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Here’s How You Should Answer Common Recruiter Interview Questions

The core skills you need to succeed in recruiting—leadership, self-management, resiliency, and being detail-oriented and quick-thinking, among others—have remained consistent over the past few decades. But how you use them has changed markedly thanks to technology.

So, where does that leave you when you’re interviewing for a Staffing Recruiter firm as a job?

It depends on a number of different factors, including your work experience and familiarity with the industry. That said, most early-career candidates will not have recruiting experience going into the interview.

And that’s fine!

Just remember that the questions will be broad enough to allow you to demonstrate these fundamental skills in a way that wows your interviewer and leaves a lasting impression.

Recruiting expert Casey Weickgenannt from Apex—one of the premier staffing and recruiting agencies in the country—opened up about her experience hiring for these roles. What are the most common interview questions she asks? How should you answer them? How do you follow up appropriately?

Check out her answers to these and other pressing questions below.

What are your strengths?

This question, while standard to most every interview, actually has a few specific right answers when it comes to recruiting.

According to Weickgenannt, there are many questions hiring managers are looking to answer. “Are you money-motivated? Do you thrive in a fast-paced environment? Can you multitask?” This question gives you an opportunity to show that you are all of those things—and more, she says.

Emphasize your ability to multitask even in a hectic setting. Talk about how you build relationships and are a quick learner. And don’t just say what you are, show them. Speak eloquently and confidently to prove to the recruiter that these are among your many, many strengths.

Do you have leadership skills/experience?

This is one of the more concrete questions in a recruiting interview, which means answering it should be a little more straightforward. This is the time to talk about any clubs or teams you’ve started or belonged to. Specific experience works, too.

Talk about a time when you took the reins on a group project or organized others to accomplish something. Leadership means different things in different settings, so think about your own experiences and how it applies.

Do you like working with people?

This question is key when it comes to recruiting. “Our product is people, and people are very unpredictable,” Weickgenannt says.

That means you need to understand how to work with all kinds of people. So, to ace this question, communicate that you not only enjoy being a service-oriented team player, but also are skilled at handling the twists and turns of working with a range of personalities.

At the end of the day, Weickgenannt stresses, the most important qualification for a Staffing Recruiter boils down to essentially one quality. “We’re looking for somebody who has very strong interpersonal skills,” she says. “That’s definitely the most important qualification for us. Someone who’s able to connect with others and have strong communication.”

What would you do if…?

These types of behavioral questions—during which your interviewer will present a scenario and ask how you’d handle it—are very common for Staffing Recruiter interviews.

First, don’t panic.

The important thing to remember is that you will receive a lot of training once the job begins, so it’s more important to show that you’re resourceful, clever, and smart. Don’t perseverate on the fact that you’re unfamiliar with the specifics or tactics you’re presented with.

Weickgenannt also recommends researching common behavioral questions. “There are plenty available online,” she says. Yet no matter what, always make sure you:

Practice beforehand.

Polished answers will demonstrate your public speaking skills and sales skills.

Engage with the interviewer.

Make sure you’re actually engaging with what the interviewer is asking. This way you can learn about the position and better prepare for later in the interview process.

Ask thoughtful questions.

Do your research beforehand so that you can ask an informed question when the interviewer turns the tables. Additionally, you should think of a question based on something the interviewer either said or asked. And avoid topics like benefits, vacation time, or salary. Those can be ironed out later.

Follow up!

“A candidate who can stand out in the application process is someone who’s being responsive,” Weickgenannt says. “Following up, keeping open the line of communications—that’s really memorable.”

These interviewers are handling a ton of applications for a variety of jobs. Following up by thanking them for their time and reminding them of your strengths is a great way to ensure you’re going to be top of mind when decision time comes around.

Interested in a career in recruiting? Apex is hiring on WayUp now, so check out their open roles and apply!

