17 Sourcing Recruiter Interview Questions and Answers

A sourcing recruiter is responsible for finding potential employees and then recruiting them for a company. This job is different from a regular recruiter in that the sourcing recruiter is responsible for finding employees who are not already employed.

Sourcing recruiters need to be good at networking and have a large pool of potential employees to draw from. They also need to be able to screen potential employees to make sure they are a good fit for the company.

The best way to prepare for a job interview as a sourcing recruiter is to know what questions to expect. In this article, we will list some of the most common questions asked in a sourcing recruiter interview and provide sample answers.

Are you comfortable cold calling potential candidates to find the right fit for an open position?

This question can help the interviewer determine how comfortable you are with networking and reaching out to people. It can also show them whether or not you have experience doing so, which can be beneficial for this role. When answering, consider sharing a specific example of when you cold called someone and it led to an interview.

Example: “I am very comfortable cold calling potential candidates because I’ve done it many times in my previous roles. In one instance, I was looking for a candidate who had five years of experience in sourcing and recruiting. I reached out to several companies that were hiring for similar positions and found a great fit for our company.”

What are some of the most important qualities for a sourcing recruiter to have?

This question can help the interviewer determine if you have the skills and abilities to succeed in this role. Use your answer to highlight some of your most important qualities, such as communication skills, attention to detail and problem-solving ability.

Example: “I believe that a sourcing recruiter needs to be highly organized and able to multitask. I am always on top of my projects and assignments, and I enjoy being challenged with new tasks. Another quality I think is important for sourcing recruiters is strong communication skills. This is because we are often working with different departments and individuals who need information about job openings or other recruiting events.”

How do you stay up-to-date on changes in the job market and trends in the field of recruiting?

The interviewer may ask this question to see how you stay current on industry news and trends. Your answer should include a few examples of how you’ve kept up with the latest information in your field, including any certifications or training you’ve completed.

Example: “I regularly read trade publications and subscribe to newsletters from my professional organizations. I also take advantage of online learning opportunities through webinars and other resources offered by my professional associations. In addition, I have recently enrolled in an advanced certification program that will help me advance my career.”

What is your process for preparing a job description for an open position within your company?

The interviewer may ask you this question to understand how you use your sourcing skills to help the company attract qualified candidates. Your answer should include a step-by-step process for creating job descriptions and highlight any specific skills or techniques that helped you create effective job postings in the past.

Example: “I start by researching the open position, including what qualifications are needed for the role and what responsibilities the candidate will have. Next, I write the job description using industry-specific language and keywords to ensure it is easily found by potential applicants. Finally, I proofread the job posting for spelling errors and grammatical mistakes before submitting it to my manager for approval.”

Provide an example of a time when you successfully convinced a candidate to accept a job offer with your company.

This question can help the interviewer gain insight into your negotiation skills and ability to persuade candidates. Your answer should include a specific example of how you convinced someone to accept an offer, including what methods you used to convince them.

Example: “In my previous role as a sourcing recruiter, I had a candidate who was very interested in working for our company but wasn’t sure if they wanted to relocate to our current location. I spoke with the candidate about the benefits of relocating to our city and offered to provide relocation assistance if needed. The candidate accepted the job offer after we discussed this.”

If you saw a candidate’s name on a resume, but you didn’t recognize them, how would you find out more about their qualifications?

This question is a great way to assess your research skills and how you would use them in the recruiting process. When answering this question, it can be helpful to give an example of how you researched someone’s name when you didn’t recognize it on their resume.

Example: “If I saw a candidate’s name that I didn’t recognize, I would do some quick online research to find out more about them. For instance, if they had a degree from a university that I wasn’t familiar with, I would look up the school to see what kind of reputation it has. If they worked at a company that I hadn’t heard of before, I would also do some research into the company to learn more about its size and scope.”

What would you do if you were in charge of filling an important role, but you couldn’t find any qualified candidates to interview?

This question can help the interviewer understand how you would handle a challenging situation. In your answer, explain what steps you would take to find qualified candidates and fill the role.

Example: “If I couldn’t find any qualified candidates for an important role, I would first look at my sourcing strategy to see if there are any ways I could improve it. If that didn’t work, I would reach out to other companies in the industry to see if they had any talented individuals who might be interested in our company. Finally, if all else failed, I would consider hiring someone with less experience but more potential than some of the other candidates we interviewed.”

How well do you work with other departments within the company to find qualified candidates?

This question can help the interviewer determine how well you collaborate with others and your ability to work as part of a team. Use examples from past experiences where you worked with other departments or individuals to find qualified candidates for open positions.

