On this page
Questions to practise
How do you usually find good people for a job?
They want to know your sourcing methods and if you look beyond job sites.
Name two or three ways, like online profiles, past contacts and staff referrals. Say why one works. For example: referrals often bring people who stay longer. Keep it short and real.
Tell me about a hard role you filled. How did you do it?
Hard roles are a big part of the job. They want proof you can solve problems yourself.
Say what made it hard, what you changed, and how long it took. Example: few people had the skills, so I looked for people ready to learn. It took about six weeks.
What did you do yourself to fill that role?
They ask this when answers sound general. They want your own actions, not the team's.
Use 'I', not 'we'. Name one or two clear actions, like calling past candidates or changing the job advert. Say what happened after.
How many roles did you fill last year?
Interviewers care about targets and want an honest sense of your workload.
Give a number. Use your own real number. A rough number is fine, like 'about [number]'. If you can, add one true result, such as how many new staff stayed past one year.
About how long does a typical role take you to fill?
Speed matters to managers. They want a realistic picture of your work.
Give a simple range, like 'three to five weeks'. Say what makes it faster or slower. Be honest. A clear, true answer is better than a perfect number.
How do you agree on what a hiring manager needs?
Good hiring starts with a clear brief. They want to see you ask good questions.
Explain your steps. For example: I meet the manager first, ask which skills are a must and which are nice to have, and agree on dates. Then I send a shortlist.
How do you keep hiring managers informed?
Managers get frustrated without updates. They want a recruiter who communicates clearly.
Say how often and how you update them, for example a short weekly email. Also say you tell them early if there is a problem.
Tell me about a time you missed a target.
They want honesty and want to see that you learn from problems.
Choose a real example. Say what happened, why, and what you learned. End with what you do differently now. Do not blame others.
How do you make sure you don't send weak candidates?
Speed is good, but quality matters too. They want both.
Talk about how you check people before you send them. For example, a short phone screen with set questions. Say you prefer three strong people to ten weak ones.
Tell me a little about your work as a recruiter so far.
This is a warm start. They want a short overview of your experience.
Keep it to about one minute. Say what roles you hire for, how long you have worked as a recruiter, and one thing you are good at, with a small example.
Let me think of a good example.
Clara
AI coach
Leo
AI coach
Lines to try
Let me think of a good example.
I usually find people in three ways.
What made this role hard was…
I send the manager a shortlist as soon as I have strong people.
Last year I filled about [number] roles.
One time I missed a target. This is what I learned.
Common questions
What if I don't know my exact numbers?
A rough number is fine. Say 'about' or 'around', for example 'about [number] roles last year'. Use your own real figure. The interviewer wants an honest idea of your work. Do not invent a big number. A true, simple estimate sounds more confident.
Is it enough to list job websites?
Usually not. The interviewer wants to hear what you do yourself. Add other ways, like referrals or contacting past candidates. Then give one reason or result, for example: 'Referrals helped me fill two roles quickly last spring.'
What if I need time to think?
That is normal. You can say, 'Let me think of a good example.' Take a short pause, then answer. A calm pause is better than a fast answer with no example. Interviewers expect this.