset or demotivated. Discuss in detail how you react when disappointments arise. Show the interviewers that you can maintain Facebook's core values even in the face of disappointment. Then, focus the bulk of your response on the action steps you take to pick yourself back up and move forward.

      Written by Rachelle Enns on July 16th, 2021

      1st Answer Example

      "In my current role as Recruiter for Company XYZ, if a leader disagrees with the quality of my shortlisted candidate, I am sure to remove any emotion from the equation and come back to them with factual data from my talent marketplace analytics and other forms of benchmarking. There are times that the hiring managers need deeper data regarding the talent acquisition landscape. When leaders can look at the full picture, they are much more likely to take an open-minded approach. This approach often clears up disagreements on candidate quality. Sometimes a disagreement on the quality of a candidate means that I go back to my search and find a couple of new candidates for consideration. Other times this situation means that we collectively compromise by interviewing the candidate one more time in an attempt to uncover the core reason the leader feels hesitant to make a job offer. I believe that it's in the company's best interest that all stakeholders agree on a candidate before a job offer is made. As a Facebook Recruiter, if I encounter a situation like this, I will be bold by pushing back when necessary; however, I will also move fast to course-correct to ensure that we do not miss out on opportunities to capture an even better candidate."

      Written by Rachelle Enns on July 16th, 2021

  • Communication

    2. Facebook is looking for a Recruiter with a proven track record of building strong working relationships with leaders and influencing cross-functional partners. Do you consider yourself a persuasive person?

      How to Answer

      The art of being an excellent communicator is also yielding the power of persuasion when necessary. There is a difference between persuasion and debating - or even convincing. Persuasion is used when you want to influence someone rather than tell them that they are wrong and you are right. Despite some negative connotations towards the word persuasion, it is not a negative trait to be a persuasive individual, especially in highly competitive talent acquisition environments such as Facebook.

      Facebook looks for recruiters who are thoughtful and highly persuasive professionals. The power of persuasion is essential if you are working to secure a passive candidate or pitching a unique hiring strategy to client groups or recruiting teams. Persuasion is also a helpful skill when you want to gain momentum with your coworkers or have your leader better understand your approach on a recruitment project. Talk to the interviewer about whether or not you consider yourself a persuasive individual, and support your reasoning.

      Written by Rachelle Enns on July 16th, 2021

      1st Answer Example

      "I believe that persuasion is a key skill of an effective recruiter. I recently read the book 'Pre-Suasion,' by Robert Cialdini. He speaks of the science in persuasion and that there are significant moves to be made before ever asking someone to do something on your behalf. This book has greatly influenced how I use persuasion. I am persuasive in helping department leaders, and other stakeholders understand the analysis behind my candidate submissions. Before submitting a candidate to a decision-maker, I have a persuasive case built and am ready to support my positioning with convincing data. Being an effective recruiter is similar to how a lawyer prepares for court. I must be ready to state my position from all sides and angles persuasively. When hired as a Facebook Recruiter, my recommendations will be trustworthy since I will present candidates solutions based on persuasive data which helps influence sound hiring decisions."

      Written by Rachelle Enns on July 16th, 2021

  • Communication

    3. As a Facebook Recruiter, you will support an exemplary candidate experience at every stage of the process. Tell me about your approach to earning trust with candidates.

      How to Answer

      Facebook is seeking a recruitment professional who will foster trust-based relationships with the company's valued candidates. A Facebook Recruiter will understand the importance of gaining a close understanding of candidate requirements, concerns, and expectations. Respectful candidate relationships are essential to a company's reputation, and Facebook needs to see evidence that you can create and maintain well-established candidate relationships on their behalf.

      Recruitment is a competitive industry with many companies vying for top talent. To win the best talent, the candidate must also be thrilled with your approach, have trust in you, and feel comfortable that the information you provide is accurate. Provide the interviewers with specific detail around your approach to earning and keeping trust with your candidates. If you have information regarding Facebook's hiring values, be sure to incorporate your knowledge of their best hiring practices and discuss how you plan to uphold these values when you are hired as their next Recruiter.

      Written by Rachelle Enns on July 16th, 2021

      1st Answer Example

      "As a recruitment professional, one of my favorite questions to my candidates is, 'What can I do today to support your passion?' I ask this question because it shows the candidate that I am ready to support their career dreams rather than only push a job opening that looks like a fit but may not feel like a perfect match. I hold personalized conversations that create, build, and maintain trust. Through active listening, I know that I do my best to deliver on each candidate's unique needs and the important expectations they have for the next steps in their career. The candidates that I work with often recognize my integrity and appreciate that I never waste a minute of their time. I check in with them regularly since the hiring process can be lengthy and have lulls. During those times, I continue to earn their trust with informative check-ins. Through the interview and vetting process, I perform regular temperature checks to ensure they are comfortable and happy with the recruitment process. The more value I add, the more each candidate will trust me; thus, trusting Facebook as a company. When I applied to this role, I read on Facebook's careers site, 'Do the most meaningful work of your career.' That phrase stuck with me, and as a Facebook Recruiter, I will ensure that each candidate I speak with is clear on Facebook's mission to have its teams working on projects that bring passion, align with their values and purpose, and that have a positive impact on the world."