How to Answer: Tell Me About a Time You Made a Mistake

Although no one likes talking about their mistakes, being able to discuss your past mistakes in a job interview can actually be a great way of impressing the interviewer. So when you encounter a question like, “Tell me about a time you made a mistake,” during an interview for an internship or entry-level job, you should focus on how you dealt with the mistake and what you were able to learn from it. When the hiring manager asks this question, it’s not because they’re trying to trip you up; rather, it’s a chance for the interviewer to see that you are able to acknowledge your mistakes and learn from them, two very important qualities. An employer would rather hire candidates who admit and grow from their mistakes than those who think they never make any.

As with any frequently asked question, it’s important to make sure you have an answer prepared before you go in for the job interview. These tips will help you describe a time you made a mistake in a way that will make it clear you’re the right person for the job.

Be honest

It’s important to be able to admit that you’re capable of making mistakes (as we all are), and that you’re willing and able to admit it. Therefore, you should refer to an actual mistake you made instead of attempting to appear that you don’t make any.

Take responsibility

It’s tempting to catalog how other people’s actions led to your error. But if you spend time during your interview talking about all the ways in which others — or the company itself — failed, you’re not actually admitting you made a mistake. Instead of pointing the finger at others, acknowledge the role you played. Your answer should be related to work; the interviewer doesn’t want to hear about the argument you had with your parents. Nor do you want to reveal any mistakes that could indicate a lack of professionalism on your part. Stick with school or work-related issues that stemmed from a true oversight or misunderstanding:

Highlight the resolution

Make sure to spend time discussing how you addressed the problem and outline the concrete steps to took to rectify it. The interviewer will want to know how you handle complications.

Emphasize lessons learned

Demonstrate that the mistake you made was not in vain. The interviewer wants to know that you can learn from your mistakes and take action to make sure they don’t happen again. By concluding the story of your mistake with what you learned, you can frame the incident in a positive light and show that you’re able to grow from your mistakes.

Say something like: “At my previous internship, I underestimated the amount of time I would need to work on a presentation for a team meeting. I was still getting used to the workflow in a busy office so I didn’t realize that I would need an extra few hours to put a deck together. Luckily, I managed to catch the mistake before the presentation was due to take place and asked my manager for help to complete it in time. It was a valuable lesson in time management and I’ve become better at prioritization and mapping out my schedule as a result of that experience.”

While it can be awkward to discuss mistakes you’ve made, your ability to do so is an asset. Interviewers know it’s a difficult question, and that’s why the right response will signal that you’re the right candidate for the job.

Next, get more career tips for internships and entry-level jobs such as How to Dress for a Job Interview at a Nonprofit and find answers to common interview questions such as What Motivates You?

Questions for You to Ask at the End of an Interview

As you near the end of your interview, the hiring manager will likely turn to you and say, “So, do you have any questions for me?” The answer should always be yes. In fact, many employers automatically reject candidates who don’t have questions because they don’t seem sufficiently interested in the role.

By asking the interviewer questions, you’ll able to walk away from the interview with a better idea of whether or not the job is a good fit for you, while also showing the employer that you’re engaged in the process and that you care about the position. So whether you’re interviewing for an internship or an entry-level job, asking questions is something you should do in every interview.

Here are the top questions to ask at the end of your interview.

Company-Specific Questions

These questions relate to the organization itself and are fine to ask in almost any interview.

1. What makes working at this company special?

This question shows employers that you’re not just looking for any sort of job but that you care about finding the right cultural fit.

2. How do you see this company/industry evolving in the next 5 to 10 years?

By asking this question, you let employers know that you’re interested in the future of the company and care about how your professional growth aligns with the company’s growth.

3. I know one of the company’s values is [value]. How is that defined and demonstrated here at the company?

When you ask this question, you demonstrate to employers that you did your research and that you’re looking for a company that aligns with your values.

4. What qualities and attributes make for a successful employee here?
This question demonstrates to employers that you are eager to succeed and that you are making sure you will be a good fit for the company.

