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185 recruitment partner interview questions shared by candidates

-talk about you -how do prioritise tasks -how would you conduct a recruitment process from end to end -which tools/portals do you use to recruit -how do you understand if a candidate is a good match -behavioural question
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Human Resources Partner - Recruiter

Interviewed at AUTO1 Group

3.1★
Mar 21, 2017

-talk about you -how do prioritise tasks -how would you conduct a recruitment process from end to end -which tools/portals do you use to recruit -how do you understand if a candidate is a good match -behavioural question

1) A hiring manager reaches out to you with the following message: “Hello! I have a candidate for a Recruiting Specialist role I am excited about, but they just disclosed to me that they have a conviction for a traffic offense. This role would require them to travel to different college campuses to host recruiting events, and meet candidates for in-person interviews whenever possible. Is this something I have to reject the candidate for? If yes, what do I say? If not, is there anything I should be aware of? Thanks for your help!” Assuming this is the first time you or the team has encountered this question, how would you respond to this slack? 2) You receive the following message from a senior manager on a management slack channel that says: “Hi, I am finding it challenging to leave consistent feedback for my direct reports. In order to leave them quality feedback, I feel like I have to spend several hours digging into all their work, draft a piece of feedback that covers both the things I found, why they aren’t meeting standards and what they should do about it, share it in our feedback platform with them, then schedule a time to discuss it. I find myself unable to dedicate the necessary time to leave feedback. Am I doing something wrong or can you give me some guidance on how to better manage my time?” How would you respond? 3) A manager sends you the following message: “Hello, I am having some performance issues with one of my direct reports. They have been late to several meetings in their time here, but 3 within the last 2 weeks; other team members have complained that this person often expresses unwillingness to complete projects and will ignore messages from them for hours; when I have given them feedback, they have been defensive. I reached out to my manager to ask for help on preparing to remove them and my manager said I should really do a PIP (performance improvement plan) with this person before considering removing them. I wanted to check with you and see if that’s the best course of action, and if yes, why? If not, what else do you need from me to work towards removal.” How would you respond? 4) We view blog posts as a reaction to events that have happened throughout the company’s history. Out of the above scenarios, should any be a blog post (keep in mind no names or identifying information would be included)? If yes, please write the blog post (remember, quantity does not equal quality so blog posts should be short, sweet and to the point). If not, please explain why.
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People Partner and Senior Technical Recruiter

Interviewed at Clipboard

3.8★
Jul 31, 2023

1) A hiring manager reaches out to you with the following message: “Hello! I have a candidate for a Recruiting Specialist role I am excited about, but they just disclosed to me that they have a conviction for a traffic offense. This role would require them to travel to different college campuses to host recruiting events, and meet candidates for in-person interviews whenever possible. Is this something I have to reject the candidate for? If yes, what do I say? If not, is there anything I should be aware of? Thanks for your help!” Assuming this is the first time you or the team has encountered this question, how would you respond to this slack? 2) You receive the following message from a senior manager on a management slack channel that says: “Hi, I am finding it challenging to leave consistent feedback for my direct reports. In order to leave them quality feedback, I feel like I have to spend several hours digging into all their work, draft a piece of feedback that covers both the things I found, why they aren’t meeting standards and what they should do about it, share it in our feedback platform with them, then schedule a time to discuss it. I find myself unable to dedicate the necessary time to leave feedback. Am I doing something wrong or can you give me some guidance on how to better manage my time?” How would you respond? 3) A manager sends you the following message: “Hello, I am having some performance issues with one of my direct reports. They have been late to several meetings in their time here, but 3 within the last 2 weeks; other team members have complained that this person often expresses unwillingness to complete projects and will ignore messages from them for hours; when I have given them feedback, they have been defensive. I reached out to my manager to ask for help on preparing to remove them and my manager said I should really do a PIP (performance improvement plan) with this person before considering removing them. I wanted to check with you and see if that’s the best course of action, and if yes, why? If not, what else do you need from me to work towards removal.” How would you respond? 4) We view blog posts as a reaction to events that have happened throughout the company’s history. Out of the above scenarios, should any be a blog post (keep in mind no names or identifying information would be included)? If yes, please write the blog post (remember, quantity does not equal quality so blog posts should be short, sweet and to the point). If not, please explain why.

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