Avoid asking this question in interviews

By GSR2R Admin | 22nd October 2024

Avoid asking this question in interviews if you want to hire high-performing recruiters!

Are you relying on a common interview question that could be costing you your next superstar recruiter?

I hear about recruitment companies hiring recruiters their confident will challenge their high performers, only to find that six months later, they’ve become an underperformer or, at best, average — draining their resources, money, and time.

This frustrating scenario is all too common in recruitment, leaving many wondering what went wrong.

Often, the issue stems from one particular interview question that his frequently used, incorrectly believing it will reveal a candidate’s true potential.

So, avoid asking this question in interviews if you want to hire high-performing recruiters

“Tell me about yourself” or its variant, “Give me an overview of your career.”

I understand why this question is popular — it gives the candidate the chance to share their story.

However, it doesn’t provide the critical evidenced based information you need.

Here’s why you should stop asking it if you want to hire high-performing recruiters:

Why this question doesn’t work

1. Encourages Generic Responses:  Most recruiters are prepared for this question and have rehearsed answers that sound ambitious and aligned with your company’s goals. However, these responses are often generic and offer little insight into the candidate’s true motivations or abilities. High performers and mediocre candidates alike may give similarly polished responses, making it hard to tell them apart.
2. Lacks Evidence: This question is too broad and fails to draw out specific examples of past performance or situational responses. High performers distinguish themselves through tangible achievements and problem-solving skills, which this question doesn’t necessarily uncover.
3. Poor Use of Time: Responses to this question can eat up a significant portion of the interview, leading to decisions based on likability rather than the candidate’s ability to excel in the role. You may feel good about the conversation, but it lacks the concrete evidence that they’re the right fit.
4. False Impressions: If the recruiter’s response gives you a good feeling, you might be tempted to think they’re a solid hire. However, without proof of their ability to deliver results, you’re left making decisions on instinct rather than facts.

If you are asking this question, you are not alone — it’s really common.

I would encourage you to think about this instead

To identify high-performing recruiters, you need to ask targeted questions that uncover:

1. Drivers and Motivations:  What drives them to excel? Understanding this is key to gauging their potential for overachievement.
2. Character and Values:  Ensure their values align with your company culture to ensure long-term success and retention.
3. Current Skill Set: Seek evidence of recent achievements and their current abilities.
4. Career Goals and Desires: Make sure their aspirations align with what you can offer for retention.

My advice at this stage: Focus on performance-based questions.

The key to hiring high-performing recruiters lies in asking the right questions. By moving away from vague, future-oriented questions and focusing on specific, performance-based inquiries, you’ll gain a clearer picture of a candidate’s true potential and avoid the disappointment of hiring someone who fails to meet expectations.

Remember, it’s about understanding what they’ve done and how they’ve done it, not just how they perceive themselves.

Leaving you with my top tip

Plan some targeted questions around what you really want to know and let me know how it goes. You’ll be surprised by how you uncover the true recruiter you’re interviewing. If you’re on a mission to hire top-performing recruiters and are looking for more advice like this, reach out.

Best regards,

Cheryl