Role-Specific Questions

These questions are specific to the position you’re interviewing for so be careful when asking them and research as much as you can about the role beforehand. For example, asking about the day-to-day responsibilities of a role is appropriate for a consulting position but would seem out of place during an interview for a sales job, where the primary responsibilities involve reaching out to potential clients and selling the company’s products.

1. What are the day-to-day responsibilities of this job?

This question is important to ask if you are unsure what the role entails, particularly if the position is cross-function or part of a small team. This will help you get a better understanding of the job and whether it is the right job for you.

2. What is the most challenging aspect of the job?

By asking this question, you let employers know that you are rational in your expectations – no job is going to be a walk in the park. You should also know both the good and bad things regarding the job you are interviewing for.

3. What does the ideal candidate for this role look like?

When you ask this question, you are able to assess whether your skills and background align with what the company is looking for.

Wrap-Up Questions

These are great questions to ask as the interview is winding down though again, some are more appropriate for certain interviews than others. For example, if you’re interviewing for a junior role, the question about next steps should always be directed to the person who set up your interview in the first place.

1. What are the next steps? What is your timeline for making a decision and when should I expect to hear back from you?

This question is important to ask because this will tell you what to expect in the next steps of the interview process. This is also a good time to tell employers about time-sensitive things they should know about such as if you have other offers on the table or if you need to figure out arrangements for relocation, visas, etc. Again, be sure to ask this question to your hiring manager.

2. Is there anything else I can provide you with to help you with your decision?

This question is a polite way to make sure everything is covered and there is no uncertainty around your candidacy. This will also give you peace of mind since you have done everything you can to nail the interview.

3. What’s been your best moment at [company]?

This is a great wrap-up question because it asks the hiring manager to reflect on one of their great experiences with the company and to show some the value they’ve gained by working there. This question is the perfect way to end on a high note and we recommend asking it in every interview.

Next, get more career tips for internships and entry-level jobs such as The Art of Networking Offline and find answers to common interview questions such as Where Do You See Yourself in 5 Years?.

How to Answer: What Can You Offer Us That Someone Else Can’t?

This is a common interview question and one that gives you a chance to elaborate on the answer you gave to “What are your strengths?” It’s a question designed to gauge your confidence level and knowledge of the company, so even if the interviewer doesn’t ask it directly, be prepared to show that you’re a qualified candidate who can bring something unique to the table. Read through the job description to identify the main things the hiring manager is looking for and show how you meet those needs.

Here are the things you need to keep in mind when preparing your answer.

Show off your experience and unique abilities.

Your interviewer is essentially asking “Why should I hire you?” and your answer should show that you’re different from other candidates they’ve interviewed. Think of the top 2-3 things they’re looking for and explain how you meet those criteria. For example, if you’ve had an internship in the industry, talk about you experience. If you’re not sure what to focus on, look at the job description and identify key traits in the first 3 bullet points.

Say something like: “I’m a creative problem-solver who wants to be part of a team that develops great branding campaigns. I’ve worked on several marketing campaigns during class projects and at a previous internship, so I’m familiar with the challenges I’ll face in this role and I know how to address them.”

Explain what you bring to the table.

Next, show how your experience and unique qualities make you stand out. If you’ve already made it clear that you’re a hard worker, you can emphasize the fact that you always keep a positive attitude and will bring a new level of leadership to the team. Be humble but confident. Giving a direct answer will show that you’ve thought about the question and know exactly what you can bring to the position.

Say something like: “I bring three things to the table that most candidates can’t offer: My problem-solving ability that I’ve used to improve campaign performance, in-depth knowledge of social media strategy and previous experience with email marketing.”

Connect your experience to the position you’re applying for.

Being an awesome employee has a lot to do not only with your unique abilities but also with how those abilities meet the employer’s needs. Whether the company you’re interviewing with is a tech startup or a consulting firm, demonstrating that you understand the organization’s needs and can address them will go a long way toward impressing the interviewer and helping them to see you as a part of the team.

