What Recruiters Think About Interviews (But Probably Won't Tell You)
In my time as a recruiter, I conducted hundreds (maybe thousands?) of interviews.
The majority of these were first round screening interviews, which I think can be one of the most important parts of the job search process, and also one of the most challenging for job seekers.
Why are first interviews so important?
In a typical recruitment process, organizations might select about 10-15 candidates for the first screen (typically conducted by a recruiter or member of the HR team) and 5-10 to move on for additional interviews with the hiring team. You must make it past the initial screen to have more in-depth conversations with the people you’d be working with day to day, where you can really share your value and assess if the role is the right fit for you.
Why are they so challenging?
First interviews are like a first date: exciting but potentially awkward. You don't know each other yet, so you're trying to make a good impression, while also learning enough about the role and organization to see if it’s a good fit for you. And these interviews are often fairly short, so you have to get your key points across in a limited time and you may not have a chance to ask many questions.
So, how can you set yourself up for success in your first round interviews?
These conversations are typically with recruiters who don't work directly on the team you'd be joining, so it's important to put yourself in their shoes and consider what they need to know about you in order to recommend that you advance in the process.
Based on my experience as a recruiter, here are a few things you should know about how they experience this process, and what they’re really looking for.
1. They do A LOT of these interviews.
Recruiters often batch screening interviews, so by the time they’re talking with you it may be their fourth or fifth conversation in a row. Try to amp up your enthusiasm and energy, which will help them remember you and come away with a positive impression, even if you're one of many conversations they have that day.
And remember: recruiters are people too, and they get tired and have bad days just like everyone else - which has nothing to do with you! Just focus on doing your best to convey your interest and qualifications for the role, even if their energy level is on the lower side.
2. They really want to like you.
When a recruiter starts a conversation with you, they’re hoping you’ll be the rock star candidate they've been looking for. Seriously, they are rooting for you and want you to succeed! If you do, it makes their job so much easier.
But you have to give them solid evidence in this short conversation that proves you're a great fit for the role and gives them confidence to move you forward.
Remember: they have to sell you internally to the hiring manager and other key people on the team. Help them be your advocate by anticipating what they need to know and proactively sharing that information (more on how to do this below).
The questions you ask them are another way they will evaluate your level of interest in the role, so make sure to prepare several thoughtful questions for them as well.
3. There are three main questions they’re trying to answer.
In an initial interview, a recruiter wants to know:
Do you have the experience and skills to succeed in the job?
Are you a good fit with the organization’s culture and mission?
Are you in the right ballpark on logistics, such as relocation or salary requirements?
These conversations are called “screens” for a reason: they want to see if you check enough boxes to move forward in the process.
A recruiter usually won't delve too far into your technical skills, as that’s more appropriate for the hiring manager and team to evaluate. Be prepared to talk about why you’re excited about the role and the organization, and why you're a great fit, by providing specific examples of how you've demonstrated the top skills in the job description.
And do some initial research and have a salary range in mind, in case that question comes up. It’s completely acceptable to ask first what their budget is for the role, but you don't want to be caught off guard by this question. At this point the recruiter just wants to make sure you’re generally aligned, and that salary won’t be an issue down the road (and this is important for you to know too, before you invest more time in the process).
4. They need the details.
One of the most frustrating aspects of interviewing is when candidates don’t go into detail about past experiences. There isn’t a lot of time in a screening interview, and when a recruiter has to spend it digging for specifics and asking a lot of follow up questions, or listening to a long, rambling example, it limits the other questions they can ask.
When the interviewer asks about a time you’ve done something in the past, it’s because they anticipate you’ll have to solve that kind of problem in this job, and they want to know how you’ve done it before.
They need specifics: How did you approach the problem? What was your thought process? What steps did you take and what challenges did you encounter? What ultimately happened as a result, and what did you learn? Many candidates gloss over these details, but they are the most important parts of the story!
Use the STAR framework to organize your examples and practice in advance (ideally out loud with someone else), so you’ll feel confident delivering concise, detailed examples of your past accomplishments.
5. They appreciate your follow up.
You may hear different opinions on this one, but for positions in the social sector, sending a thoughtful follow up note within 24 hours can make a difference. Remember, the recruiter needs to decide whether to recommend you, and getting a thoughtful follow up note puts one more check in their “yes” column.
It takes just a few minutes, and gives you the chance to reiterate your enthusiasm, reinforce why you’re a good fit for the role, and address anything you may have forgotten to bring up in the conversation. It can definitely be a differentiator, especially if they were on the fence after your conversation.
I hope this helps give some insight into what’s happening on the other side of the process. Remember that the purpose of a screening interview is to vet you as a candidate, so that you can move forward to have more in-depth conversations about the role.
By anticipating what a recruiter needs to know and preparing for these conversations, you’ll increase your odds of success and keep your momentum going.
Need help preparing for interviews or telling your career story? Learn more about our individual coaching and group coaching programs for social sector leaders.