Example response for question delving into Interviewing with the key points that need to be covered in an effective response. Customize this to your own experience with concrete examples and evidence

•  Skills & Qualifications: I typically ask candidates about their relevant skills and qualifications for the position. For example, I may ask about their experience in conducting interviews, sourcing candidates, and assessing resumes
•  Behavioral & Situational Questions: I also ask behavioral and situational questions to assess a candidate's problem-solving abilities and how they handle different situations. For instance, I may ask them to describe a time when they had to deal with a difficult hiring manager or how they prioritize their workload when faced with multiple deadlines
•  Cultural Fit: Assessing cultural fit is important, so I often ask questions to understand a candidate's values, work style, and how they collaborate with others. For example, I may ask about their preferred work environment or how they handle conflicts within a team
•  Motivation & Career Goals: To gauge a candidate's motivation and long-term commitment, I ask questions about their career goals and aspirations. I may inquire about their reasons for pursuing a career in HR and what they hope to achieve in their role as a recruiter
•  Knowledge of HR Practices: I ask questions to assess a candidate's knowledge of HR practices and regulations. This may include questions about their understanding of equal employment opportunity laws, diversity and inclusion initiatives, or their familiarity with applicant tracking systems and HR software
•  Communication & Interpersonal Skills: As a recruiter, strong communication and interpersonal skills are crucial. I ask questions to evaluate a candidate's ability to effectively communicate with candidates, hiring managers, and other stakeholders. This may involve asking about their experience in conducting phone screens or how they build relationships with hiring managers
•  Problem-Solving & Decision-Making: To assess a candidate's problem-solving and decision-making abilities, I ask questions that require them to think critically and provide examples of how they have resolved challenging situations in the past. This could include asking about their approach to handling a difficult hiring decision or how they prioritize competing hiring needs
•  Professional Development & Learning: I inquire about a candidate's commitment to professional development and continuous learning. This may involve asking about their participation in HR conferences, certifications they have obtained, or any HR-related publications they follow to stay updated with industry trends
•  Teamwork & Collaboration: Collaboration is essential in HR, so I ask questions to assess a candidate's ability to work effectively in a team. This may include asking about their experience in cross-functional projects or how they contribute to a positive team dynamic
•  Candidate Experience & Diversity: Lastly, I ask questions to understand a candidate's approach to providing a positive candidate experience and promoting diversity and inclusion. This may involve asking about their strategies for attracting diverse talent or how they ensure a fair and inclusive hiring process

  What the Interviewer is trying to find out about you and your experiences through this question

•  Interviewing skills: Assessing my ability to conduct effective interviews and gather relevant information
•  Cultural fit: Determining if my interview questions align with the company's values and culture
•  Critical thinking: Evaluating my ability to ask insightful and thought-provoking questions
•  Communication skills: Assessing my clarity, articulation, and ability to engage candidates in meaningful conversations
•  Job knowledge: Determining if I ask questions that demonstrate a deep understanding of the role and industry
•  Candidate evaluation: Assessing if I ask questions that help evaluate candidates' qualifications, skills, and fit for the position

  How to avoid some common minefields when answering this question in order to not raise any red flags

•  Lack of preparation: Not having any questions prepared or asking generic questions that could be easily answered by researching the company
•  Inappropriate or personal questions: Asking questions about the interviewer's personal life, salary, or benefits
•  Negative or critical questions: Asking questions that criticize the company, its policies, or its employees
•  Lack of interest or enthusiasm: Asking no questions or showing disinterest in the role or company
•  Asking only about salary & benefits: Focusing solely on compensation and not showing interest in the job responsibilities or growth opportunities
•  Asking irrelevant or off-topic questions: Asking questions that are not related to the job or the company's industry
•  Asking questions that have already been answered: Not paying attention during the interview and asking questions that have already been addressed

 Related

  Other questions asked for the Recruiter in Human Resources function. View details for the Recruiter here

• Tell me about your experience in recruiting.
• How do you assess candidate qualifications and fit for a role?
• How do you source candidates for open positions?
• What methods do you use to screen resumes?
• What steps do you take to ensure a positive candidate experience?
• What metrics do you use to measure recruiting success?
• How do you stay updated on current recruiting trends and best practices?
• How do you ensure compliance with hiring laws and regulations?
• How do you manage multiple open positions and prioritize your workload?
• Tell me about a successful recruitment campaign you led.
• What strategies do you use to promote diversity and inclusion in the hiring process?
• How do you handle confidential candidate information?
• How do you build and maintain relationships with external recruitment agencies?
• What strategies do you use to attract top talent?
• How do you conduct interviews?
• What applicant tracking systems have you used?
• How do you evaluate a candidate's cultural fit within an organization?
• Tell me about a time when you had to deal with a difficult hiring manager. How did you handle it?
• How do you handle candidate rejections?