Permanent Staffing Recruiter Mock Interview
Practice 30 Permanent Staffing Recruiter interview questions covering client development, candidate sourcing, and placement metrics.
Question 6 of 30
What steps would you take if your newly placed candidate quit without notice?
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Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
"I have encountered this situation only a couple of times. I understand that even though we do what we can as recruiters, to place reliable candidates, these situations will happen at times. If a candidate quit without notice, I would uncover what happened so that the situation did not repeat itself. Then, I would work with my client on a fast replacement. Apologizing is important, and assuring the client that it was an isolated incident is also essential. You don't want your client to lose faith in your judgment or selection abilities!"
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
Temporary and permanent staffing recruiters both have to face the fact, more often than they'd like, that humans can be a touch flaky. As a recruiter, you will experience candidates who don't show up, quit their job without notice, or decide part way through their probation period that they want to leave their job in accounting and become a dolphin trainer (seriously- it's happened!).
The hiring authority wants to see that you handle these cases with grace and that you jump into action to immediately repair the situation for your client.
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
"If a candidate quit without notice, I would hold an immediate meeting with my client. I would apologize profusely, discuss what went wrong, and then commit to a replacement within a suitable timeframe. Then, backfilling that position would be my priority. I would be sure to document the situation and never entertain that candidate for future roles."
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Jaymie
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Anonymous Answer
Having a 100% success rate in recruiting is unlikely. However, it is definitely disappointed to place a candidate who leaves within their probation period. To mediate, I would immediately speak with the client or department head to discuss the outcome and work on a replacement asap. I would also speak with the candidate to check in and see where things went wrong. This is a reason why I never want to set candidates up with unrealistic expectations of the role. I am always transparent in my exploratory phase with any potential new hires so that they are fully aware of what they are signing up for and the hard work involved.
Rachelle's Feedback
Yes - retention often begins with setting realistic expectations and offering full transparency. Good work!
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