Rachelle is a job search expert, career coach, and headhunter who helps everyone from students to fortune executives find success in their career.
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What steps do you take to ensure that you fully understand a clients' hiring objectives and requirements?
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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.
"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."
Second Answer Example
"To come from a place of full understanding, I begin by wholly reading the job posting, description, and the company website. It's important that I fully understand the core values and mission of my client so that I can match the best candidate. I ask a lot of questions that go beyond the standard, 'what is your candidate's ideal degree?' and look deeper into personality and culture."
Where do you go to source candidates, and in what order?
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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 Kforce competitors don't reach your star candidate first!
"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."
Second Answer Example
"The most important, and the first place that I go to is to my existing database in my company's applicant tracking system. Second is LinkedIn, and third is my top four job boards, which include Indeed and CareerBuilder. I understand the importance of working fast and smart."
Walk me through your experience facilitating hiring decisions, including salary recommendations, benefits, other employment terms.
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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.
"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."
Second Answer Example
"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."
The interviewer wants to see that you have taken the time to research Kforce 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 Kforce serves.
"I am aware that Kforce 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."
Second Answer Example
"You have excellent client reviews from the HR departments at (A), (B) and (C). In addition to this, I read many rave reviews on Glassdoor from candidates who you placed in government agencies, retail, and even biotechnology sectors. Your website highlights your work in the healthcare, life sciences, government, and communications industry. Is it accurate to say these are some key clients within these industries?"
Do you have more experience with permanent placement or contract recruitment? Which do you prefer?
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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 Kforce, it's crucial that you fully understand where your focus will be.
"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."
Second Answer Example
"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 Kforce in any facet you require."
6. Kforce 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 Kforce 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 Kforce while being as specific as possible. Here is an answer example: "My long term goal is to gain a role as a branch manager with Kforce. 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." Here is an answer example: "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."7. Kforce 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
- Engineering (all types)
- Data Security
- Web and App Development
- 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. Here is an answer example: "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." Here is an answer example: "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."8. What economic factors impact the staffing industry the most? Economic trends significantly impact the staffing industry. When a region experiences a significant industry boom, talent acquisition professionals need to look outside of their area and typical recruitment approaches to attract fresh talent. When the economy is weaker, often temporary or contract recruitment increases, where permanent searches decrease. Talk to the interviewer about the economic factors that you believe impact staffing the most. Here is an answer example: "From my experience in the staffing industry, I have seen that situations such as tech and oil booms impact us the most. In an economic boom, staffing experts need to look outside the region for talented contractors. This demand also means higher pay and more commission for those working in staffing. Just last year our agency began to source IT workers outside of the country, helping many to obtain H1B visas, so they were eligible to work for our clients." Here is an answer example: "I believe that the cost of living is a significant factor that impacts staffing. I have recruited for tech organizations in high-cost locations such as San Francisco and New York. One challenge is finding the fine balance between meeting the high salary requirements of the most talented candidates while helping my clients to keep their costs in check."9. Do you understand the pros and cons of temporary staffing versus permanent hire? Kforce 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. Kforce needs to be sure they are hiring a recruiter who will act as a staffing partner to their valuable clients. Here is an answer example: "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." Here is an answer example: "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."10. 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 Kforce 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. Here is an answer example: "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." Here is an answer example: "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."11. Much of the work at Kforce includes cold calling candidates and other prospects. Walk me through your cold calling experience. Many IT staffing companies ask their recruiters to start with cold calling. If you are new to the industry, your training could require you to make 100 or more cold calls per week! So, for obvious reasons, the interviewer needs to be sure that you are not intimidated by the thought of making cold calls.
