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Jackson Healthcare Interview

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

What type of office set up helps you to be the most productive?

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Jackson Healthcare Interview Questions


  1. What type of office set up helps you to be the most productive?
    • Some recruitment firms offer individual offices, some a work-from-home environment and others, a bullpen style set up. As a recruiter, you may hear the word 'bullpen' often. This word is slang for a workspace area filled with desks and no separating walls. Everyone works together in an open space. Think 'Wolf of Wallstreet.'

      Talk to the interviewer about the type of work environment you prefer, being sure not to single yourself out by speaking negatively of one particular work style over another. Overall, the interviewer will be looking for your ability to concentrate and work well despite your outside surroundings.

      Rachelle's Answer #1

      "I am self-led and driven, which makes me capable of working productively in nearly any work environment. When I started my first job in staffing, I worked in a bullpen environment. Now, I have a private office; however, our agency is busy, and there is always a lot of buzz around me. I look for a collaborative team more than I look for features like a private office."

      Rachelle's Answer #2

      "Being newer to my career in staffing, I see a lot of value working in an open environment where there is a lot of collaboration on projects. I am eager to learn from your talented recruiters. Could you share with me the office set up at Jackson Healthcare?"


  1. How much money do you want to earn in this role? What does your ideal pay structure look like?
    • Staffing and recruitment agencies all compensate a bit differently, generally leaning to what works best for their recruiters based on the type of recruitment they are performing.

      Some of these pay structures include 100% commission, draws against commissions, full salary, a salary-commission blend, and monthly guarantees. Be upfront with the interviewer about your compensation expectations. The clearer you are, the higher the chance that you will get what you need.

      Rachelle's Answer #1

      "I currently earn a base salary of $65,000 plus commission for overall earnings in the $105-110K range annually. My current position offers a higher base salary; however, the overall commission structure is not as generous as what you offer at Jackson Healthcare. Overall, I would like to see a compensation package that includes health benefits, a minimum of 4 weeks' vacation time, and earning potential in the $125K+ range for my first year."

      Rachelle's Answer #2

      "I understand that first-year recruiters earn in the $40-50K range, often with a blend of an hourly wage plus commission on placements. I am happy with an offering in this range, as this gives me room to learn and grow. Could you share with me more specifics on the overall compensation plan at Jackson Healthcare?"


  1. Tell me about the targets and goals in your current position. Do you have trouble meeting them?
    • Every staffing professional knows that there are targets and goals to meet within their agency. In temporary recruitment, these targets often relate to the speed at which you fill open job orders or the volume of work that you get from your clients.

      In permanent staffing, goals can include the fees you have collected each quarter, or how many job orders you brought in through cold calling efforts.

      Talk to the interviewer about the goals and targets in your current position. If you are not sure of the goals present in this role with Jackson Healthcare, it is certainly okay to ask.

      Rachelle's Answer #1

      "In my current position I have a heavy focus on new client acquisition and business development activities which includes performing at least 60 cold calls per week. I always meet my performance targets, which also include job order volume, first interviews conducted, and placement fees collected. This month already, I am 154% to my placement fee goals."

      Rachelle's Answer #2

      "I am measured on how quickly I fill my temporary job orders and the number of new job orders that my existing clients send me every month. My average is 20 job orders per month, with an expectation of just 15. I am a high performer, and I look forward to bringing this winning attitude to Jackson Healthcare."


  1. Name for me some reasons why a job seeker would want to work as a temp.
    • Although it may seem strange to some people, there are many reasons why a job seeker would want to work as a temporary employee. Job seekers from the beginning of their career, into retirement age, can all enjoy the perks of temp work. Some of these benefits include:

      - Flexibility. As a temp worker, you can agree to take or turn down work at your leisure. For retired folks who travel a lot, temp work is excellent for seasonal needs.
      - Buying time. Temp workers can earn money as contractors until they find the right permanent opportunity.
      - Comply with work restrictions. Temp opportunities are often a better fit for people waiting on permanent residency or citizenship who may have federal work restrictions.
      - Fill resume gaps. Temp offers job seekers the opportunity to learn new skills in a variety of settings, expanding their resume.
      - Fast-track to employers. Temps are often offered a permanent position after their assignment is complete if the hiring authorities are impressed with their performance.

      Discuss with the interviewer why you believe some candidates would prefer to take on temporary assignments.

      Rachelle's Answer #1

      "I have met many people who highly prefer working temp, for a variety of reasons. The most common reason being wanting to build out their resume to include more skills, and avoid resume gaps while they search for the perfect permanent opportunity. I have also met many semi-retired folks who temp as food samplers on weekends to supplement their retirement income. Temp is an excellent solution for many people."