      Written by Rachelle Enns on July 16th, 2021

  • Compatibility

    4. Facebook Recruiters are entrepreneurial by nature. How do you embrace an entrepreneurial mindset as it relates to recruitment?

      How to Answer

      To be a successful recruitment professional, you need to think like a CEO, a salesperson, a candidate, and a hiring authority - all rolled into one! This multifaceted skill set requires you to be highly entrepreneurial in your actions and your mindset. Facebook expresses on its career website that they want to employ people who have a desire to 'bring your values to do work that matters--not just to you, but to the world.'

      According to Facebook's position requirements, you can embrace and emulate an entrepreneurial mindset by:

      - Possessing a future-focused mindset.
      - Conceiving practical and creative ways to engage and hire great talent.
      - Showing a passion for creating exceptional candidate experiences.
      - Bringing a drive and motivation to be a knowledgeable partner to candidates and hiring managers.
      - Displaying high resourcefulness and tenacity in challenging situations.

      Discuss the ways that you have embraced an entrepreneurial mindset in your recruitment career. Show the interviewers how your capabilities and approach match the expectations and accountabilities placed on a Facebook Recruiter.

      Written by Rachelle Enns on July 16th, 2021

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  • Compatibility

    5. Facebook conceives practical and creative ways to surface leading talent. What do you know about our sourcing strategies, and how will your approach be complementary?

      How to Answer

      Facebook Recruiters invest a lot of time activating passive candidates through a highly engaged approach. This method of recruitment is necessary for companies that operate in highly competitive tech industries. First, the interviewer wants to know if you are aware of Facebook's competitive sourcing strategies. Your level of knowledge will show the interviewer how engaged you are in your own interview process. Show that you have spent the appropriate amount of time researching Facebook and preparing yourself for a successful interview.

      On Facebook's careers website, the company shares some insider information on its approach to recruitment:

      'Although we've come quite a way from our startup roots, we still maintain our hacker culture and work in small, close-knit teams, move fast and make a huge impact. This is true of our engineering teams and recruiting teams. Our Recruiters and Sourcers work closely together and partner with engineering and hiring teams to help find and hire the best people. It's a team approach. We take risks and iterate a lot on our processes and tools. Our open culture enables us to find new ways of working better together. Ideas come from anyone - Recruiters, Sourcers, Coordinators, Interns - we all have the opportunity to innovate and make an impact each day. We care deeply about meaningful connections inside our company as much as we do outside. Whether it is celebrating birthdays and Faceversaries or coming together over shared passions like running, parenting, or creating inclusive communities, Facebookers thrive when we are connected.'

      Now that you are somewhat aware of Facebook's approach to surfacing leading talent, the interviewer wants to know specific ways that your sourcing strategy will complement Facebook's efforts. When you respond, be as specific as possible. This approach will help the interviewer envision you working and succeeding in the company's environment.

      Written by Rachelle Enns on July 16th, 2021

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  • Competency

    6. As a Facebook Recruiter, you will regularly manage pipeline activity, maintain data integrity, and proactively share data-centric updates with internal stakeholders. How do you currently use data in the recruitment process?

      How to Answer

      As a Facebook Recruiter, the company's hiring managers and other stakeholders will often respond best to your recommendations if they can link your findings to data. Show the interviewer that you understand how to use analytics in your talent attraction processes. If possible, give a specific example of a time when the use of data and analytics led to a competitive hire, valuable market assessment, or a successful talent acquisition campaign.

      Written by Rachelle Enns on July 16th, 2021

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  • Competency

    7. If hired, you will specialize in top pillar recruitment for roles such as Product Management, Product Design, User Research, and Analytics. Walk me through the type of positions you have filled in the last 12 months.

      How to Answer

      The term 'top pillar' refers to the layers of seniority in an organization. Typically the pillars, or tiers, will refer to entry-level positions, mid-level positions, and top-level positions. If hired as a Facebook Recruiter specializing in top pillar recruitment, you will be filling more complex roles such as Product Management, Product Design, User Research, and Analytics.

      The interviewer wants evidence that you are ready to handle the responsibility of recruiting for tip pillar roles. Your level of accountability will be high, and your creative sourcing techniques will need to be superior. Talk to the interviewer about the type of positions you have filled in the last 12 months. These details will assure the decision-maker that you are ready for this level of recruitment.

      Written by Rachelle Enns on July 16th, 2021

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  • Creative Thinking

    8. Facebook Recruiters work diligently to find and engage unique and passive candidates through creative sourcing techniques. Discuss one innovative recruitment technique you have heard of recently that you would like to try.

      How to Answer

      The interviewer is looking for evidence that you are interested in continually learning new ways to source and engage passive candidates. This skill is especially vital when working as a Recruiter for Facebook, which operates in a highly competitive industry where top talent for particular job functions can be difficult to find.

      As a Recruiter engaged in your industry, you likely follow publications, journals, and thought leaders who discuss innovative ways to recruit. Talk to the interviewer about one unique sourcing technique you have recently learned of, and discuss how you would apply this approach as a Facebook Recruiter.

      Written by Rachelle Enns on July 16th, 2021

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  • Diligence

    9. Recruiting in the technology industry requires a broad depth of knowledge. As a Facebook Recruiter, you may be recruiting for a position with which you are unfamiliar. How do you quickly learn industry terminology for roles that are new to you?