Discuss your experience with cold calling, and even warm calling to drum up business from existing prospects. If you have formal training in cold calling, be sure to mention that training. This training could include on-the-job or even self-led learning. Here is an answer example: "The best book that I have ever read on the art of effective cold calling is 'Fanatical Prospecting' by Jeb Blount. This book taught me a lot about bad sales tactics versus a professional approach. In my current role, I received a great deal of training on filling my pipeline, building relationships, and exceeding my goals. Currently, I cold call up to 60 prospects per week with a 30% conversion rate, which is very good considering my goal is 50 cold calls at a 15% conversion rate." Here is an answer example: "This position would be my first with a cold calling component; however, I have performed some door-to-door sales. On my summers off during university, I worked as a door-to-door canvasser for United Way. We had many targets and goals, which included knocking on 150 doors per day and raising a minimum of $1000 daily. It was a tough job, but I believed in the cause, which made the hard work worth it. I look forward to furthering training in cold calling and the opportunity to apply my previous sales experience."12. 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
- 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. Here is an answer example: "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 Kforce?" Here is an answer example: "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 Kforce, I am happy to educate myself before my start date."13. You land a new job order from a client. What do you do next? As an IT staffing expert, part of your role includes carefully taking new job orders from your client. Taking a job order requires asking thoughtful questions so that you can gain a solid understanding of who will be the best fit for the job. Once you have a solid understanding of the type of candidates your client wants to see, check your ATS for candidates who are a match. You will want to craft a job posting and publish it on the platforms that your company leans on the most. Then, narrow down your candidate results and start making calls! Here is an answer example: "Once I have a full understanding of my clients' needs, I go to my system and search for existing candidates. I will call from my top 15 list, asking if they are still looking for a job. If the role is a potential match, I will book the first interview. If the role is not a fit, I will ask them if there is anyone in their network who may be a fit. From there, I post on Zip Recruiter, our company website, Indeed, and LinkedIn. I also utilize LinkedIn recruiter to help me find matches. Generally speaking, I spend the first three days after receiving a job order on calling potential candidates and leveraging my network." Here is an answer example: "After landing a new job order, I believe that proper documentation would be the first important step. After documenting, I would craft a compelling job ad based on the information given to me. Then, the path of least resistance would be to search my existing candidate base for a match. Is this the process followed at Kforce?"14. Have you ever been unsuccessful in filling a clients' needs? If so, how did you react? IT staffing and contract recruitment mean that you are often fulfilling urgent client needs. There are many variables in whether or not you are successful in being the top staffing expert that uncovers a rockstar candidate in a short amount of time. Often you are competing against other staffing agencies on the same job order.
The interviewer wants to see that you can handle the pressure of this fast-paced environment at Kforce. Discuss how you react when you fall short or run into a perceived failure. Express that you never give up, that you have grit, and the tenacity required to succeed at Kforce. Here is an answer example: "Recently, I had a client give me five days to fill two Python specialist roles. I filled one of the two; however, I do not consider 50% to be a success. Rather than feeling discouraged, I kept calling my network and sourcing online. I ended up introducing my client to the second and final hire the following week. This example goes to show that tenacity is everything in the staffing industry." Here is an answer example: "I recently had a healthcare client who needed a role filled with a highly specific skill set. I knew I was facing a significant challenge; however, I underestimated the scope of the challenge. The role took me eight weeks in total and, in the end, another agency beat me to the punch. My approach involved all resources available to me, including diligent cold calling; however, in the end, it wasn't enough. I reached out to my client the following month, and they were happy with their choice; however, they did give me two new job orders, which I ended up filling. In the end, it wasn't a complete fail."15. What targets and goals are most important, in your current role? How is your performance measured? Staffing is incredibly competitive, and your job as an IT recruiter is essentially a sales position. The interviewer wants to see that you are accustomed to the idea of meeting sales targets and other performance goals.
