Tech Recruiter Interview Question
What are some good metrics as a technical recruiter to showcase when in an interview? #Recruiting #TechRecruiting #Amazon #Google #Microsoft #Tesla #LinkedIn #Sony #Nintendo #interview
My response depends on the company you’re interviewing with because we care about the process, impact and if it’s scalable.
I actually have a call with Amazon about a tech recruiting role. Any suggestions or advice?
Is this the technical phone screening?
Req load, business facing vs. candidate facing
Could you elaborate on business facing v candidate facing?
All that matters is how many folks you hire per year and how fast you do it - time to fill and time to hire. Offer acceptance is great depending on how the hiring process is structured. weekly prescreens, and all the other stuff is busy work. Focus on the end result (hires) and how you’re able to guide the HM’s in moving fast to hire the right person for the role.
Company dependent. We care about the in between as well.
This is bad guidance. I can’t tell you how many recruiters I’ve interviewed over the years, and the ones who focus solely on hires and TTH are the ones least likely to succeed. Speed and volume are unimportant if the candidate can’t speak to the in-between. At least at the FAANG/unicorn companies I’ve worked at. I’m more interested in how a recruiter optimizes for efficiency demonstrated by improved passthrough rates. Also interested in how their candidate experience survey scores trend, and how they’ve made impact beyond number of hires (improved diversity by W%, onboarded X new recruiters, pulled into Y cross-functional project, piloted new process Z).
Also sourcing methods, ways to get passive applicants - and time to hire, cost per hire if you have that, talk about how you set up interviewers for success
Sourcing methods is good feedback
I think a deep dive into time to fill, conversion ratios, prescreen to screen, screen to final interview, final interview to hire. Lately it has been good to talk about diversity numbers.
Female hires. The number by level of hiring for your company. Events attended. Mentoring or giving back. Learnings. Anything cross functional.
Things to think about: Number of hires vs goaled Number of reqs Breakdown of sourced candidates vs applied Diversity hires (percentage) Process to finding candidates (very beginning to closing) How do you know if your pipeline is healthy (think of a work backwards plan) Cross functional work and partnering(working with other teams, the business you support, hiring managers)
Kinda unrelated but Also talk about how you used data to come to your metrics, ie why did you source 50 engineers from X company? Is it because we can close candidates easily from that company? Do they have a tech bar similar to ours? Etc. Because if you have high offer extends but say lower prescreen numbers bc you target quality over quantity, you can have data to back up your decisions. I'm a sourcer and have been asked that question is different interviews
-Req load -roles you’ve recruited for -your own metrics (offers extended/hires) -data used to make decisions -sourcing resources/strategy OUTSIDE of LinkedIn and ATS -Time to hire break down: Reach outs > screens > phone interviews > onsites > offers > hires -candidate experience -how you partner with sourcers and hiring managers -partnering with other orgs -have some answers for typical behavioral questions/success stories/working backwards from a problem
I am always SO curious to know what everyone else's sourcing strategy is outside of LI - especially as it relates to non-tech. Outside of StackOverflow & github.
Goodie X-ray searches, alumni or tech community groups /events with a focus on diversity. I personally find stack overflow and GitHub so slow.
Talk about metrics related to numbers of prescreens you conducted on a weekly basis. Offers accepted rate. Talk about your existing kpi in your current role like how many roles you had to fill per week
Yeah and requisition load … and anything around candidate experience