      How to Answer

      As a Facebook Recruiter, you will learn about jobs and skillsets that you may not have even known existed! It can be a challenge to keep up with all industry terminology, which is why a strong recruitment professional will have a genuine appreciation for gathering research and obtaining new knowledge.

      Show the interviewers that you have an attitude of receptiveness and you are ready to learn. Discuss how you approach learning industry terminology for roles that are new to you. If you have a specific example of when you encountered this situation, this question presents a good opportunity to give a real-life example.

      Written by Rachelle Enns on July 16th, 2021

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  • Diligence

    10. Facebook is passionate about delivering an awesome candidate experience. We believe that starts with the first conversation a candidate has with us. How will you ensure that the candidates you reach have an exceptional experience?

      How to Answer

      Recruitment is often like working in customer service! A mindful Recruiter will always approach candidates with respect and will take the time to ensure their candidate has a comfortable experience from the first engagement all the way to the job offer or rejection.

      Facebook understands that job candidates are in a vulnerable position. Some are passively looking for work and are wary of their current employer finding out that they are interviewing elsewhere. Other candidates may have faced previous rejections and might be feeling a bit 'knocked around' by the recruitment process. These candidates will often be guarded and genuinely appreciate the care you put into ensuring their journey feels exceptional.

      Talk to the interviewer about the effort you put into delivering an awesome candidate experience. Be sure to highlight how your efforts will be a match for those on the Facebook recruitment team. Provide as many details as you can, bringing your approach to life for the interviewer. If you have ever received kind words from a candidate or accolades from your employer for your recruitment approach, be sure to mention those details, as well.

      Written by Rachelle Enns on July 16th, 2021

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  • Diligence

    11. In this Recruitment role, you will carefully assess candidates to determine appropriate next steps. When first interviewing a candidate, what do you believe is the most critical question to ask?

      How to Answer

      There are many essential interview questions that, as a Facebook Recruiter, you could ask a job seeker. The most crucial first step is to ensure that the opportunity you are presenting is a good match for your candidate. If you do not vet your candidate correctly, they could be a big disappointment to the company, making you appear inexperienced as a recruitment professional. Share your favorite interview question and talk about why you like to use that particular question. Show the interviewer that you dig deep in your candidate interviews by carefully assessing whether or not they are a good fit for the position.

      Written by Rachelle Enns on July 16th, 2021

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  • Diligence

    12. As a Facebook Recruiter, you will screen hundreds of resumes to determine appropriate next steps. What do you look for in a resume to determine if a candidate should be shortlisted?

      How to Answer

      It is estimated that Facebook receives around 250,000 job applications every year. That is a quarter of a million resumes! As you know, Facebook does not expect its recruiters to comb through every single resume that comes into its candidate portal. However, the resumes that do justify getting the attention of its Recruiters are stand-out for a reason.

      Share with the interviewer how you approach reviewing a resume and what you look for to determine if a candidate should be shortlisted and offered an interview. Be as specific as possible when you answer. For instance, share your thought process and outline how you assess and eliminate applicant resumes. If you use any tools in your approach, be sure to mention these.

      Written by Rachelle Enns on July 16th, 2021

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  • Direct

    13. Name one thing you could improve in your recruitment approach.

      How to Answer

      This question is another way for the interviewer to ask about your greatest weakness. Discuss an area of responsibility you could grow into; however, you must avoid mentioning an area for improvement that will be one of your primary accountabilities as a Facebook Recruiter. Instead, discuss an area where you could improve your performance and respond with a solution. The interviewer will want to know, in detail, the action steps you are taking to improve in this particular area.

      Written by Rachelle Enns on July 16th, 2021

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  • Direct

    14. If hired for this Recruiter position, you will improve and scale Facebook's recruiting operations and results continuously. As a current candidate, what aspect of our recruitment process would you improve immediately?

      How to Answer

      This type of question can be challenging since the interviewer is looking for constructive feedback on Facebook's existing recruitment process. More than offering criticism, the point of your response is to show the interviewer that you are engaged in their process and that you have been observant along the way.

      Facebook may be a world-renowned company, yet they still understand that they need to hire individuals invested in continued improvements that help the company remain competitive. Provide an insightful response showing the interviewer that you know what it takes to improve and scale recruiting operations.

      Written by Rachelle Enns on July 16th, 2021

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  • Diversity & Inclusion

    15. Facebook seeks a Recruiter with impactful and strategic diversity sourcing and recruiting experience. If hired, how will you help Facebook continue to improve its diversity recruitment plan?

      How to Answer

      If it were in your hands to improve Facebook's diversity and inclusion recruitment plan, the interviewers would like to know what you would include. This question is an excellent opportunity to explore your knowledge of diversity and inclusion in recruitment. If you are not familiar with diversity recruitment and Facebook's stance on D&I in their talent attraction strategies, it's important to do this research before your interview.

      A company can face significant diversity issues in their talent attraction and recruitment strategies, including bias in the application process, a lack of accommodation for physical disabilities, and a recruitment culture that encourages ageism.