As an IT recruiter, in permanent or contract placement work, you may be measured on the number of placements you make per quarter, how quickly you fill a job order, your business development activity such as cold calling, and your interview-to-hire ratio. Talk to the hiring authority about your performance, and discuss how you stack up compared to others on your team. Here is an answer example: "My current position involves both permanent and temporary placements. I look at my client acquisition strategies, which include cold calling numbers and conversion rate. I am judged on how many job orders I bring in, first interviews performed per job order, number of placements, and my interview-to-placement percentage. I have always landed in the top 3 performers for our agency. I attribute this to my warm and cold calling activities which are always over the minimum expectation." Here is an answer example: "In IT contract staffing, the most important metrics in my role are the speed at which I fill a job order. I do not run a 360 desk, so right now, my expectations are based on how fast I react to the job orders that hit my desk. Right now, I am in the top place for telephone interviews performed, and I am among the fastest on my team to get candidates out to clients for first interviews. I am a strong performer, and I look forward to bringing this winning attitude to your agency."16. How do you feel about working in a highly commissioned environment? If Kforce 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 Kforce 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! Here is an answer example: "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." Here is an answer example: "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."17. 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 Kforce 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 Kforce. Here is an answer example: "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 Kforce job posting, you put a lot of emphasis on business development activities, and proper candidate follow-up." Here is an answer example: "From my research and understanding, the most important tasks I would perform in this role with Kforce 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."18. If you could change any aspect of the IT staffing industry, what would it be? No job is all sunshine and rainbows, and the interviewer would like to know that you come with a realistic outlook on the industry and your job function when you join Kforce. Think about any roadblocks you face on your path to success. Perhaps there are process or regulations that often prevent you from working as fast as you could. Avoid complaining about these factors. Instead, the interviewer wants to hear a more actionable approach. Here is an answer example: "If I could change anything about the IT staffing industry, I would change the speed at which many of my clients respond. I believe that a candidate should never be left waiting for longer than 24 hours between responses. When seeking out IT candidates that are qualified and interested, it's important to act quickly before a competitor scoops them up. To ensure this speed happens more often, I prompt my clients regularly and begin each job order with the expectation of speed clearly expressed." Here is an answer example: "I believe, from my own job search experience, that companies could further embrace the AI technology available to them. There is a lot of tech out there that streamlines the interview process, helping to keep the momentum and make the most of everyone's time."19. 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 Kforce. 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. Here is an answer example: "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." Here is an answer example: "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."20. Kforce 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? Activities to grow and develop your candidates can include interview coaching, free skills testing, resume development, or even STEM education opportunities. The interviewer at Kforce wants to see that you are interested in helping your valuable candidates to succeed in their job search. This interest in their success should go beyond whether they land in a job with your client or not. Here is an answer example: "It's important to me that every candidate I approach feels empowered in their job search. This empowerment means that they understand the hiring landscape and that they understand their edge. I help my candidates craft their credibility statements, strengthen their LinkedIn profiles, and build a strong foundational resume. I also assist with interview coaching before they meet with my clients. Rest assured I would work hard to meet Kforce goals of developing and empowering candidates." Here is an answer example: "I will contribute to Kforce mission by showing every candidate what they can do to boost their performance in an interview and gain more attention in their competitive space. I am great with LinkedIn profile optimization, which is one significant benefit my candidates receive. I appreciate that Kforce is so mindful of how your teams can positively impact a candidate's job search."21. How would you define STEM? Why is it important? STEM is a term you will often hear in the IT staffing industry. STEM is an acronym for science, technology, engineering, and mathematics. STEM education involves the interdisciplinary learning of these applications; an education background that many of your clients at Kforce may seek. Discuss what you know about STEM education and why it's becoming increasingly vital in the IT space. Here is an answer example: "STEM jobs are abundant, and the overall approach is expanding and growing. STEM education is important because many of my clients look for interdisciplinary learning and experience in science, technology, engineering, and math. I often look for STEM education on a candidate's resume, perhaps in the form of artificial intelligence or machine learning." Here is an answer example: "STEM is short for science, technology, engineering, and mathematics. STEM education is highly sought after by clients in the IT space, meaning it's essential for candidates to begin expressing an interest in the STEM approach and furthering their STEM education. I wholeheartedly believe that STEM is becoming a non-negotiable in the workforce to succeed in a global market and economy."22. 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.
