Interviewing for a new recruitment role? You’re probably already a pro at asking behavioural questions to other candidates, but when it’s your turn in the hot seat, things can feel a bit trickier. How do you position your experience, skills, and personality to stand out when you’re interviewing for a recruitment job?
Don’t worry! Here’s a guide to 10 key behavioural interview questions you might face in a recruitment interview, with advice on how to structure your answers to impress even the toughest hiring managers. Let’s get you that dream recruiter role!
1. "Tell me about a time you had to fill a difficult role. How did you handle it?"
Recruitment’s full of tough roles, right? This is where you can show your problem-solving skills and creativity.
How to answer:
- Start by setting the stage. Explain why the role was tricky – maybe the market was niche, or the client’s expectations were sky-high.
- Talk through your process. Did you network like crazy? Use creative sourcing strategies? Partner with the client to refine the spec?
- Finish with a success story. Show how you filled the role and why your approach worked.
Pro tip: Be sure to use metrics here—hiring managers love hearing numbers like time-to-hire or retention rates!
2. "Describe a time when you had to manage conflicting priorities."
Recruitment can be chaotic! You’re juggling clients, candidates, KPIs, and more. Hiring managers want to know how you manage all those spinning plates.
How to answer:
- Start with a specific example. Maybe you had multiple urgent roles on at the same time or a client with changing demands.
- Explain your approach to prioritisation. Did you work closely with clients to set expectations? Delegate tasks? Use tech to streamline processes?
- Focus on the outcome—how did you ensure that all the priorities were managed effectively, and everyone was happy in the end?
3. "Give me an example of when you turned around a difficult client relationship."
In recruitment, you can’t always choose your clients, and sometimes things get rocky. This is your chance to show off your relationship-building and negotiation skills.
How to answer:
- Set the scene. What was going wrong? Was the client unhappy with your process or results?
- Talk about how you addressed the issue. Maybe you had an honest conversation, offered solutions, or adjusted your strategy.
- Wrap it up with the result. Did you win back their trust? Did the relationship become stronger? Bonus points if you kept them as a long-term client!
4. "Tell me about a time when a candidate you placed didn’t work out. How did you handle it?"
Nobody’s perfect, and not every placement goes smoothly. But what hiring managers want to see is how you deal with setbacks.
How to answer:
- Describe the situation. Why didn’t the candidate work out? Was it a cultural mismatch or something unforeseen?
- Explain how you handled the fallout. Did you mediate between the candidate and client? Replace the candidate? Adjust your screening process for the future?
- Focus on what you learned from the experience. Demonstrating your growth mindset is key here.
5. "Can you give an example of how you’ve handled a candidate dropout?"
We’ve all been there – your star candidate pulls out at the last minute, and you’re left scrambling. How you handle this speaks volumes about your resilience and resourcefulness.
How to answer:
- Share the story – what was at stake, and how close to the finish line was the dropout?
- Walk through how you handled the situation. Did you have a backup plan? How did you manage client expectations? What steps did you take to fill the role quickly?
- Highlight the positive outcome—whether you filled the role or maintained the client relationship.
6. "Describe a time when you had to give difficult feedback to a candidate or client."
Recruitment involves giving feedback—sometimes it’s not what people want to hear. Hiring managers want to know if you can deliver tough news with empathy and professionalism.
How to answer:
- Explain the situation. Maybe a candidate didn’t make it through the final interview stage, or a client’s requirements were unrealistic.
- Describe how you delivered the feedback—did you prepare in advance? How did you make sure the conversation was constructive?
- Share the result. Did the candidate thank you for the honesty? Did the client adjust their expectations?
7. "Tell me about a time you exceeded a client’s expectations."
This is your chance to showcase your extra mile mentality.
How to answer:
- Set up the scenario—what were the client’s expectations, and why were they challenging?
- Talk about how you went above and beyond. Did you pull together a top-tier shortlist in record time? Source candidates from a unique pool? Offer additional insights that helped them make a decision?
- Close with the impact. How did the client respond, and how did your actions strengthen the relationship?
8. "Give me an example of when you had to manage a difficult candidate."
Whether they’re being unrealistic, ghosting you, or not preparing properly, tricky candidates are part of the game. Hiring managers want to know if you can keep your cool and still deliver results.
How to answer:
- Start with the problem—what made the candidate difficult to manage? Were they non-responsive or kept turning down good offers?
- Show how you managed the situation. Did you have a frank conversation? Coach them on how to approach the process differently? Keep the client updated throughout?
- Finish with how you got things back on track, or what you learned if it didn’t go as planned.
9. "Describe a time when you worked in a high-pressure environment."
Recruitment often comes with tight deadlines and demanding clients. Can you keep your cool and perform under pressure?
How to answer:
- Choose a time when the stakes were high—maybe you had multiple roles to fill, a tough target, or a looming deadline.
- Walk through how you stayed calm and organised. Did you prioritise tasks, delegate, or find smart ways to hit your goals?
- Highlight the outcome—whether you smashed your targets or learned a valuable lesson about managing stress.
10."Tell me about a time when you had to adjust to significant changes in the recruitment process."
Recruitment is always evolving—new tools, trends, and client needs can change how you operate. This question is all about your adaptability.
How to answer:
- Set up the challenge—was it a new ATS, a shift to remote hiring, or changes in compliance?
- Explain how you embraced the change. Did you take time to learn the new system? Provide feedback to improve processes? Help your team adapt as well?
- End with the positive impact of your adaptability—did it improve efficiency, client satisfaction, or team performance?
Final thoughts
When you’re interviewing for a recruitment role, remember that behavioural questions are your chance to show who you really are—how you think, solve problems, and build relationships. Use the STAR method (Situation, Task, Action, Result) to keep your answers structured and engaging. And don’t be afraid to be yourself! The best recruiters are as personable as they are professional—so let your personality shine through.
Good luck, and go smash that interview!
Looking for a new recruitment role? Get in touch! hello@harrisonsands.co.uk | 0113 487 2161
Or, you can request a callback HERE.