      There are many strategies available today to improve diversity recruitment efforts. These include:

      - Writing new job ads and revising old job ads to capture a broader audience.
      - Look for candidates from multiple places rather than sticking to one or two favorite job boards.
      - Ask for candidate referrals from your existing team members who have a broad network.
      - Reach out to post-secondary schools that attract a diverse student population and offer internships

      If you have ever introduced new diversity recruitment strategies, be sure to provide details of these efforts in your response.

      A company that embraces diversity will see many benefits. The company gains new perspectives, better methods for problem-solving, and increased creativity. Also, employee engagement increases, resulting in less turnover. When it comes to profits, a company can see an increase in sales because its reputation improves, and its employees feel more attached to its mission. The interviewer wants you to discuss ideas on how a company can strengthen its focus on workplace diversity.

      Written by Rachelle Enns on July 16th, 2021

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  • Diversity & Inclusion

    16. Facebook seeks a Recruiter with a proven interest in learning to identify and engage diverse talent. Name one creative idea you have that could enhance Facebook's diversity recruitment strategy.

      How to Answer

      The interviewers want to know what you would do if it were in your hands to add to Facebook's diversity recruitment plan. This question addresses a few factors:

      1) Your creative thinking abilities.
      2) Your knowledge as a recruitment professional in today's hiring landscape.
      3) Your level of knowledge of Facebook's existing diversity recruitment plan.

      Facebook claims on its careers website that 'diversity isn't optional.' Their vision is clear: 'To bring the world closer together, diversity is a must-have for Facebook, not an option. Hiring people with different backgrounds and experiences helps us build better products, make better decisions, and better serve our clients. We're committed to building a workforce that's as diverse as the communities we serve and strive to provide the best possible care and resources to help all of our employees thrive--at work, in their personal life, and across every life stage.'

      Take your time to research Facebook's efforts toward recruiting a diverse workforce. These efforts include various programs to help employees find community, tackle bias, and build an inclusive workforce. Facebook puts effort into increasing representation among its people. The company also offers community and belonging opportunities in the form of peer support groups.

      Written by Rachelle Enns on July 16th, 2021

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  • Diversity & Inclusion

    17. Facebook is looking for a Recruiter who will evolve into a subject matter expert in diversity recruiting. What training have you completed related to D&I in recruitment, and how will you continue expanding your diversity recruitment knowledge?

      How to Answer

      As a working professional, you should be ready to take your education, life, and career experiences to help you succeed in a diverse workplace environment. Discuss your exposure to the topic of diversity in the workplace, show that you have a solid understanding of the depth of diversity and inclusion in business environments, and assure the interviewer that you will succeed in their diverse work community.

      Written by Rachelle Enns on July 16th, 2021

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  • Education

    18. As a Facebook Recruiter, you should have a broad understanding of human resources topics and recruitment best practices. Walk us through your related education and training, and describe how it will benefit you in this role.

      How to Answer

      In many of its job postings, Facebook does not ask for a specific educational background of its Recruiter candidates. Depending on the focus of the recruitment role, you may benefit from various types of formal education and training. For instance, Facebook hires recruiters for university recruitment, technical recruitment, engineering recruitment, data center recruitment, leadership recruitment, diversity recruitment, and more.

      The interviewer wants to know about your training in hiring and recruitment-related topics such as best practices, compensation negotiations, or navigating complex HR-related situations. Think about the ways that your education and training have prepared you to succeed as a Facebook Recruiter. When outlining your education and training for the interviewer, be sure to mention the learning opportunities and experiences most relevant to the recruitment position (and department) you are interviewing for.

      While attending post-secondary studies, you likely learned core skills that are transferable to any career path. For instance, if you worked on group projects in school, you could share how your education improved your ability to collaborate in environments like Facebook, which has cross-functional and multi-departmental teams.

      If you do not have a formal post-secondary education, that is okay! Self-learning and work or life experience are all forms of education, too! Discuss what you have learned outside of any formal education and talk about your plan to apply that knowledge to benefit Facebook when they hire you.

      Some of the skills you may have gained outside of formal education might include:

      - Time management (relates to 'juggling multiple complex searches').
      - Creative thinking (relates to 'creating innovative sourcing strategies').
      - Teamwork (relates to 'collaborating closely with hiring managers').
      - Research (relates to 'market mapping and competitor analysis').
      - Communication (relates to 'proactively sharing data-centric updates with internal stakeholders').
      - Analysis (relates to 'analyzing requirements to determine target profile needs and matches').
      - Public speaking (relates to 'leading meetings and key initiatives with client groups and recruiting teams').

      Written by Rachelle Enns on July 16th, 2021

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  • Experience

    19. Facebook is looking for a Recruiter with experience mapping target companies, leveraging open source communities, and using creative sourcing techniques. Tell me about a time when you utilized your industry network to source exceptional talent.

      How to Answer

      As a Facebook Recruiter, it's essential that you can be creative and competitive in your sourcing techniques. Three specific methods for uncovering candidates in a competitive industry include talent mapping and leveraging open source communities.

      - Talent Mapping: This term describes the practice of building an organizational chart to determine where viable candidates within your competing companies might be hiding. Talent mapping ensures that you don't miss a potentially excellent candidate because you spend time looking through the cracks. For instance, talent mapping might uncover that you should entertain one of your candidates' leaders who is more suited for your open position.