Kforce 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. Here is an answer example: "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." Here is an answer example: "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."23. How comfortable are you with using tools such as LinkedIn Recruiter to source new candidates and clients? LinkedIn Recruiter is one of the most popular tools used in the staffing industry and Kforce needs to know if you are familiar, or if you would require training. LinkedIn Recruiter makes it very easy to search, connect with, and reach out to qualified candidates all around the world. You can also use LinkedIn Recruiter as an extension of your CRM and ATS, keeping excellent documentation on clients and candidates alike.
Discuss your exposure to the program. If you have experience in LinkedIn Recruiter, talk about your years of experience and the tools that you utilize most often. If you are new to LinkedIn Recruiter, be sure to express your willingness to learn the system before your start date. Here is an answer example: "In my current job, I use LinkedIn Recruiter every day. I use many functions of LinkedIn to search for and track the best candidates. I also use LinkedIn Sales Navigator to fill my pipeline and track my business development efforts. All of my activity is synched with our CRM and ATS, making this tool incredibly helpful." Here is an answer example: "I have been on LinkedIn for the past three years; however, I have always maintained a free and basic account. I have heard that LinkedIn Recruiter is a must-have tool for anyone in the staffing industry. To be better prepared for this role, I will begin watching tutorials online."24. What does attrition mean, and what are the most significant factors that impact employee attrition rates? Staff attrition is a term used to describe the natural loss of employees, such as through retirement, resignation, or elimination of a role. In recruitment, you may hear your client talk about employee attrition rates. What this means is that your client is reducing their number of staff due to natural reduction, including resignation, retirement, or relocation. Show Kforce that you understand what attrition means, and that you know the basic terminology surrounding staffing and employment. Here is an answer example: "Staff attrition rates refer to the reduction of staff due to unforeseen or natural circumstances such as retirement or personal illness. I have helped many clients navigate attrition by working with them on proactive workforce planning. When a company sees where their employee attrition rates are going, they can act ahead and plan, rather than being reactionary." Here is an answer example: "Attrition refers to the reduction of something so, in staffing, I believe this would be referring to a company's human resources. Because attrition is usually a natural occurrence, I think staff attrition would refer to resignations and retirement. Every company must work hard to plan for a strong future workforce, and I look forward to learning how I can best help Kforce clients to do so."25. Rate your resume writing skills from 1-10. Are you able to help a candidate position themselves flawlessly to your clients? As a staffing professional, you will find that optics are everything. Your candidate can be a perfect match, but if their resume does not reflect this experience, their application will be overlooked by your client. Prepping candidates to put their best foot forward is very important in this industry. This prep will include helping them to re-write their resume, or re-writing it yourself; highlighting the ways that they match your clients' needs. Talk to the interviewer about your resume writing skills, ranking yourself from 1-10. Here is an answer example: "I am a member of the CPRW and certified in resume writing as well as career coaching. For this reason, I would rank my resume writing skills as 9 out of 10. There is always room to grow. Trends are constantly changing; however, I am very confident in my ability to best showcase a candidates' skill set. When I submit a candidate, my client always interviews them." Here is an answer example: "I was a recruiter assistant during my internship. Much of what I did was optimize candidate's resumes for applicant tracking systems. I enjoy helping people to stand out from the crowd. I would rank my resume writing skills as a 7.5 out of 10. I know how to write a compelling resume; however, my experience is limited to the past three months."26. What questions do you have for me? When you have questions prepared for the interviewer, it shows that you have a keen interest in Kforce and the inner workings of their business. Since you are interviewing for an IT staffing role, it's extra vital that you have insightful questions! This engagement will show the interviewer that you can ask candidates the right questions when you are on the other side of the interview table. Make them insightful and have 2-3 prepared.
Here are some sample questions:
- When would you like to have this position filled?
- How long has this role been vacant?
- Is this a replacement search or a newly created role?
- What do you love about working at Kforce?
- What is Kforce primary goal for this position in the first three months?
- Can I clarify anything for you from our meeting today?
- What do you see as the most significant change in IT staffing this year?
