Here's how you can ace successful interviews as a recruiter.

1. Prepare structured questions to keep the call focused and efficient without losing clarity. 2. Build rapport by asking about the candidate's accomplishments and express genuine appreciation. 3. Clearly communicate the role details, ensuring alignment with the candidate's expertise. 4. Assess their expertise & skills relevant to the role to make a strong initial impression. 5. Actively listen and empathize with the candidate’s perspective to build trust and foster open communication. 6. Evaluate cultural fit by discussing their current work environment, identifying gaps, and highlighting your company’s unique selling points and benefits to attract their interest. 7. Encourage questions from the candidate & end on a positive note.

Preparação é a chave para ter uma entrevista bem sucedida como recrutador. Assim como orientamos os candidatos a se preparar, é válido para nós. Estudar o currículo do candidato antes, ter um roteiro de entrevista com as perguntas que devem ser feitas, o perfil ajustado e as competências a serem avaliadas tornam esse processo mais eficiente e bem sucedido ao final.

In the process of interviewing someone as a recruiter, it’s important that we focus on the below points. 1.Give a brief about the company to the candidate 2.Expain the Job role in depth 3.Confirm the interview process in the 1st round itself 4.Listen actively to what the candidate is looking forward to from the role and if it aligns with the job responsibilities or not. 5.The conversation should be binding the candidate should feel that you’re actively listening so ask questions related to the conversation 6.Highlight their strength. 7.Active follow up throughout the process.

Prepare Thoroughly: Know the job description, company background, and the candidate’s resume. Build Rapport: Start with a friendly introduction to ease nerves and establish a connection. Ask Behavioral Questions: Focus on past experiences to gauge how candidates handle situations. Assess Skills and Fit: Evaluate both technical skills and cultural fit for the company. Listen Actively: Pay attention to responses and follow up on interesting points. Provide Clear Information: Outline next steps and expectations for the interview process. Stay Objective: Avoid biases and focus on the candidate’s qualifications and fit for the role.

Rapport building is the most important and useful tool. Building rapport with candidates early in the interview sets the stage for a more genuine and productive conversation. Start with a casual chat, perhaps about their experience getting to the interview or a mutual interest noted in their resume. This helps ease any initial tension, encouraging the candidate to be more authentic and open in their responses. Establishing this connection not only relaxes the candidate but also allows you to better assess their interpersonal skills and cultural fit. A candidate who feels comfortable is more likely to reveal their true personality and potential, leading to a more insightful interview.

Building rapport with candidates from the start of an interview will reduce any anxiety about the process. Not only will this give them a more positive candidate experience, but they will also then feel more comfortable which will lead to a more natural and open conversation. This will also help you (the interviewer) better assess their abilities and personality for the role. It also helps for the future - if, at the end of the process, a candidate is stuck between two similar job offers, they are likely to be swayed by the team who has made an effort to make them feel comfortable.

Building rapport with candidates is an essential part of a recruiter's life & job... as it helps in establishing trust, creating a positive candidate experience and can lead to better hiring outcomes. 1. Active Listening - During conversations, show that you are engaged by nodding, making eye contact & responding thoughtfully. 2. At the end, summarize what candidate has said to ensure you’ve understood them correctly. 3. Show Empathy 4. Share a little about your own professional background. This can make the interaction two-way. 5. Be honest about the hiring process 6. Keep communication timely 7. Highlight their strengths & encourage them 8. Use Positive Body Language & Tone 9. Follow-up with gratitude. There are indeed many more ways :)

Building rapport is essential for a successful interview. Begin by creating a relaxed atmosphere through light conversation, such as asking about the candidate's commute or discussing shared interests from their resume. Establishing this connection early helps put the candidate at ease, encouraging openness and clear communication. It also provides valuable insights into their personality and communication style, which is crucial elements in many roles. From my experience, when candidates feel comfortable, they tend to offer more honest and insightful responses, leading to a more productive and genuine interview. Building rapport based on trust, transparency, and empathy is a true superpower for every thoughtful recruiter.

your network is your net worth if you have a Strong Rapport with the candidates that you have hired it will slowly spread by word of mouth and you will automatically get the trust of the new candidates without even talking to them will always give you an upper hand over the other recruiter reaching out to any candidate.