      Rachelle's Answer #2

      "I have worked as a temp in the past. My reasoning was to earn money during the summer between university. I found this solution very beneficial as it rounded out my resume and helped me to network as well. Other people may like to temp if they want the flexibility, or if they have work restrictions due to personal circumstance."


  1. In which categories does Jackson Healthcare recruit?
    • The hiring authority at Jackson Healthcare needs to be sure that you have done your homework on their organization before attending your interview. There are a plethora of areas where recruitment work is prevalent.

      To find out the categories where Jackson Healthcare recruits begin by looking at the job postings they have advertised on their website. Also, you can read some of the copy on their website, or look for customer reviews. List 3-5 industries from your research.

      Rachelle's Answer #1

      "When I looked through the job openings on your website, the most popular categories were Industrial & Manufacturing, Retail & Sales, and Office, Clerical & Administrative. In total, I believe you had around 400 jobs available just in those three categories. I was thrilled to see the high volume of open jobs. This volume tells me that your business development professionals and recruiters are hard at work!"

      Rachelle's Answer #2

      "From my research, the most popular categories for Jackson Healthcare appear to be IT, Hospitality & Administrative. Is this accurate? I saw the greatest volume of positions available in these three categories on your website. Also, many of your client reviews come from clients in these industries."


  1. If a temporary employee let you down regularly, what would you do?
    • Temporary employment can be a challenge to navigate, especially in industries such as warehousing and logistics. These challenges come because:

      - Candidate volume and placements are high
      - Wages are average but competitive
      - Hours can be sporadic
      - Client communication is often lacking due to shift work

      If a candidate let you down regularly by being late, no-showing to their assignment, or failing assessments such as forklift driving skills; what would you do? Show the interviewer that you have patience, that you are empathetic but firm at the same time.

      Rachelle's Answer #1

      "At the end of the day, it's my client who needs to be happy with the temporary employees that I provide them. If I had a temp who was continually failing to meet expectations, I would have to let them go. Anytime we drop the ball; it can negatively impact on my clients' bottom line, which is never a welcome situation. On any offense, such as being late or not showing up, I will call the temp employee and find out what happened. I ask for open lines of communication, and if we continually miss the mark on expectations, then I need to move on and put my energy elsewhere."

      Rachelle's Answer #2

      "I believe in setting expectations from the start. I let temporary employees know what will occur should they fail to come to work or show up for their assignment on time. For the most part, I have excellent working relationships with our temp employees. When I need to let a temp employee go, I still educate the person on work performance expectations, and I encourage them to try their best in the future."


  1. When have you had to change a search due to new information from your client?
    • Recruitment projects can change on a dime for a variety of reasons. In the staffing industry, you may find that your client calls off a search entirely after you have poured all of your energy into it for two weeks.

      Other situations may change, such as their ideal background or candidate education. Perhaps the client forgot to mention that the role requires extensive travel or eventual relocation.

      Talk to the interviewer about a time when you had to pivot your search due to new information. Discuss how you reacted and what you did to keep the momentum going. Most of all, Jackson Healthcare wants to see that you are adaptable.

      Rachelle's Answer #1

      "Just last month I had a client who needed to find ten territory sales reps in 60 days. The job order was one of the largest that I had ever taken. The territories had been outlined clearly, which was great. I could call candidates and be very clear with them on the travel expectations and percentage of overnight travel. Partway through my search, the client came back and said that decided to hire just five people and double up on the territories. I had to call my shortlisted candidates again and ask them if they were open to much more extensive travel than originally discussed. Luckily, most of them were open to the idea; however, I did lose three top candidates due to the change. One thing that I have learned in the recruitment industry is to be flexible and roll with the punches because situations like this come up all the time."

      Rachelle's Answer #2

      "I had a client, after interviewing my top three candidates, decide that they only wanted to see candidates with post-secondary degrees. I moved on to seek out and present only candidates with college degrees. The client was happy in the end and ended up choosing the very first candidate I submitted. I am glad that I complied rather than fight the situation because it all worked out well in the end."


  1. Are you willing to work outside of the regular 9-5?
    • In staffing, you may be asked to work outside of a typical Monday to Friday work week, depending on your clients and candidate needs. If you have a candidate who cannot interview during standard work hours, you may need to conduct a phone interview at 7 PM to accommodate their needs. If you do temp staffing, you may have warehouse clients who call you at 6 AM to report a worker who did not show up for their early-morning shift.

      Many recruiters have their cell phones on 24/7 and check their email on weekends. Show Jackson Healthcare that you are willing to accommodate the varying needs of your clients and candidates.

      Rachelle's Answer #1

      "In the world of staffing, I do not expect to work a strict 40 hour per week schedule, but I also know that I'm looking for a work-life balance. As needed, I will be available to my clients and candidates. I have email on my phone and am sure to be on top of my candidates' start dates, promptly checking in with my clients even on weekends and evenings."

