Prepare for your Recruiting Lead interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
This question can help the interviewer determine your level of experience with applicant tracking systems. If you have previous experience using these systems, share what you find most helpful about them and how you use them in your daily work. If you don’t have any experience with these systems, consider describing other tools or software that you use regularly and how they help you complete your tasks.
Answer Example: “Absolutely. I have extensive experience using applicant tracking systems in my recruiting role. I’ve worked with several different ATSs, including HireVue, Greenhouse, and TalentBin. I’m familiar with their features and capabilities, as well as best practices for using them. For example, I know that it’s important to keep my resume database up to date so that I can quickly find qualified candidates when needed.”
This question can help the interviewer determine if you have the necessary knowledge to perform your job well. It’s important to have an understanding of the laws and regulations that apply to your industry, but it’s also important to know how to follow them properly. If you don’t know all the laws and regulations, it’s okay to admit it and explain what steps you would take to learn more about them.
Answer Example: “I am familiar with some of the laws and regulations that apply to our industry when it comes to hiring. I have taken several online courses on hiring practices, and I am always looking for new resources that can help me stay up-to-date on these topics. I also try to stay in touch with industry professionals who may have insights into these issues.”
This question can help the interviewer understand what you value in a candidate and how you might evaluate them. Your answer should include a few of these qualities and why they’re important to you.
Answer Example: “I look for candidates who are motivated, hardworking and eager to learn new things. I also value people who have a positive attitude and are willing to go above and beyond to achieve their goals. These qualities are important to me because they show that a person is willing to commit to a position and work hard to succeed in it.”
Employers ask this question to understand how you use your judgment and experience to make important decisions. They want to know that you can assess a candidate’s skills and determine whether they are a good fit for the role. In your answer, explain the steps you take to make this decision. Share an example of when you did this in the past and what led you to your conclusion.
Answer Example: “I always start by reading through their resume and cover letter. This helps me get an idea of who they are as a person and what they’ve accomplished in their career. Then, I will call them for an interview to get to know them better. During the interview, I ask questions about their background and experience. I also ask them to explain their answers on their resume or application. This helps me determine whether they have the necessary skills and experience for the job.”
This question can help the interviewer understand how you organize your work and manage your time. Your answer should include a step-by-step process for tracking candidates, including any tools or software you use to make this process easier.
Answer Example: “I use a spreadsheet to keep track of all of the candidates I interview, including their names, contact information and any other relevant details. I also include notes about our conversations so I can refer back to them later if needed. After each interview, I update the spreadsheet with my thoughts about the candidate and whether or not they’re a good fit for the position.”
This question can help the interviewer understand how you persuade people to do things they may not want to do. It can also show them that you’re willing to go above and beyond for candidates and clients, which can be an important quality in a recruiting lead. When answering this question, try to think of a time when you convinced someone to apply to a job even though they weren’t interested in it at first.
Answer Example: “I once had a candidate who wasn’t interested in the job at first, but after I talked with them for a while, they decided to apply. They ended up getting hired and are still with the company today.”
This question can help the interviewer understand how you handle conflict and challenges in the workplace. Use examples from past experiences where you helped a candidate overcome their frustrations with their current role, or how you helped them find a new job that was more suited to their needs.
Answer Example: “In my last role as a recruiting lead, I had a candidate who was frustrated with their current manager. They felt like they weren’t being given enough responsibility at work and wanted to move on to a company where they could grow their career. I talked with them about why they were feeling this way and helped them understand that it might be better to stay where they are for now and wait until they’re ready to look for another job.”
The interviewer may ask this question to gauge your ability to work with others and collaborate in a team setting. Use examples from past experiences where you worked well with others, collaborated on projects or were part of a team.
Answer Example: “Yes, I am very comfortable working with a team of people to coordinate the hiring process. In my current role as a recruiting lead, I work closely with my team to ensure that all candidates are screened properly and that we are meeting our company’s standards for hiring. I also make sure that all members of the team are aware of open positions and are able to share them with their networks. Working with others has helped me develop my communication skills and learn from others’ experiences.”
This question can help the interviewer understand your hiring process and how you determine whether someone is a good fit for their company. Use examples from past experiences to explain what makes someone a good employee, and highlight any skills or personality traits that are important to you.
Answer Example: “I look for several qualities in a potential employee, but I think the most important one is their willingness to learn. I’ve found that if someone is willing to take on new challenges and seek out additional training, they’re more likely to be successful in their role. Another important quality is communication skills. I need my team members to be able to communicate effectively with clients and other employees, so I make sure to interview candidates in person or over the phone to assess their communication skills. Finally, I look for candidates who are motivated and driven to succeed.”
This question can help the interviewer understand how you would handle a difficult situation. Your answer should show that you are willing to take action when needed, but also that you value honesty and integrity in the workplace.
Answer Example: “In this situation, I would first try to get more information about what happened. I would ask the candidate why they lied and if there was an explanation for their actions. If they still couldn’t provide an explanation, I would then discuss the situation with my team members to see if there was anything we could do to help them. If the candidate lied about something significant, such as their education or experience, then I would likely not move forward with hiring them.”