As our next Staffing Manager, talk about your candidate dispositioning philosophies and why they would be important in our industry?

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Answer Example

The candidate's experience is essential during any recruitment process, and this is especially true for candidates that aren't ultimately offered the job. You may end up with a great silver medalist candidate that would be next in line for a job upon another opening, and letting them down the right way would be essential for future success with them. Conversely, there will come a time in your career when you have a candidate who applies but isn't the right candidate for your organization, and a hard conversation needs to be had. No matter how you answer this question, make it clear to your interviewer that you take the proper dispositioning of candidates seriously in your work.

"The candidate experience is significant. If a candidate has been interviewed in person and not offered the job, I will always recommend that the hiring manager calls them directly to talk to them further. I encourage leaders to give constructive feedback to candidates and keep candidates in their pipeline if they were great. I have also coached hiring managers on these conversations. For candidates that have not been interviewed in person, I send a templated email from the ATS that thanks them for applying and lets them know that we have filled the position. I also encourage them to keep applying. I send these emails promptly so that the candidate positively views my organization."

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How to Answer: As our next Staffing Manager, talk about your candidate dispositioning philosophies and why they would be important in our industry?

Advice and answer examples written specifically for a Staffing Manager job interview.

29. As our next Staffing Manager, talk about your candidate dispositioning philosophies and why they would be important in our industry?

How to Answer

The candidate's experience is essential during any recruitment process, and this is especially true for candidates that aren't ultimately offered the job. You may end up with a great silver medalist candidate that would be next in line for a job upon another opening, and letting them down the right way would be essential for future success with them. Conversely, there will come a time in your career when you have a candidate who applies but isn't the right candidate for your organization, and a hard conversation needs to be had. No matter how you answer this question, make it clear to your interviewer that you take the proper dispositioning of candidates seriously in your work.

Written by Amy Hagan on September 6th, 2021

Answer Example

"The candidate experience is significant. If a candidate has been interviewed in person and not offered the job, I will always recommend that the hiring manager calls them directly to talk to them further. I encourage leaders to give constructive feedback to candidates and keep candidates in their pipeline if they were great. I have also coached hiring managers on these conversations. For candidates that have not been interviewed in person, I send a templated email from the ATS that thanks them for applying and lets them know that we have filled the position. I also encourage them to keep applying. I send these emails promptly so that the candidate positively views my organization."

Written by Amy Hagan on September 6th, 2021

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