Here’s how to bring it all together:

“I’m a creative problem-solver who wants to be part of a team that develops great branding campaigns. I’ve worked on several marketing campaigns during class projects and at a previous internship, so I’m familiar with the challenges I’ll face in this role and I know how to address them. I bring three things to the table that most candidates can’t offer: My problem-solving ability that I’ve used to improve campaign performance, in-depth knowledge of social media strategy and previous experience with email marketing. With my combined knowledge and enthusiasm for this industry, I know that I would be a good fit for this role.”

Pro Tip: Make sure your answer takes less than 60 seconds and practice it over and over until you have it down pat.

Answering “What can you offer us that some else can’t?” is a great way to show how you stand out from other candidates. By highlighting your unique skills and demonstrating how your personality and future goals align with the company, you’ll impress your interviewer and increase your chances of getting the job!

Next, get more career tips for internships and entry-level jobs such as 5 Technology Trends You Need to Know and find answers to common interview questions such as How Have You Displayed Leadership?

How to Negotiate a Job Offer

Congratulations, you got an offer! That’s great news and here’s more: negotiating the details of an offer is part of the process of getting hired. One important thing to remember is that entry-level jobs are not always open for salary negotiation but that doesn’t mean that you can’t work with an employer to make sure you get a combination of salary and benefits that will work for you.

In order to make the process as easy and effective as possible, here are some things to remember as you negotiate.

Do your research.

Do you know the going salary for an entry-level job in customer service? What about for a computer science major with several internships under her belt? If you’re not sure of the answers, it’s time to do some research. Luckily, there are several sites that can help make the process both quick and easy. To get a better idea of the average salary for a specific job or industry, head over to Glassdoor. In addition to providing detailed salary information for entry-level roles, Glassdoor also has a breakdown of how salaries vary by city. This is great news for graduates who are looking to relocate or those who are comparing several different jobs at once.

After you’ve gotten a good grasp of the salary range for your dream job, dig a little deeper by finding out more about the company you’re negotiating with. Our company pages are a great resource for this type of information, and they can offer you fantastic insight into your potential employer.

Know your value.

Whether you’re coming to the negotiation straight from a well-paid internship or starting from scratch without much professional experience, you don’t need to tell potential employers what you earned at previous part-time jobs. Not even if they ask directly. Instead, use your research to come up with a salary that’s within the range for an entry-level job in your chosen field, and tell the hiring manager that you’re looking for a salary within that range.

The conversation will usually go something like this:

Hiring Manager: “Let’s talk a little bit about the salary for this position.”

You: “Great! Based on my experience and skillset, I’m looking for a salary in the $35,000-$40,000 range. I think that I would be a great fit for the role and would love to discuss compensation if that salary is in line with what you had in mind.”

Be confident but not cagey. Employers appreciate you coming to the table informed and enthusiastic, but they’re likely to be put off if you’re too aggressive or hesitant during the negotiation process.

Don’t get discouraged if the offer is lower than you expect.

If you do receive an offer that’s lower than you expected, your first impulse might be to panic. Don’t. While salary negotiation isn’t possible with some entry-level roles (like investment banking or consulting), a lower often doesn’t always mean that your potential employer. This is where your research will come in handy. In addition to giving you the confidence to negotiate effectively, it will also give you the opportunity to see what other perks the job might offer. For example, if you’re looking for a role that allows for great work-life balance or you really like the company culture, those benefits are likely to also play a role in your decision. Think about the offer as a whole and see how you can work with the employer to make it fit your needs.

Be grateful, not entitled.

One of the most important aspects of negotiating a job offer is saying thank you as soon as you receive it. Receiving an offer is a great sign that an employer sees your potential and believes that you would be a good fit for the role. Here’s how to show your excitement and keep the conversation going:

“Thank you for the offer, I’m really excited about the prospect of joining the team! I appreciate the current offer of $35,000 but based on my skills and experience, I was expecting an offer in the $40,000 range. Can we look at a salary of $40,000 for this position?”