- Is there any reason why you would not hire me? Here is an answer example: "Thank you for offering time for questions. Could you share with me your timeline for the next round of interviews? Also, since this is a replacement role, I would like to know the biggest struggle the previous recruiter encountered in this role. That information will help me prepare in areas where I may need additional training." Here is an answer example: "After meeting me today, is there any particular reason why I would not be the best fit for this IT recruitment role? Also, I would like to know your favorite aspect of working for Kforce!"27. Would you be honest with a candidate who did not get the job due to their appearance? There are many reasons why a client could reject your candidate, including a messy appearance. As a recruiter, it's essential to recognize that optics can be just as important as someone's skill set. This statement is especially true if they are interviewing for a sales position or other customer-facing role.
Of course, it's not fun to tell someone that they need to clean up their appearance; however, it can be your duty as a recruiter. Show Kforce that you have the discernment and empathy do approach this type of situation with kindness and honesty. Here is an answer example: "Every candidate I send on an interview receives a document that addresses where to go, the name of the interviewers, what the dress code is, and the overall 'appearance' expectations. For the most part, my candidates have been presentable. However, I have had two clients in the past complain that my candidates had body odor, likely a reaction to interview stress. It's uncomfortable to have a conversation like this but honesty is important to me, and both times the candidate was appreciative that I brought the issue to their attention. In both instances, my clients did a second interview and were satisfied with how I handled the situation." Here is an answer example: "It's essential to be straightforward with job seekers, but with that must come kindness and empathy. If I had a candidate who was a perfect match for my client, but their appearance was lacking, I would let them know that their overall presentation would not fly with my client. I would ask permission to give constructive criticism, and then help them every step of the way."28. Kforce 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. Here is an answer example: "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." Here is an answer example: "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."29. Exceptional IT staffing requires an intimate knowledge of the industry. How do you remain up to date on changes and trends within IT? When you are having conversations with a candidate who works in IT, you must know your stuff! You should be able to understand the industry terms and much of the jargon they use when you interview them, and when you read their resume. Otherwise, how can you correctly determine a match? Tell the interviewer which resources you lean on to stay up to date on IT related topics and news. Here is an answer example: "I subscribe to CIO Magazine which I use as my primary source for information. The reason I lean on this resource so much is that it's for senior-level IT professionals, which most of my clients and candidates are. The publication also does an excellent job blending business and technology. It also offers a great deal of advice appropriate for career development at the senior level, which I can then pass along to my candidates." Here is an answer example: "The Verge and Recode are my go-to resources at the moment. The articles are beneficial, but I especially appreciate the emphasis on tech journalism. If you have any other recommendations for me, I would love to learn more."30. What are your earnings expectations as an IT recruiter? The interviewer wants to know, bottom line, what you need to accept a job offer from Kforce. There is a lot of back-and-forth in salary negotiations with clients and candidates in this industry. For this reason, you can expect the hiring authorities at Kforce to be to the point when it comes to compensation based questions. Be straightforward, using your current salary if it's relevant. Here is an answer example: "My earnings expectations are $100K+ per year. I have earned between $96-106K annually for the past five years. I am a high performer. My current pay structure includes a monthly guarantee of $4K and the remainder in commission." Here is an answer example: "Being a recent graduate, and new to the IT staffing industry, my earnings expectations reflect my eagerness to join your company with room to grow. I am willing to begin on a small base salary of $24K plus commission."
Author of Kforce Answers and Questions
Rachelle Enns is a job search expert, executive headhunter, career catalyst, and interview coach. Utilized by top talent from Fortune companies like Microsoft, General Electric, and Nestle, she helps professionals position themselves in today's competitive digital marketplace.
Rachelle founded Renovate My Resume and Executive Resume Solutions, two companies focused on helping job seekers get their edge back. She helps everyone from new graduates looking for their first placement, to CEO's who want more out of their career.
Rachelle coaches students to executives on how to master the toughest interview questions and how to handle the most bizarre interview situations; all with confidence and poise.
Rachelle trains other career coaches, recruiters, and resume writers, globally. A big part of her job is also spent coaching HR professionals on how to bring the human touch back into their interview and hiring process.
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