      - Open Source Communities: A group of people (typically developers) who collaborate on building a product of shared interest. You can find open source communities online in places such as GitHub.

      - Other Creative Sourcing Techniques: Moving your recruitment efforts beyond Boolean search and your company's ATS, consider other methods such as reaching out to potential candidates on platforms such as Medium or checking in with your competitors' newest hires and temperature test them for job satisfaction.

      Talk to the interviewer about your creative candidate sourcing skills. Show that you understand the efforts you will need to be an impactful Recruiter for Facebook and its industry which often requires highly competitive talent attraction and candidate sourcing strategies.

      Include a brief story describing when a specific creative sourcing technique helped you find and hire a terrific candidate. You can use the STAR answer method for delivering your story-based response. STAR is an acronym for Situation, Task, Action, Result.

      - Situation: Provide the contextual information the interviewer needs to know to make sense of your story.
      - Task: Continuing to set the stage, give the interviewer an idea of your role and responsibilities in this story.
      - Action: Next, offer a detailed description of the steps you took in this story.
      - Result: Last, talk about the specific, measurable outcomes that resulted from your actions.

      Written by Rachelle Enns on July 16th, 2021

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  • Experience

    20. As a Facebook Recruiter, you will be asked to facilitate and lead meetings, present key initiatives, and discuss projects with department leaders. Tell me about your experience in giving presentations to groups of decision-makers and stakeholders.

      How to Answer

      Recruiters will often have to pitch and present ideas and approaches to department leaders and other internal stakeholders. These presentations may persuade others to buy into a new talent attraction strategy or pitch a new candidate.

      Show the interviewer that you have experience in pitch preparation by discussing the types of meetings you have facilitated in the past. Mention the job titles of those you have presented so that the interviewer understands the level of responsibility you have held in past positions. Also, mention if you have completed any training in pitches and presentations or even public speaking.

      If you are an experienced Recruiter, you may have put in project bids or filled out requests for proposals (RFP's) in the past. Or, perhaps you have assisted with collecting the data required to draft a compelling pitch or proposal. Discuss any exposure you have with bids and proposals. If you have training in writing bids, be sure to mention this training.

      Written by Rachelle Enns on July 16th, 2021

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  • Experience

    21. Facebook Recruiters must have an in-depth knowledge of full-cycle recruitment. Please walk us through your experience in full-cycle recruitment, including sourcing, screening, engaging, and closing candidates.

      How to Answer

      As a Facebook Recruiter, you will be expected to manage full-cycle recruiting activities, including pipeline searches, creating and executing innovative sourcing strategies, and engagement to bring the best talent. Another significant aspect of working as a Recruiter at Facebook is coordinating numerous talent acquisition projects.

      The interviewer wants you to discuss the various recruitment activities you are best versed with. Walk the interviewer through your experience, including the tools you use to succeed in your role. The hiring authority must be able to picture you succeeding and fitting in as their new Recruiter, working well with existing processes, and meeting Facebook's performance expectations.

      Highlight your experience managing the interview process, taking care of candidate documentation, and taking action steps critical to successful new hire onboarding. Take the interviewers through your processes, and be sure to include details of any software, tips, tricks, and tools that you utilize to ensure you remain on track and organized as a recruitment professional.

      Written by Rachelle Enns on July 16th, 2021

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  • Leadership

    22. In this role, you will partner closely with a community of Facebook Recruiters to build the team's new recruiting approach. What do you believe are the most critical areas to focus on when changing the recruitment landscape in the tech industry?

      How to Answer

      There are numerous social issues to consider regarding ethical and responsible recruitment in the tech industry. Over many years, Facebook has been diligent in continually improving its efforts to ensure a positive recruitment experience for its candidates and employees. These efforts include an improved focus on removing unconscious bias from the selection process and putting talent sourcing efforts into reaching more diverse candidate groups.

      The interviewer wants to hear what you believe to be the most important focus areas to continue these efforts. When looking at changing the recruitment landscape in the tech industry, some critical areas include:

      - Removing antiquated and obsolete practices that slow down the recruitment process.
      - Leveraging new tech such as AI and NLP to improve processes and reduce candidate bias.
      - Shifting the conversation away from recruiters waiting for candidates to apply to recruiters who actively source.

      Written by Rachelle Enns on July 16th, 2021

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  • Leadership

    23. Facebook Recruiters proactively recommend and drive process improvements that impact candidate identification and engagement. If hired, how will you contribute as a thought leader for Facebook's recruitment team?

      How to Answer

      The interviewers want to know that you are an active contributor ready to act as a thought leader to benefit from Facebook's teams and recruitment efforts. The hiring landscape is continually changing. As a Facebook Recruiter, you must keep your recruitment knowledge fresh, keeping you on top of your game as a thought leader and persuasive and influential person who can advocate for the best possible recruitment strategies and candidate experiences.

      Highlight the efforts you currently take and discuss the actions you will continue to make to ensure your position as a thought leader and trusted advisor in the recruitment space.

      Written by Rachelle Enns on July 16th, 2021

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  • Leadership

    24. As a Facebook Recruiter, you will know how to prioritize business needs and push back on stakeholders when appropriate. Tell us about a time when you influenced hiring practices.