      Rachelle's Answer #2

      "In staffing, I anticipate working over 40 hours per week, especially around final deadlines. That said, that comes with some limits as I do value my work-life balance. Could you share with me the expectations for this role?"


  1. Would you take a job order from a client who was acting unethically?
    • Responsible staffing agencies like Jackson Healthcare need to protect their reputation, which includes prescreening clients in various ways. A smart recruiter will look for a history of unexplained employee turnover, previous sexual harassment accusations, stories of discrimination, poor health and safety records, and consistently lousy employee reviews. When meeting with a client for the first time, and they brag about burning through multiple staffing agencies, this is a definite warning sign. Show the interviewer that you will never put the reputation of Jackson Healthcare on the line to land a job order.

      Rachelle's Answer #1

      "In the past, I have worked for agencies that will take work from anyone and everyone. I desire to join an agency like Jackson Healthcare with a reputation for legit clients and great job opportunities. From my research and the topics we have discussedtoday, it seems that our core values align nicely."

      Rachelle's Answer #2

      "I have been trained to be selective on the clients I take on, and I would like to continue with this practice. I have an intake questionnaire that I go through with clients, so everyone goes through the same prescreening process. Then, I conduct an in-person meeting whenever possible so that I can physically see the environment in which my successful candidate would be working."


  1. Why should Jackson Healthcare hire you over our other candidates?
    • This question can be incredibly tough for job seekers to answer. This query requires you to brag about yourself on the fly while choosing compelling items from your career highlight reel.

      Think to the job posting or job description, and the core values of Jackson Healthcare. How do your soft and hard skills match what the company is looking for, in a team member?

      This question should not be used to give a generic answer like you have 'strong attention to detail.' Focus on factors that are unique to you. Rely on your past achievements and accolades!

      Rachelle's Answer #1

      "I believe you should hire me because of my proven ability to resuscitate dormant clients. I am keen on business development activities and will find new accounts for Jackson Healthcare within the first couple of weeks of employment. I am well-versed in supporting junior recruiters, and will help them to uncover new and lucrative opportunities as well."

      Rachelle's Answer #2

      "Other candidates may have more staffing experience; however, my background in highly competitive sports, as well as door-to-door alarm sales, makes me an excellent candidate for this sales role with Jackson Healthcare. I know exactly how my efforts impact my team, and I am very goal-focused while being self-led."


  1. What type of clients come to Jackson Healthcare for our staffing services?
    • Jackson Healthcare helps a plethora of clients from small businesses to enterprise-level companies. Check out the company website to look for client reviews and any other indicator of whom their clients might be. The most important factor with this question is to show that you have done your research on Jackson Healthcare before attending your interview.

      Rachelle's Answer #1

      "There are many rave reviews on your website from companies big and small. I see that you have reviews from (A) and (B) which are very impressive. I have recruited for clients in similar industries and even direct competitors in the past. This experience will ensure that I catch on very quickly to your clients' varying needs."

      Rachelle's Answer #2

      "I believe that clients of Jackson Healthcare consist of any sized business who need help finding rare skill sets or who need to volume hire for seasonal operations. Although I did not see any specific clients listed on your website, I suspect your biggest clients are within logistics and warehousing, administration, and sales. Is this accurate to say?"


  1. What is a staffing agency?
    • This question may seem as fundamental as they get, but the interviewer needs to know that you understand how staffing works. Staffing is a misunderstood industry. It will be part of your role to add clarification for clients and candidates who may not fully comprehend what it is that you do. Briefly describe to the hiring authority what a staffing agency is, including who they help, and their primary purpose.

      Rachelle's Answer #1

      "I come across many candidates who do not understand what a staffing agency is. I explain to them that a staffing agency works on behalf of other companies to help them find the best talent for their open jobs. I explain that most of my clients do not have the time to filter through thousands of job applications per year, or hire in a timely fashion, so they ask for outside help."

      Rachelle's Answer #2

      "A staffing agency is like an extension of a company's human resources department. When a company is too busy to keep up with their recruitment needs, a staffing agency will come in to help them source candidates, pre-screen for job skills, and conduct first interviews."


  1. How does a staffing agency charge a job seeker for their services?
    • This one may be a trick question! Legitimate staffing agencies never charge job seekers for placement services. That's right; every placement fee paid to a staffing agency is from the hiring company.

      In many countries, such as Canada, it is illegal for a recruitment or staffing agency to charge candidates for job placements. These regulations do not include fees for resume writing or career coaching, for instance. The bottom line is, a job seeker never pays money to be considered for an open position with a staffing agency or their clients.

