HR Recruiter Interview Questions and Answers Part 2

8. What are the advantages of hiring freelancers?


There is a lot of difference when you are hiring a full time employee and a freelancer. Here are a few things you need to consider.

i. Freelancers bring in expert and specialized talent. They do the task that the full-time employees are not able to do. They are expert in their field. They are the right person for the job and they do not affect the full time talent.

ii. Help to reduce the cost: Though freelancers charge a bit more, you do not have to provide them with any other benefits. As most of freelancers work remotely you also cut down on other office expenses and resources.

iii. Deadline oriented: The freelancers would like to move fast and take new projects. They are disciplined and require minimal supervision and provide quality work.

iv. Less training: Freelancers usually are experts in their area. You need to provide specifications as to how you would like the work to be done.

9. How do you know if the candidate is lying?


Most of the candidates try to impress the recruiter by exaggerating about their skills and lie about their professional life.

As a recruiter, you need to ask descriptive questions and thoroughly check their CV. A smart recruiter needs to keep a check and examine a few common places where the candidates attempt to disguise and give incorrect facts.

i. Experience and Skills: Ask detailed questions about their skills and projects. Go into the details of the large figures and projects. A dishonest candidate will start calculating and fumbling.

ii. Employment details: Many candidates give inconsistent, or chose to avoid an explanation or give different information from what is written in the resume to hide the gap in employment.

iii. Qualifications: This is another area where candidates lie. Asking for official certificates and letters can help you.

iv. References: The candidates give names of colleagues and say that they were their former boss. Ask for the official email address and fixed line phone number of the person they were reporting to.

Most of the times, a bit of digging will make the things clear.

10. How will you use LinkedIn for recruitment?


Here are some important things to bear in mind while using LinkedIn for recruitment:

i. Maintain an up to date profile: The recruiters must make sure their profile is updated. Add some videos to the profile. A person would watch a video rather than read long articles. Write interesting, engaging and useful posts. And it may not be about recruitment always. This will help you to establish your professional brand.

ii. Join relevant groups. Do proper Boolean searchers and view profiles.

iii. Make your status updates more engaging. Ask questions and opinion, use images. Post your comments on others post and updates. Also, contribute to group discussions.

iv. Maintain and keep in touch with valuable connections.

v. Connect, grow and multiply your connections.

11. What are the important qualities required to be a good interviewer?


Interviewing seems like an easy task but it is not that simple. You need some skills and preparation. Here are a certain characteristics of a good interviewer:

i. Welcoming personality: You must make the candidate feel comfortable and if you are doing telephonic interview put the candidates at ease.

ii. Good listener: Listen carefully and spot red flags. Spot areas where the candidate needs to elaborate. You should even be able to listen unsaid.

iii. Organized: Keep notes so that you can send your reviews to the clients.

iv. Good judgement: You must be able to identify if the candidate is a good fit for the client.

v. Quick thinker: You must be able to quickly think of a follow up question to go deeper into the interview.

12. What are the tips to make the most of the interview?


Here are a few tips that can help you make the most of the interview:

i. Understand the job description properly so that you can accurately talk about the job role and its requirement.

ii. Review: The resume, cover letter, and work samples if provided. This helps you to evaluate the candidate more accurately.

iii. Have an interview structure. Plan your interview and you know what comes next.

iv. Be prepared with questions: Create a list of questions that you need to ask the candidate. Include specific questions about the job, behavioral and generic questions.

v. Stay professional: While making the candidate comfortable do not have an unrelated conversation.

vi. Avoid distractions: Give candidate your complete attention.

vii. Record your thoughts: Do not just rush for any other work immediately after the interview. Give yourself time to record your thoughts.