      How to Answer

      Possessing the skills to change or improve a hiring practice in the workplace is a valuable asset for any recruiter. When working at Facebook, it will be essential for you to push back on thought patterns, antiquated mindsets, or other decisions - when appropriate - to protect the company's best interests and uphold the integrity of the recruitment process.

      When asked a behavioral or scenario-based question like this one, be prepared to support your response with a real-life story example. A response based on a story of 'a time when...' can be crafted using the STAR method. STAR is an acronym for Situation, Task, Action, Result.

      - Situation: Provide the contextual information the interviewer needs to know to make sense of your story.
      - Task: Continuing to set the stage, give the interviewer an idea of your role and responsibilities in this story.
      - Action: Next, offer a detailed description of the steps you took in this story.
      - Result: Last, talk about the specific, measurable outcomes that resulted from your actions.

      Talk to the interviewer about a time you recognized a need to change or enhance a hiring practice. Touch on the steps you took to implement the change and how you measured the success of this initiative. At the end of your response, make a connection between your influence and how it will benefit Facebook should they hire you for this recruitment position.

      Written by Rachelle Enns on July 16th, 2021

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  • Problem Solving

    25. What do you believe will be Facebook's biggest recruitment-related challenge in the coming years? How will your skills and expertise help us to overcome this potential challenge?

      How to Answer

      As a skilled Recruiter, you should be thinking ahead to what is in store for the recruitment industry in the years to come. Events such as economic recessions and global pandemics have put the recruitment industry into a tailspin of change in the past. You likely know that this change will continue gaining momentum, and the interviewer would like to hear how you believe these changes will impact Facebook in the coming years.

      Facebook is looking for a recruitment professional who remains in the know on industry topics such as changes in the recruitment landscape. Talk to the interviewer about the ways you ensure that your knowledge is up-to-date. Assure the decision-maker that you are the right person with the interest and expertise to help support Facebook in the midst of current and future change.

      Written by Rachelle Enns on July 16th, 2021

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  • Scenario Based

    26. Tell me about a mistake you made in the recruitment process. How did you fix the issue, and what did you learn from the situation?

      How to Answer

      The hiring authority at Facebook is interested in your ability to identify areas for improvement and learn from your mistakes in a positive, constructive way. Accepting feedback and learning from mistakes aids in your professional development as a recruitment professional. Your continued growth also benefits your employer. Talk about a time you made an error in the recruitment process. Briefly discuss the situation, how you course-corrected, and what you learned in the process.

      STAR method, an acronym for Situation, Task, Action, Result.

      - Situation: Provide the contextual information the interviewer needs to know to make sense of your story.
      - Task: Continuing to set the stage, give the interviewer an idea of your role and responsibilities in this story.
      - Action: Next, offer a detailed description of the steps you took in this story.
      - Result: Last, talk about the specific, measurable outcomes that resulted from your actions.

      Written by Rachelle Enns on July 16th, 2021

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  • Teamwork

    27. Facebook seeks a Recruiter experienced in partnering with hiring managers, interviewers, and team members throughout the hiring process. How do you help your current company to make sound hiring decisions?

      How to Answer

      Bringing the best talent to the role is one of the primary objectives a Facebook Recruiter must achieve. There are many ways that a Facebook Recruiter can achieve this goal, and a significant part of reaching this target is successfully partnering with the company's hiring managers, team members, and stakeholders.

      The interviewers want to see evidence that you can positively influence sound hiring decisions and your teams succeed through challenging talent acquisition projects. Show that you are ready to be a listening ear, an educated hiring partner, and a recruitment professional with sound judgment. Support your response by providing measurable examples of how you help your current company make the best hiring decisions.

      Written by Rachelle Enns on July 16th, 2021

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  • Teamwork

    28. As a Facebook Recruiter, you will establish and maintain meaningful relationships with management and key cross-functional stakeholders. Tell me about a time when you collaborated with an internal team on hiring initiatives.

      How to Answer

      Promoting team collaboration is an essential skill for you to possess as a Facebook Recruiter. When critical hiring decisions are made, many stakeholders will weigh in on the decision. It's up to you to ensure that these relationships are built and maintained. As a Facebook Recruiter, you will often collaborate with hiring managers and client groups. You will also establish and maintain meaningful relationships with management and key cross-functional stakeholders internally, including Recruiting, HR, Compensation, and Diversity teams.

      Provide the interviewer with an example of your excellent collaboration skills in action. Share a story of a time when you collaborated internally on a specific hiring initiative. Try forming your story using the STAR answer method. STAR is an acronym for Situation, Task, Action, Result.

      Written by Rachelle Enns on July 16th, 2021

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  • Teamwork

    29. Facebook Recruiters are consultative in nature and leverage their interpersonal experience to communicate across all levels of the organization, internally and externally. In which ways do you act as a partner and consultant to your colleagues?

      How to Answer

      Facebook Recruiters act as consultants and project partners to various client groups, recruitment teams, and department leaders. You will help these leaders form talent attraction and hiring goals and build strategies around specific recruitment targets. The interviewers would like to know the different ways that you collaborate and communicate with your internal partners and others across your current company. Think of the ways that you act as a consultative partner in your current or most recent position. The details you provide should show the decision-makers that you are ready to be a reliable partner and consultant to others when hired as a Facebook Recruiter.

