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Permanent Staffing Recruiter Interview
Questions

30 Questions and Answers by Rachelle Enns

Updated February 18th, 2020 | 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
Do you have experience guiding candidates through job offer negotiations?
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How to Answer
One of the most exciting parts of your job as a perm recruiter is when your client tells you they are ready to make a job offer to your candidate! Congratulations - you did it! But, now what?

Many things can get in the way between a proposal to its acceptance, and it's up to you to ensure the process goes as smooth as possible. This task includes controlling the conversations regarding salary offerings and counteroffers. Discuss any experience you have with job offer negotiations, giving a real-life example if possible.
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Top 30 Permanent Staffing Recruiter Interview Questions with Full Content
1.
Do you have experience guiding candidates through job offer negotiations?
One of the most exciting parts of your job as a perm recruiter is when your client tells you they are ready to make a job offer to your candidate! Congratulations - you did it! But, now what?

Many things can get in the way between a proposal to its acceptance, and it's up to you to ensure the process goes as smooth as possible. This task includes controlling the conversations regarding salary offerings and counteroffers. Discuss any experience you have with job offer negotiations, giving a real-life example if possible.

Rachelle's Answer #1
"I keep my clients and candidates close, to ensure that proposals do not go sideways due to lowball offers from the company, or unrealistic expectations from the job seeker. Just this year, I have worked on 18 different offers, helping both parties come to a satisfactory result. I keep up to date on market trends, what competitors are offering, and what employees are earning based on their location, education level, and years of experience. I am 100% comfortable taking full control during job offer negotiations."
Rachelle's Answer #2
"As a partner to my clients and an ally for my candidates, I often find myself helping with job negotiations. Just this week I helped fill a $15K salary gap by requesting that the client bring their offer up another $5K plus an added week of paid vacation time. It was a perfect compromise, and the candidate signed the offer just last night!"
2.
What questions do you have for me?
It's always a great idea to have questions ready for the interviewer. Since you are interviewing for a recruiter role, this is an excellent opportunity to show the hiring authority that you have insightful questions! Review the company website and other online resources to ensure the queries you have are not mundane, or redundant. The last thing an interviewer wants to hear is a list of items you could have found the answers for from merely watching a video on their company site!

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 is your favorite part about working here?
- What is the company's primary goal for this position in the next 12 months?
- Is there anything from my background and experience that I can clarify for you?
- What do you see as the most significant change in this industry over the past three years?
- Is there any reason why you would not hire me?

Rachelle's Answer #1
"I would like to ask if there is anything in my recruitment background on which you need clarification? Also, after discussing everything today, is there any particular reason why I would not be the best fit for this permanent recruiter role?"
Rachelle's Answer #2
"I appreciate you opening the floor for questions. I am wondering what your timeline is for a decision on this opening? Also, what was the biggest struggle the last recruiter encountered in this role?"
3.
Are you comfortable being paid on a 100% commission basis?
Many recruiters work on a 100% commission basis; however, not all of them. It's vital that you fully understand the pay structure offered by the recruitment firm, before accepting any job offer.

The interviewer would like to know if you are happy with being paid solely on your performance. Whether the job pays 100% commission or not, may not be the point of this question. Assure the interviewer that you are confident in your ability to be a top performer, regardless of commissions or a comfy base salary. Are you able to work hard and be paid based on your performance alone?

Rachelle's Answer #1
"I can assure you that my performance is always top notch and I am comfortable being paid based on my performance. I have earned solely on commission plus a minimal draw for many years, first as a car salesperson and now as a permanent staffing recruiter."
Rachelle's Answer #2
"Although I have never worked in a 100% commission environment, I do know that I would perform well, and hit my sales targets, even in the absence of a base salary. I am confident in my ability to be a high performer, either way."
4.
How is your recruitment performance measured in your current role?
Recruitment is a competitive industry, and your role as a perm recruiter is similar to that of a sales professional. Some of your performance metrics will include the number of placements you make, how quickly you fill a job order, your business development activity (gaining new clients or asking for more job orders), and your interview-to-hire ratio. Discuss with the interviewer the ways that your performance is measured, and discuss how you stack up compared to others on your team.

Rachelle's Answer #1
"The most important metrics in my role are the speed at which I fill a job order, and the number of new job orders I bring in to the agency. Right now my expectations are set at gathering ten new job orders per week. For the year, my average is 14 JO's, and I am in the top place for placements as well. You can see that I am a high performer, and I look forward to bringing this winning attitude to your agency."
Rachelle's Answer #2
"My current recruitment role focuses on new client acquisition, job order collection, interviews performed, and placements made. I brought for you my last quarter performance review if you would like to take a look at my numbers. I consistently ranked in the top 5 out of 25 recruiters on our team."
5.
What would you do if a client asked something unethical of you?
Sometimes your clients may not know about human resource laws, and will unintentionally (or intentionally) cross the line when it comes to hiring and employment ethics.

Most often, as a recruiter, you will come across clients who cross the line when it comes to gender, age, race, and other equal employment rights. You may hear a client unintentionally say 'she' when they refer to the type of front-desk receptionist they want to hire. Or, more blatant, you may hear a client say 'we can't hire anyone over 40 for this job.' Discuss what you would do if faced with this situation. Of course, the only right answer is that you will politely refuse, and kindly educate your client on how to best work with you and your agency.

Rachelle's Answer #1
"I have had clients subtly put in clients as subtle as gender discrimination, and as obvious as race discrimination. I am a full supporter of equal employment opportunity and will not hesitate to tell my client that their request is inappropriate. It's not worth breaking laws, to win a job order."
Rachelle's Answer #2
"If a client asked me to do something unethical, or that I was not comfortable with, I would let them know that their request would not happen, but perhaps we could find an ethical alternative. Let's say that a client asks for a male salesperson, for instance. I would let them know that we have many talented female sales professionals on our roster and that I would be happy to send them the most qualified person available for an interview."
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