Temporary Staffing Recruiter Mock Interview
Practice 30 Temporary Staffing Recruiter interview questions covering candidate sourcing, client relations, and placement metrics.
Question 3 of 30
What approach do you take when telling a candidate that they did not get the job?
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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.
"It is important to be straightforward and forthright when telling a candidate they did not get the job. Since I have such a high amount of interviews and client submissions, I need to make sure they all know where they stand, and what opportunities are not the best for them. First, I will call, rather than email. I have a script that I stick to while also adding in specifics related to their situation. I tell them why they did not get the job, and give two to three suggestion on what they could do to make their candidacy stronger in the future. My recommendations may include further training or even interview coaching. Most of the time, my temp candidates appreciate my candidness and always ask me to keep them in mind for future opportunities."
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.
It isn't easy to pick up the phone and tell a job seeker that your client chose someone else for the assignment. However, this is a big part of your role as a temporary staffing recruiter. Show the interviewer that you can navigate situations such as this, and discuss how you go about letting an eager candidate down easy. If you can, turn this response into a short role-play.
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.
"When I need to tell a candidate that they did not get the job, I rip off the bandaid to not lead them on, but I do offer feedback if they want it. I will turn the call into a mini coaching session if the candidate is up for it! For instance, I would say, 'John, unfortunately, ABC client has decided to hire a different candidate for this forklift driver opportunity. They felt your background looked good; however, you could use further training on Raymond Reach. Please let me know once you have expanded your skill set to include this type of forklift, and I will happily submit your resume to this client again.' This method allows them to understand how to increase their chances in the future, and who wouldn't want that."
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