Negotiating a job offer can feel a little intimidating, especially if it’s your first one. The best way to maximize results is to go into the process flexible and informed. And if you need a little extra boost of confidence, remember that the person on the other side of the table wants to work with you and they’re invested in helping you succeed.

Next, get more career tips for internships and entry-level jobs such as How Do I Get a Job in Another City or State? and find answers to common interview questions such as Would You Work Holidays And/Or Weekends?

What’s the Difference Between An Offer Letter And A Contract?

Understanding the difference between an offer letter and a contract is one of the key ways to set yourself up for success in your career. Since the terms are closely linked, many recent grads tend to think of them interchangeably when in fact, an offer letter and a contract have some important differences.

Here are the key things you need to know about offer letters and contracts.

What is an offer letter?

Once you’ve successfully gotten through the interview process and received a verbal offer, you’ll soon receive an offer letter. So, what is an offer letter? It’s a formal job offer that includes most or all of the following things:

Job title
Start date
Salary
Manager’s name
Employee benefits
Employment relationship

Intended to lay out the terms of employment, an offer letter is the employer’s way of letting you know exactly what the job entails and what you can expect from accepting the role. Once you receive an offer letter, you typically have anywhere from 24 hours to a week to sign it. If you choose not to do so, the offer will expire.

What is a contract?

Similar to an offer letter, a contract lays out the details of a role and includes many of the same key pieces of information. However, unlike an offer letter, a contract typically has a specific time period attached to it and is used in cases where employers are hiring someone for a certain amount of time. Contracts are likely to be used in the following cases:

Freelance positions
Temp to perm positions
Contract positions for specific projects

Like offer letters, contracts are time sensitive and generally require a signature within about a week.

Are you likely to receive both an offer letter and a contract?

Generally speaking, the answer is no. Although offer letters and contracts serve similar purposes, they’re generally used for different types of work. While an offer letter indicates the beginning of a long term full-time role, a contract is more often used to a establish short-term work relationship or one that does not fit the terms for full-time employment. For example, while you might work standard full-time hours on a contract, you’re unlikely to receive the same benefits as a full-time employee such as health insurance or a 401k plan.

Pro Tip: Temp to perm employees (employees who begin as contractors before transitioning to full-time members of the team) are the exception to the rule. Since these types of employees start off as contracted workers, they work on a contract basis before receiving their offer letter to join the team full-time.

Knowing the difference between an offer letter and a contract is a great way to manage your expectations when it comes to accepting a job offer. This will ensure that you know what each type of offer means and that you’re able to make an informed decision about accepting it.

What Should You Do If You Have A Verbal Job Offer But Not A Written One?

After successfully applying for a job and going through the interview process, the hiring manager says the phrase you’ve been hoping to hear. “We want to offer you the job!” But what happens when several days have passed and you still haven’t received the offer letter? Do you follow up to ask when you can expect it or just sit tight waiting for the email?

Here are the steps to take if you have a verbal offer but not a written one.

Send a follow-up note asking for a timeframe

If it’s been over 48 hours and you still haven’t received a formal offer, contact the hiring manager to express your enthusiasm about the offer and to ask about the status. Keep your note short and to the point, and be specific about what you’re asking.

Say something like:

“Dear Ms. Blocs,

Thank you so much again offering me the social media coordinator position. I’m very excited about the role and looking forward to being part of the team at XYZ company.

One quick question: When can I expect to receive the offer letter? I’d love to review it and understand the timeline by which I must make my decision.

I look forward to hearing from you soon.

Thank you again,
Emily”

Understand what might be causing the delay

Waiting for a job offer can be nerve wracking, especially when you’re not sure of the exact timeframe. A good way to stay calm is to understand some common reasons for a delay. These can include things like the time it takes to coordinate between different departments or the fact that a key member of the team may be away and unable to offer their approval until they return. Whatever the case, there are likely to be several reasons why the offer letter hasn’t arrived yet that have nothing to do with you personally. Sending the follow-up note is a great way to address these issues directly and to get the hiring manager to give you some clarity about the hold up.

