If you’re currently searching for a new job, you probably spent a lot of time fine-tuning your resume and cover letter. But did you know that you should spend just as much time preparing for face-to-face interviews? Resumes and cover letters can only show so much about a candidate, and most employers want to meet potential employees in person to make sure they are right for the job. The answers you give in an in-person interview can make the difference between landing your dream job and losing it to another candidate.
Unlike with paper applications, cover letters and resumes, you can’t double check live interview answers before you say them. When people don’t properly prepare for the interview portion of a job hunt, they might clam up, say something they don’t mean or not represent themselves in a favorable light. Go beyond preparing for the interview questions everyone already knows about and take time to study up on questions that are common for your field. Make sure you’re ready for these five potential staffing coordinator interview questions.
5 Staffing Coordinator Interview Questions & Answers
1. Describe your philosophy for building exceptional employee teams.
I believe creating teams of long-lasting, engaged employees includes effort from employers and attention to the personalities of potential employees. In my last position as a staffing assistant, I helped my company create a guiding culture document that helped us identify employees who would fit well with our company atmosphere and reduced staff turnover.
2. Can you describe an ethical dilemma you encountered in human resources and how you handled it?
My friends and family know I work in human resources and am often tasked with screening employees and conducting pre-interviews. Once I had a friend ask if I could get her friend an interview at the company I worked at. Referrals were encouraged, so I conducted a pre-interview with the individual. She moved on to the next round of interviews, at which point I began to receive a large amount of pressure from my friend to influence the hiring process and get her hired. Despite the pressure, I remained unbiased and did not attempt to influence the process in any way. In the end, I learned that it is better in these situations to try not be directly involved with interviewing friends and family. In the future, I would request that another staffing coordinator complete the interview to avoid any conflict of interest.
3. Where do you see your career in human resources taking you?
I enjoy the nuts and bolts of staffing, including meeting and screening new applicants and working with human resources managers to grow stronger company cultures. I hope to be able to stay in a position that allows me to continue my core passion of building strong teams and eventually advance to a more supervisory position where I can affect even greater change and advancement at a company. I believe this company would be an excellent place for me to grow toward that goal, and I look forward to proving my skills and loyalty in this position.
4. When screening applicants, what signals would prompt you to either move forward or end the interview process entirely?
Whenever I have screened applicants in the past, I usually had a list of questions that either my manager compiled or that I had a hand in creating. A simply disqualification is if an employee simply does not have the skills or experience required of the position, but I also try to gauge the personality of the person over the phone. If the interview is for a sales job, for example, I would be inclined not to continue with a candidate who had poor phone and interpersonal skills. On the other hand, if a candidate seemed genuinely excited about the job, that might make it more likely that he or she moved on to the next round of the hiring process.
5. Describe your level of comfort with highly sensitive and confidential information related to hiring.
I understand that personnel information needs to be kept private and not discussed in any circumstances but those directly related to performing my job duties. I am vigilant about guarding personal, financial and private information, and I make sure to stay away from that subject when talking with friends and co-workers at work or on my own personal time.