      Rachelle's Answer #1

      "All placement fees are paid for by the client, rather than the candidate. In my current agency, we charge the client between 18-25% of the candidates' first years' salary. This fee structure means that if the candidates agreed upon salary is $100K, then our fee would be $18-25K; never paid for by the candidate. I understand that different regions have various fee structures. However, I believe that a client should always pay the agency placement fee. No financial burden should fall on the job seeker."

      Rachelle's Answer #2

      "Placement fees are paid to a staffing agency when they successfully place a job seeker in a new role with their client. Fee percentages vary; however, an agency should always invoice the hiring company. A candidate may pay for assistance such as resume writing or career coaching; however, they do not pay the employment placement fee."


  1. Do you understand how Jackson Healthcare makes a profit?
    • The interviewer wants to see that you understand the fee structure at Jackson Healthcare or at least staffing agencies in general. Depending on your region, this response could vary as there are different rules and regulations surrounding staffing and recruitment around the world.

      For the most part, a staffing agency makes a profit in three ways:

      1. Permanent placement fees
      2. Temp fees
      3. Retainer based searches

      Permanent placement fees are usually a set percentage based on the ideal candidate's salary. Let's say that a staffing agency is asked to headhunt a chemical engineer. The staffing agency finds the perfect candidate, and that chemical engineer comes with an asking salary of $100K per year. The hiring company would pay (in addition to the $100K salary) a fee of 18-25% that number, as a permanent placement fee. So, a one-time $18-25K fee.

      Temp fees are a surcharge in addition to a temporary employee or contractors' hourly wage. Assuming the same chemical engineer is working on a 12-month contract for an oil and gas company. The OG company does not want to add this engineer to their permanent payroll or pay the engineer's employment insurance and other government required fees. The staffing agency will take on the role of 'employer' and charge the additional costs plus a commission to the OG company. Let's say the chemical engineer is asking for $40/hour. The staffing agency will charge the OG company $55/hour, giving $40 to the contractor and taking $15 as an administration fee and commission.

      A retainer is a fee that is paid in advance to secure the services of a staffing agency. Primarily retainers are only requested by high-end executive search firms who conduct long, complicated searches for talents such as surgeons, lawyers, professors, and CFOs. In this instance, the hiring company would pay a large sum upfront to the agency, and then the remainder of their fee once the ideal candidate accepts a job offer.

      Chances are, Jackson Healthcare will be paid by perm or temp placement fees only. Speak to the interviewer briefly about fee structures, showing that you come from a place of full understanding.

      Rachelle's Answer #1

      "I fully understand how recruitment and staffing agencies make a profit. My educated guess is that you earn a profit through permanent placement fees and temp fees. Could you share with me what your fee percentage is? My current agency charges 20-22% depending on the difficulty of the position and the location of our search."

      Rachelle's Answer #2

      "From my research, I understand that Jackson Healthcare makes a profit from placement fees. I am familiar with three fee styles; the permanent search fee, which is a flat rate. The other is a temp fee, added onto a contractors' hourly wage. The other is a retainer where the client pays a large percentage upfront, similar to hiring an attorney. Which fee structure is used most at Jackson Healthcare?"


  1. What is the difference between temporary, temporary-to-permanent, and permanent placement?
    • Temp, temp-to-perm, and perm are recruitment and staffing terms that you will hear every day while working for Jackson Healthcare.

      Working temp means that a contractor is on a temporary contract with the staffing agency, to work for their client, for a specific amount of time. Temp employees are paid directly from the staffing agency, and the agency then bills the client.

      Temp-to-perm is a contract that begins temporarily with an opportunity for the contractor to be hired on full time once their work performance is proven.

      Perm or permanent placement is when candidates undergo a traditional screening and hiring process with the agency and their client. In the end, the hiring company makes a permanent job offer to the candidate.

      Take a few moments to share your knowledge with the interviewer.

      Rachelle's Answer #1

      "I get this question from candidates a lot, and it's best to keep the answer straightforward. Temp work is contract work that can last anywhere from a couple of days to a year or more, depending on the company's hiring needs. The contractor knows the assignment can end at any time, without notice. Temporary-to-permanent occurs when that contractor is asked to stay on as a dedicated employee after the original contract period is up. Permanent placements are traditional offer-to-hire gigs where an agency's client will hire the candidate as a dedicated payrolled employee."

      Rachelle's Answer #2

      "The most significant difference between temp, temp-to-perm, and perm are the expectations set from the beginning. Temp employees are paid by the staffing agency to fulfill a specific client need for an agreed-upon length of time. Temp-to-perm contractors may have the opportunity to be hired on full time once the contract is complete, and their performance is proven. Perm refers to traditional employment where a company offers to hire the job seeker immediately."


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