      Some of the ways you can act as a partner and consultant in a recruitment role include:

      - Ensuring you are well-informed on hiring needs.
      - Possessing a strong grasp of industry terms and hiring trends.
      - Be an informative connection and resource for recruitment-related topics.
      - Maintain high-quality work, further proving your role as a valued team member.
      - Continually introduce modern, thoughtful, and impactful recruitment processes.

      When responding, highlight your interpersonal experience and emphasize how you communicate across all levels of your organization. Last, be sure to express how you plan to act as a partner and consultant to Facebook when you are hired as their next Recruiter.

      Written by Rachelle Enns on July 16th, 2021

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  • Tough

    30. Facebook has a world-class team working together to help drive our ambitions and scale to the next level. If hired as a Recruiter, how will your experience and approach benefit Facebook?

      How to Answer

      This question is another way for the interviewer to ask why Facebook should hire you. For this reason, your answer must directly address the ways that hiring you will benefit Facebook.

      First, consider the hard skills and soft skills you bring that are a match to Facebook's Recruiter job description. Hard skills can include specific knowledge you have gained through your recruitment or HR-related training and post-secondary education. Soft Skills can be the traits you possess, such as emotional intelligence and sociability. Think about any industry accolades or career achievements you've achieved. Perhaps you have taken the initiative to complete additional job training or learn a second language.

      Next, comb through the job description very carefully. It's essential to answer this question in a way that places less focus on your needs and focuses more on Facebook's needs and the benefit of hiring you as their next Recruiter. Looking at this specific Recruiter job description, you can quickly determine what Facebook is really looking for in their successful candidate. Ensure you are fully prepared to connect the dots between what Facebook needs and what you can deliver.

      Avoid giving a drab recap of your resume and instead point out exceptional highlights from your career thus far. Offer details of accomplishments you are proud of and even consider incorporating a story. Whatever your approach, ensure that your response stands out from the typical generic response many other candidates will give. This question is an opportunity to sell yourself for the role, after all.

      Written by Rachelle Enns on July 16th, 2021

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  • Facebook
    Account Manager Interview Questions

    31. What does it mean to use a consultative approach with clients?

    32. How do you build good client relationships?

    33. How would your coworkers describe you?

    34. Describe a time when you had to deal with a challenging client. How did you handle this?

    35. How knowledgeable are you about Facebook's advertising platform?

    36. Talk about a time when you helped your team execute a marketing strategy.

    37. What does customer service mean to you?

    38. If we hired you, what would you do during your first 30 days?

    39. Can you tell me how do you deal with stress?

    40. What is your ideal work environment?

    Facebook
    Internship Interview Questions

    41. What do you do to stay motivated?

    42. What research methods are you familiar with?

    43. What is your favorite Facebook group or page?

    44. What would you change about Facebook?

    45. How do you build professional relationships?

    46. How do you deal with conflict in the workplace?

    47. Can you walk me through your education and tell me how it's going to help you succeed as an intern here?

    48. Besides Facebook, what is your favorite social media platform?

    49. Where do you see yourself in 5 years?

    50. How will this internship prepare you for your career goals?

    Facebook
    Java Developer Interview Questions

    51. Since many Facebook applications are developed using Java. can you tell me what the key elements of the Java programming language are ?

    52. Within Java, what are the differences between Path and Classpath variables?

    53. Can you discuss the importance of the main() method in Java?

    54. How is Enum used in Java?

    55. In your opinion, Is Java Pass By Value or Pass By Reference?

    56. Can you define the final keyword in Java?

    57. How is a volatile keyword used in Java?

    58. Can you discuss what a static import is and what the pitfalls of using this are?

    59. Facebook developers usually write their programs using Java. Can you describe how access modifiers are used in Java?

    60. What is Composition, as used in Java?

    Facebook
    Market Specialist Interview Questions

    61. What is your experience working with cross-functional teams?

    62. How do you identify "good" vs. "bad" users?

    63. How do you prioritize tasks?

    64. What if a government official asks you to remove a post ?

    65. How do you identify a FB account created by underage children?

    66. How would you rate your problem-solving abilities?

    67. Are you comfortable working with large data sets?

    68. What types of abuse cases are you familiar with?

    69. Tell me about yourself.

    70. Why are you leaving your current role?

    Facebook
    Marketing Interview Questions

    71. Describe a marketing campaign or initiative you’ve worked on from start to finish. How were you successful? How could you have done better?

    72. How well do you take criticism?

    73. If hired, what will be your contribution to our team culture?

    74. Have you ever been in a challenging team situation? What did you do to move towards a resolution?

    75. Why is Facebook the best social media platform?

    76. Describe your own personal experience on Facebook.

    77. Tell me what you know about Facebook EdgeRank? Why does it matters?

    78. What would you do in the first 30 days of working at Facebook?

    79. Describe the personality of a manager you’d never want to work for.

    80. Describe your typical workday.

    Facebook
    Product Manager Interview Questions

    81. Facebook Product Managers work with cross-functional teams of engineers, designers, data scientists, and researchers to build products. Talk about your cross-functional work experience and how it will benefit our world-class team.