Active listening is crucial for recruiters because it ensures that they fully understand a candidate's qualifications, experiences, and aspirations.

During the initial phone call, listening is an absolutely a must but dont forget to write it on your ATS. Having remember small things help candidate remember you better and they will always come back for more advise

Active listening is a critical skill and crucial for a recruiter and helps in many ways. It helps to get the information from the candidate and also gain the confidence of the candidate. When we listen and acknowledge them, it helps to build strong rapport with the candidate. When you build a strong rapport, candidate feels comfortable to share the exprience, skills, aspirations and many other factors which also helps to decide whether he/she is a good cultural fit to the organization or no.

Engage actively: Pay close attention to the candidate's answers, and avoid thinking about your next question while they’re speaking. This ensures that you fully understand their responses. Ask clarifying questions: If a candidate’s answer is vague or unclear, ask for clarification. For example, “Can you elaborate on how you handled that situation?” Be aware of non-verbal cues: Pay attention to body language, tone, and demeanor, which can reveal additional insights about the candidate’s confidence and interest.

Can't agree more that active listening is critical for recruiters: - It allows to fully understand candidates' needs, motivations and qualifications. - By paying close attention to what candidates are saying, recruiters can ask insightful follow-up questions, clarify ambiguities, and gather detailed information that helps in assessing fit for the role. - It also builds trust and rapport, making candidates feel valued and understood, which enhances their overall experience. - It helps prevent miscommunication and ensures that recruiters make informed, unbiased decisions. Ultimately, it leads to better matches between candidates and job opportunities, improving hiring success and retention rates.

Actually, speaking we recruiters have to be a mix of all traits like Prepare, build rapport, active listening, probe and asses the fit, it varies from candidate to candidate to which role we need to give attention, and we need to be open and help them to have the comfort and trust.

Ask questions that encourage candidates to elaborate on their experiences, skills, and motivations, allowing you to gain deeper insights into their suitability for a role. 1. Start with Open-Ended Questions and then dig deeper by asking follow-up questions. 2. Clarify ambiguities, especially if the candidate's response was unclear or too generic. 3. Ask behavioral questions. Example: “How did you handle a conflict with a team member?” 4. Ask them to explain the reasoning behind their actions, so that you are able to gauge depth of their experience. Example: “What made you choose that particular approach?” 5. Encourage them to reflect on their experiences. Example: “What would you do differently if you encountered a similar situation again?”

As a recruiter, mastering the interview process is key to identifying top talent for your organization. Start by thoroughly understanding the role and its requirements, and be transparent about these with the candidate. Use behavioral questions to evaluate their past experiences and competencies. Assess both their technical skills and cultural fit to ensure alignment with your organization. Most importantly, create a positive and professional environment to ensure a meaningful and impactful candidate experience.

To excel as a recruiter and attract top talent, go beyond surface-level questions and delve deeper into candidates' qualifications by thoroughly researching their background, market trends, and your company's specific business needs. Develop insightful questions to assess their skills, experience, and cultural fit, probing beyond their resume to uncover their true potential. Seek expert insights to gain a deeper understanding of technical requirements and identify the ideal candidate.

