Internal Recruiter Mock Interview

Practice 30 Internal Recruiter interview questions covering sourcing strategies, stakeholder management, and hiring metrics.

WRITTEN BY RACHELLE ENNS

QUESTION 5 OF 30

What does the term attrition mean, and what are the biggest causes of employee attrition rates?

ALSO ASKED IN Human Resources Human Resources Manager Permanent Staffing Recruiter

Attrition is the speed or rate at which something declines. As an Internal Recruiter, you may hear the term 'employee attrition rates' from your company's leaders or HR department now and again. What this means is that a company is losing staff due to natural reduction including resignation, retirement, or relocation.

Keep in mind; this term refers to natural reduction. Employee attrition rates would not include mass layoffs for instance. Discuss with the interviewer that you understand what attrition means, and what the primary causes of employee attrition are. The hiring authority is looking for your ability to recognize and understand potential staffing pain points.

"Employee attrition rates refer to the reduction of staff due to unforeseen or natural circumstances such as increasing retirement rates. I have helped my employer overcome the downsides of attrition by working with them on proactive workforce planning. When we can see where our employee attrition rates are going, we can act ahead and plan, rather than being reactionary."

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30 Internal Recruiter Interview Questions & Answers

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01 What are your top 3 most important activities as an Internal Recruiter? PERFORMANCE 02 How do you treat candidates not selected for the job? Walk me through your process. COMMUNICATION 03 How do you use social media and other online tools in your recruitment process? CREATIVE THINKING 04 Talk to me about your level of proficiency with LinkedIn Recruiter. COMPETENCY 05 What does the term attrition mean, and what are the biggest causes of employee attrition rates? EXPERIENCE 06 Do you have experience guiding candidates through job offer negotiations? EXPERIENCE 07 When pre-screening a candidate, what is the most important question you could ask? COMPETENCY 08 Do you have experience using an ATS? Which applicant tracking systems do you know best? EXPERIENCE 09 How is your recruitment performance measured in your current role? COMPETENCY 10 In an interview, how do you evaluate the performance of an executive candidate who is under a non-disclosure agreement with their current employer? COMPETENCY 11 How do you react when you and your leadership team disagree on the quality of a candidate? BEHAVIORAL 12 How do you quickly learn industry terminology for roles that are new to you? COMPETENCY 13 You will face very senior professionals in this role. How do you embody poise and professionalism? COMPATIBILITY 14 What do you believe to be the most significant change in the recruitment process this year? TOUGH 15 Why would your employer prefer to hire a temp over a permanent employee? EXPERIENCE 16 Tell me about your experience in terminations. EXPERIENCE 17 Which recruitment-related technology and tools you do lean on most often during your day? COMPETENCY 18 Name one thing you could improve in your process, as an Internal Recruiter. TOUGH 19 Recruitment can be highly frustrating at times. How do you cope with the fact that you are always putting out fires? COMPATIBILITY 20 Tell me about a time when you influenced hiring practices at your current or former employer. PERFORMANCE 21 When hiring, is it important for you to contact a candidate's professional references? DILIGENCE 22 Do you have experience guiding candidates through job offers and negotiations? EXPERIENCE 23 Do you have experience coordinating interviews, and documenting the candidate journey? EXPERIENCE 24 Tell me how you find qualified candidates. Share an experience in which one of these methods helped you find a great employee. EXPERIENCE 25 How do you help your company to make sound hiring decisions? PERFORMANCE 26 How do you use data and analytics in your HR process? PROBLEM SOLVING 27 What new hiring or human resources topic is piquing your interest the most right now? DILIGENCE 28 Do you have experience preparing or leading new hire orientation? EXPERIENCE 29 Tell me about a recruitment mistake you made. Were there any details in the process you missed and realized later? How did you adjust based on what you learned? SCENARIO BASED 30 When entering a new job, describe how you build relationships with your new coworkers and supervisors. COMPATIBILITY

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Rachelle Enns

Written by Rachelle Enns

30 QUESTIONS & ANSWERS · INTERNAL RECRUITER