    82. Facebook is hiring an entrepreneurial Product Manager who moves quickly and can help innovate and drive product initiatives. Give us an example of a time when you acted as a highly entrepreneurial PM.

    83. Facebook Product Managers lead and motivate while maintaining team health. If hired, how will you develop rapport and earn the trust of your new team?

    84. We seek candidates with at least five years of product management or related industry experience. Please take a few minutes to walk us through your resume and related experience.

    85. Facebook Product Managers should have a Bachelor of Arts or a Bachelor of Science in a relevant field. Please walk us through your education.

    86. Facebook Product Managers are expected to display strong leadership, organizational, and execution skills. How do you maintain the highest standards during project delivery?

    87. As a Product Manager, you are the primary driver for identifying significant opportunities and driving product vision, strategies, and roadmaps. Talk about your proudest time developing, implementing, or managing a new service or strategic program.

    88. As a Facebook Product Manager, you will deliver products aligned with our mission and goals. What do you know about Facebook's mission and strategic competitive position?

    89. Facebook Product Managers work to maximize efficiency in a constantly evolving environment where the process is fluid and creative solutions are the norm. Please share your favorite approach to maximizing team efficiency.

    90. Walk us through your experience going through an entire product lifecycle.

    Facebook
    Program Manager Interview Questions

    91. What type of pace do you try to set for yourself and the teams you work with?

    92. What does a successful mentoring relationship look like?

    93. What qualities of a company's culture do you appreciate the most?

    94. What qualities of a company's culture would be a red flag for you?

    95. What is your upward communication style?

    96. How can you help to facilitate "executive synthesis" as a program manager at Facebook?

    97. At Facebook, we ask that our program managers develop domain expertise. Please describe your process for obtaining the domain specific knowledge required for the role.

    98. Facebook program managers are "go-to" individuals who bridge groups together. What steps would you take to establish yourself in that role?

    99. Describe a time when the data-driven analysis you performed informed an impactful decision.

    100. Describe your experience leading enterprise operations initiatives.

    Facebook
    Recruiter Interview Questions

    101. As a Facebook Recruiter, you should have a broad understanding of human resources topics and recruitment best practices. Walk us through your related education and training, and describe how it will benefit you in this role.

    102. Facebook is looking for a Recruiter with a proven track record of building strong working relationships with leaders and influencing cross-functional partners. Do you consider yourself a persuasive person?

    103. As a Facebook Recruiter, you will know how to prioritize business needs and push back on stakeholders when appropriate. Tell us about a time when you influenced hiring practices.

    104. Facebook seeks a Recruiter experienced in partnering with hiring managers, interviewers, and team members throughout the hiring process. How do you help your current company to make sound hiring decisions?

    105. Facebook Recruiters are consultative in nature and leverage their interpersonal experience to communicate across all levels of the organization, internally and externally. In which ways do you act as a partner and consultant to your colleagues?

    106. Recruiting in the technology industry requires a broad depth of knowledge. As a Facebook Recruiter, you may be recruiting for a position with which you are unfamiliar. How do you quickly learn industry terminology for roles that are new to you?

    107. Facebook is looking for a Recruiter with experience mapping target companies, leveraging open source communities, and using creative sourcing techniques. Tell me about a time when you utilized your industry network to source exceptional talent.

    108. Facebook seeks a Recruiter with impactful and strategic diversity sourcing and recruiting experience. If hired, how will you help Facebook continue to improve its diversity recruitment plan?

    109. Facebook seeks a Recruiter with a proven interest in learning to identify and engage diverse talent. Name one creative idea you have that could enhance Facebook's diversity recruitment strategy.

    110. Facebook Recruiters must have an in-depth knowledge of full-cycle recruitment. Please walk us through your experience in full-cycle recruitment, including sourcing, screening, engaging, and closing candidates.

    Facebook
    Software Engineer Interview Questions

    111. What are some of the programming languages you are familiar with, and which ones do you prefer?

    112. If hired by Facebook, can you estimate what portion of your day will involve coding and other activities you will perform when not coding?

    113. Facebook is very proud of our products and the people who develop them. In your opinion, what distinguishes a great software engineer from an average one?

    114. What do you look for or check when reviewing another team member's code?

    115. What do you feel are the critical principles of good software engineering?

    116. Walk me through your process for designing scalable applications.

    117. Describe the process you use to create a program, from requirements definition to delivery.

    118. How do you go about addressing errors in your code?

    119. Can you describe Facebook's software development life cycle, as you understand it?

    120. Here at Facebook, we have embraced Agile methodology. How experienced are you with the Agile software development process?

    Facebook
    Technical Program Manager Interview Questions

    121. What excites you about working as a technical program manager at Facebook?

    122. Describe a time when you identified a new product, project, or program.

    123. What are the main components of a program-level technology roadmap?

    124. At Facebook, part of our mission is to uplift the world through safe and inclusive communities. How would you contribute to the development of a safe and inclusive community within the teams you work with?

    125. At Facebook, part of our mission is to help others nurture connections. How would you develop healthy connections with your stakeholders?

    126. What is Facebook Marketplace and how is it used?

    127. Describe your experience managing technology programs and leading cross-functional teams.

    128. Describe your experience with managing system analysis and design initiatives.

    129. What level of engineering experience do you have?

    130. What is the concept of scalability in a technical setting?