Question

HRM410- Strategic Staffing

Student Name:

Please see the “Structured Interview Form Instructions” document for detailed guidelines about this assignment BEFORE you submit it. Type your responses in the text table boxes below (the right side, empty boxes) as indicated in this sample:

Sample info regarding how to fill in table:

1) Interview Question:	Type your interview question here
Why is this question important …?	Type your rationale info here

Job Title:
Brief description of position:

1) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

2) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

3) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

4) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

5) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

6) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

7) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

8) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

9) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

10) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?

Please title this document with your last name, then first initial and assignment name (e.g. BrownPInterviewQsnts.docx) before loading it to your Dropbox.

Answer 1

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Job Title:	Associate Recruiter
Brief description of position:	Associate recruiter will be responsible for sourcing, interviewing, evaluating, and placing professionals to work at client sites. The Associate Recruiter will become the internal staffing expert by effectively building relationships and production to grow a strong base of providers.

1) Interview Question:	How would you handle working with people who annoy you?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This is a behavior question to determine how they would work with those around them and with them. This position is a front facing position in that they will be interacting with a lot of different personality. It would be good to know if they have the right personality for it.

2) Interview Question:	What is your selection or recruitment process?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This is a hard skill question. It will let me know whether they understand the selection and recruitment process. Which method they use, how closely it does or doesn’t relate to the method we use. It will also let me know how capable they are.

3) Interview Question:	If you found out that a co-worker was doing something against the law. What would you do?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This shows me what kind of work ethics they have. In this field they will be working alone a lot of time. It stands to reason that I would want to know that they are ethical.

4) Interview Question:	Give me an example of when you did something wrong. How did you handle it?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This will tell me how they handle themselves when they make a mistake. Do they blame others or do they take ownership and resolve it.

5) Interview Question:	What tools have you used in your recruiting process?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This will let me know what avenues they have used to find or obtain new candidates. If they are innovative or if they prefer to work within the box.

6) Interview Question:	Tell me about a hiring process from a previous company. What worked well? What didn’t work well? What would you change?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This will give me an idea of their skills and whether they have the skills to improve on current procedures. If they are an innovative thinker and critical thinker.

7) Interview Question:	Tell me about a time when you were discussing something to someone and they couldn’t understand what you were saying? What did you do? What were the results?
Why is this question important? What type of information are you hoping to elicit from the candidate?	Communication is key to any position, especially for a recruiter. Equally important is listening. This will tell me whether a person can take a step back, listen and reevaluate the situation.

8) Interview Question:	Tell me about a time when you had a heavy workload. How did you handle it?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This will allow me to evaluate their time management skills, flexibility and agility. I can also determine whether they understand that they are being overloaded and in order to work in line with the big picture, they will ask for help or distribute the work.

9) Interview Question:	What are the most characteristics a recruiter must have?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This will let me know if they understand what skills a recruiter must possess in order to be successful.

10) Interview Question:	How do you know if a candidate is the right fit for a position?
Why is this question important? What type of information are you hoping to elicit from the candidate?	This will tell me if they are able to understand what the position entails and match potential candidates appropriately.

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