Example: “I have experience working with multiple teams within my previous company, including HR, marketing and sales. I would regularly meet with these groups to discuss current job openings and what skills we were looking for in new hires. This helped me learn more about the needs of each department so that I could better target potential candidates who had relevant skills and experience.”

Do you have any experience using social media to find potential employees?

Social media is a popular way to find new talent, and many companies use it as part of their recruiting process. If you have experience using social media for sourcing candidates, share your methods with the interviewer.

Example: “I’ve used LinkedIn extensively in my previous roles to find potential employees. I usually search for keywords that relate to the position I’m filling, such as ‘sales’ or ‘accounting.’ Then, I look at each person’s profile to see if they’re a good fit for the company. I also like to connect with people who are actively looking for work so we can reach out to them when we have an opening.”

When is it appropriate to offer a candidate an interview?

Interviews are an important part of the hiring process, and interviewers want to know that you understand how to use your discretion when offering interviews. Your answer should include a specific example of when you offered someone an interview and what factors contributed to this decision.

Example: “I recently had a candidate who was very qualified for the position but hadn’t worked in our industry before. I decided to offer them an interview because they were so highly qualified and their resume showed that they were eager to learn new things. The company also has a mentorship program where senior employees can help train new hires, which made me feel confident that the company would be able to support this employee as they learned more about our industry.”

We want to increase the diversity of our employees. How would you go about finding a diverse pool of qualified candidates?

Hiring managers may ask this question to see how you can help their company achieve its diversity goals. In your answer, explain the steps you would take to ensure a diverse applicant pool. You can also mention any specific strategies that have worked for you in the past.

Example: “I think it’s important to find candidates who are qualified and passionate about the job. I would start by reaching out to organizations like minority professional associations or women-in-business groups. These organizations often have lists of professionals looking for new jobs. I’ve found these resources to be very helpful when looking for diverse talent.”

Describe your process for checking references and verifying information on a candidate’s resume.

Hiring managers want to know that you’re thorough in your background checks and reference calls. They also want to know how you handle a situation if you find something questionable on a candidate’s resume or references.

Example: “I start by calling the person listed as their supervisor, but I also call at least one other person who can verify what they said. If there are any discrepancies between what the two people say, I will ask the candidate about it during my interview. I have found this method to be very effective for finding out whether someone is being honest with me.”

What makes you a good fit for this role as a sourcing recruiter?

Employers ask this question to learn more about your qualifications for the role. Use your answer to highlight any skills or experience you have that make you a good fit for the job. You can also use this opportunity to explain how your background and skills will help you succeed in the position.

Example: “I am passionate about finding talented professionals who are a great fit for open positions. I enjoy researching different sources of talent, such as social media platforms and professional networking sites, to find qualified candidates. My communication skills are strong, which makes me an excellent recruiter because I can effectively communicate with both hiring managers and job seekers.”

Which job titles have you recruited the most for?

This question can help the interviewer understand your experience level and how you’ve progressed in your career. It’s important to show that you’re willing to take on new challenges, but also that you have a strong foundation of skills from which to build upon.

Example: “I’ve recruited for sourcing positions most often, however I’ve also done some recruiting for sales and marketing roles as well. In my last role, I was responsible for finding candidates who were qualified for both sourcing and sales jobs. This helped me learn more about what it takes to be successful in each position and gave me an opportunity to work with other professionals in different departments.”

What do you think is the most important aspect of your job as a sourcing recruiter?

This question can help the interviewer understand your priorities and how you would approach a job that requires you to manage multiple tasks. Your answer should show that you value efficiency, collaboration and communication skills.

Example: “I think the most important aspect of my role as a sourcing recruiter is being able to communicate effectively with both candidates and hiring managers. I believe it’s crucial for me to listen carefully to what each party needs from our company so I can find them the right candidate. It also helps me when I can clearly explain the benefits of working at our organization to potential employees.”

How often do you update your contact list?

This question can help the interviewer understand how often you will be in contact with them. It also helps them determine if your communication style is compatible with their own. When answering, it’s important to show that you are a reliable communicator and that you value the recruiter’s time.

Example: “I update my list every two weeks. I find this frequency allows me to stay in touch with all of my contacts without being too frequent or overwhelming. If there are any changes to the company or new job listings, I send out an email immediately so they know about it right away.”

There is a skills gap in the market. How would you convince management to invest in training for current employees?

This question is a great way to assess your communication skills and how you can use them to convince others of the value of training. When answering this question, it’s important to show that you understand the importance of investing in employee development and have ideas for how to make it happen.

Example: “I would start by researching what skills are lacking among current employees. Then I would present my findings to management along with recommendations for how we could fill those gaps through training programs or hiring new talent. In my experience, there are many ways to train existing employees without having to hire new people. For example, if there are specific software programs they need to learn, I might offer free online courses or paid workshops.”