PROJEÇÃO X EVIDÊNCIAS, O JEITO DA PERGUNTA MUDA TUDO! A pergunta aberta tem uma forma certa para ser feita. A pergunta projetiva é aquela ‘o que você faria se…?’. E ai a resposta é hipotética e cor de rosa. O candidato te dará uma resposta linda e politicamente correta. Você pergunta ‘o que você faria com um chefe agressivo?’ e vai ouvir algo como ‘perguntaria como ele prefere que o trabalho seja feito e faria exatamente isso’. Por esse caminho é um jogo de me engana que eu gosto! Primordialmente a pergunta aberta precisa buscar evidências de comportamento passado. Isso significa pedir exemplos específicos de coisas que a pessoa viveu. Essa é a técnica SAR, aprofunde-se nela!

Assessing the fit of the candidate and company is equally important, If any one of them mismatches it's ruined. I suggest having a set of questions ready for assessing if a talent is a fit for your company. Ask about their bad days at their current workplace how did they manage the situation? How did he settle down at his current place? Keep it a mandate in your recruiting practice to ask such questions that align with your company's culture and values.

It's important to ensure both parties are defining company culture the same. For some, it's ping pong tables and free coffee. This is a cheap version of culture. Finding an environment where you can see your self grow personally as well as professionally is huge. How do they handle conflict, how do they care for their people, how is your voice heard. These are some of the true drivers of culture that result in extreme growth of an individual and a healthy workplace.

Great insights on assessing fit! It's so crucial to go beyond just the skills and experience when evaluating candidates. Understanding their preferences and how they align with the company's culture can make all the difference in ensuring long-term success. I always make it a point to dive deep into these aspects during interviews—it helps in finding not just a qualified candidate, but one who will thrive in our environment.

D'abord, je prépare mes questions à l'avance pour cibler les compétences clés. Pendant l'entretien, j'essaie de mettre le candidat à l'aise pour qu'il soit naturel. J'écoute attentivement ses réponses et je creuse un peu pour bien comprendre son expérience. Le plus important pour moi, c'est d'évaluer si la personne colle bien avec notre équipe et notre culture d'entreprise. Ça se sent vite ! 🧐 À la fin, je laisse toujours du temps pour les questions du candidat. Ça m'aide à voir s'il est vraiment intéressé par le poste. En Bref, l'essentiel c'est d'être à l'écoute et de rester ouvert d'esprit ! 👍

Avaliar se um candidato se encaixa na cultura da empresa é tão crucial quanto suas habilidades técnicas. Ouvir atentamente como eles descrevem seu ambiente de trabalho ideal pode revelar se eles prosperariam em sua organização. Preferem uma atmosfera colaborativa ou são mais independentes? Como lidam com estresse e prazos apertados? As respostas a essas perguntas dizem muito sobre o ajuste cultural. Um bom alinhamento entre as preferências do candidato e os valores da empresa é fundamental para uma relação de trabalho produtiva e harmoniosa. Afinal, contratar é também sobre construir equipes que compartilham os mesmos valores.

In my experience I find "The close" is the most crucial part of the conversation. Start by recapping the call, summarizing the candidate's experience and suitability for the role, and re-confirming their interest in moving forward. If any concerns arose during your discussion, this is a great time to address those and reassess any red flags or potential objections. If you believe this candidate is the right fit, both your opening and closing will play a pivotal role in managing the recruitment process smoothly. Let them know what to expect as the next step and ensure you follow through on what you say!

For Successful Interview Closing notes are important. Provide Constructive Feedback: Offer specific examples of strengths and areas for improvement, even if the candidate is not selected. This helps them learn and grow, and shows your commitment to professionalism and respect. Thank the Candidate express appreciation for their time and interest. Follow-Up: Keep candidates informed about the hiring process, even if they are not selected.

Keeping momentum is an absolute must. A part of doing that is being transparent with what the process looks like moving forward.

Just don't ghost the candidate. Always provide feedback even if there is no feedback from the client. A lot of time, relationship is more important than just one job.

Clarifying next steps and providing a realistic timeline can help set the candidate's expectations. It's also important to express appreciation for their time and interest whether or not the candidate will be moving forward with the hiring process. Lastly, its best not to end an interview without letting the candidate ask questions of their own.