14 Recruiting Assistant Interview Questions and Answers

Updated on: March 8, 2022

The interview stage weighs heavily due to the uncertainty related to it.

Recruiting Assistant Interviews are trying times, and the pressure can make even the best candidates quite shaky when we are interrogated about what we know.

The standard “tell me about yourself” and “what your strengths are” questions have now been replaced by more focused questions.

These questions are usually related to the job description and an individual’s skills.

An interview for the position of a recruiting assistant focuses primarily on the candidate’s ability to get along with people, multitask, and exercise judgment.

Since recruitment assistants manage human resources tasks such as salary adjustments and training, therefore, they need to be good at handling adverse situations. These are the areas that are most focused on when they are interviewed.

People who are preparing for an interview for a recruiting assistant’s position will have to ready themselves for a good grilling session at the interview table.

Here are a few questions that you may be asked during an interview for this position:

See also: Recruiting Assistant Resume

Sample Interview Questions and Answers for Recruiting Assistant

1. What strengths qualify you as a good recruiting assistant?

Effective written and verbal communication skills, a strong grasp of HR policies, and strong organizational skills qualify me as a good recruiting assistant.

2. What is the role of a recruiting assistant?

A recruiting assistant is mainly responsible for

  • coordinating and reconciling payrolls
  • assisting the recruitment and induction of personnel
  • verifying candidate eligibility
  • compiling all required documents for application processing
  • scheduling job interviews
3. What do you mean by the term recruitment?

Recruitment is the process of linking employees with employers. It consists of identifying, shortlisting, and selecting suitable candidates to fill in vacant positions within a firm.

4. Differentiate between internal and external sources of recruitment?

Internal recruitment means filling a position with an employee from within the firm. Sources for this include transfers, promotions, demotions, and re-employment of ex-employees. External recruitment refers to the hiring of employees from outside the firm, sources of which include: job ads, college campuses, employee referral programs, and placement agents.

5. What is a recruitment policy? What points does it generally cover?

A recruitment policy is a set of guidelines under which an HR department functions. General areas that a recruitment policy covers include: terms and sources of recruitment, payment terms and conditions, selection process, and terms for contractual hiring.

6. What does the term poaching imply in recruitment?

In recruitment, poaching refers to hiring an employee from a contemporary firm on better terms and a higher pay scale. It is a significant threat for any organization, and the HR department has to ensure employee satisfaction in order to retain good employees in the company.

7. What are the main features of an effective recruitment strategy?

An effective recruitment strategy must be unbiased. It should be capable of recruiting the best talent, effective in helping employees reach their maximum potential, and promoting merit base selection and placement.

8. In what ways is a recruitment assistant involved in the interaction with personnel after their hiring?

Recruitment assistants remain in contact with personnel after their hiring for payroll processing details, ensuring the personnel’s proper training and resolving any on-the-job issues the employees may face.

9. How does selection differ from recruitment?

Recruitment is a process that searches for talent on a broad basis while selection can be referred to as screening the eligible candidates to find the most suitable one. The recruitment process attracts as many candidates as possible while the selection process helps in eliminating unfit or in-eligible candidates from consideration.

10. Explain the term equal opportunity employer?

An equal opportunity employer means an employer who provides equal employment opportunities to all candidates in terms of gender, religion, ethnicity, disability, and marital status.

11. How would you describe your involvement with a company’s personnel in a recruiting assistant’s position?

My involvement in this role has been quite significant as far as company personnel is concerned. Since my responsibilities consist of recruitment and training and development, I work with people all day long.

12. Do you believe that multitasking is important in a recruiting assistant’s role? Explain how.

Yes, I believe that the ability to multitask is very important in a recruiting assistant’s position. This is because one has to perform many jobs simultaneously on a daily basis, including interviews, training, meetings, and documentation and reporting. If one feels the pressure of these things, one may not be fit to work in this position.

13. Tell us of a time when you came across something that required you to exercise your judgment to make a decision.

There was an incident when an old employee of the company was accused of harassment by a new employee. To the rest of the staff, it looked like an open and shut case.

For me, it went beyond what the facts stated. I believed that there was something that had happened before the new employee was hired that eventually led to this accusation. I was right and managed to resolve it in favor of the employee who was in actuality telling the truth.

14. Which familiar sources have you used for headhunting purposes?

During the time I have worked in an HR position, I used web portals, company resume databases, college recruitment, referrals, internal postings, and newspapers to hire employees.