Keep going with your job search

Another key thing to do while waiting for the offer letter is to keep going with your job search. Since job offers do occasionally fall apart before an offer letter is sent out, it’s important to keep your options open by continuing to apply to jobs and to go on interviews. This will ensure that you’re not losing momentum in your job search and that you’re able to move on quickly if the offer doesn’t come through. Added bonus: You might get a second job offer in the process.

Although waiting for an offer letter can definitely cause some anxiety, by following these steps you’ll be sure to stay on top of the process and to get hired as quickly as possible.

Ultimate Guide to Dealing with Multiple Internship Offers

Getting multiple job offers is a good thing… a very good thing, given the current job market. You submit your resume a few times, you cross your fingers and you get an offer! But wait a minute, a few days later you get another offer and then another. Rather than panic or attend more interviews when you’ve already accepted somewhere else, it is best to respond to each offer in a timely and professional manner so that you don’t burn any bridges in an industry you are still new in.

A couple important points to consider:

Chances are if an employer liked you enough to give you an offer this time around, they will be open to interviewing you again. Following-up with a kind, professional email like one of the ones we have below (tailored, of course, to your specific situation) will reinforce the idea that you are a grade-A professional and someone they will want to work with down the road. A LinkedIn connection isn’t a bad idea either.
You are a hot commodity now. Some employers might be willing to give you a counter offer. If this is something you are interested in, then a follow-up is definitely worth writing.

Sample Email: To Turn Down an Offer

Dear (Name of Person Who Made the Offer)

Thank you for your time and offer — I really enjoyed the opportunity to
interview with you and the rest of the xyz team.

I wanted to let you know I recently accepted another position. While I
am extremely passionate about the work you are doing, the offer I
accepted was at another top choice of mine.  I wanted to tell you as
soon as possible so that this does not interfere with your candidate
search.

I hold your company in high regard, have connected with you on LinkedIn,
and hope we can stay in touch!  Thanks again for your time and for
considering me as a candidate.

Sincerely,

Name

Sample Email: Inquiring About a Counter Offer

Dear (Name of Person Who Made the Offer)

Thank you for your offer! I am thrilled to have been selected as a
potential employee. I wanted to let you know I recently received another
offer that I am also strongly considering. The positions are a bit
different and I wanted to see if you’d be available to speak briefly on
the phone with me today or tomorrow to discuss a few remaining questions
I have about this role?

Thanks again for your time and interest.

Sincerely,

Name

Sample Email: Turning Down an Offer Alternate

Dear (Name of Person Who Made the Offer)

Thank you for your offer! I appreciate you taking the time to teach me
more about the company. I am a strong believer in your mission to… and
hope to become directly involved with your work at some point.
Unfortunately at this time I have accepted another offer that I think is
a better fit for the specific interests I am looking to develop this
summer. I hope this doesn’t interfere with your candidate search.

If you are free at any point to get coffee or lunch I would love to
continue talking and hopefully explore the option of reapplying later
on. Thank you again for your time and interest.

Sincerely,

Name

How to Use a Blog to Apply for An Internship

Writing a blog post on why you would like to work at a company is a brilliant way to stand out. A blog post application serves two purposes:

1.) It demonstrates that you understand and know how to use important online marketing and communication tools.

2.) The medium itself allows you to express a voice and excitement for a company in a manner that is much stronger and more powerful than a traditional cover letter.

There are two easy to use services for writing a blog post on — Tumblr and WordPress!

Tumblr
takes only a few seconds to setup and is built to allow to get applying quickly.

WordPress
is more customizable, a little more complex to setup, but has a ton of additional tools and features to help you standout. It is also more commonly used by companies so is more helpful in teaching you the right skills when applying for a marketing or communications role.

Inspiration:

This blog post by Lisa Petrilli explains 4 ways your blog can succeed in making you standout and offers additional insight on why this strategy can be effective.

Next, get more career tips for internships and entry-level jobs such as What is an Internship? and find answers to common interview questions such as What’s Your Dream Job?