You're juggling multiple reqs, hiring managers and projects. Your role is insanely busy and varied so you're destined to go off on tangents in an interview without preparation. In our experience, communication style is the main reason recruiters are rejected. It's really important to take the time to practice your examples and refine them using the follow structure:
CARL: Context – Action – Result - Learnings
START: Situation - Task - Action - Result
Can you comfortably tell someone how amazing you are but in a humble way? Can you articulate lessons you've learned and feedback you're working on? Have you actively looked for opportunities to learn new ideas and approaches?
Frame your examples with feedback you've received. Know your value-add but be self-aware enough to know your faults. Go through your past performance reviews, speak to a trusted colleague/friend and go in with the confidence knowing that you’ve reflected on your career, what went well, what didn’t, what you enjoy and what you can offer.
Start-ups and scale-ups are messy. Stress and burnout is rife among recruiters. How are you coping with constant change, lack of clarity and sky high expectations? Have you delivered on an unforeseen hiring spike or delivered a project through the painful implementation and iteration stage? It's important to be prepare examples to show how you've persevered and presented solutions when faced with problems.
When did you last highlight something that could be improved? Have you fought to make this change and influenced others or just let it go? Prepare examples to show how you've identified gaps in a process and how you've influenced others to make a change.
Can you tell me about a nightmare hiring manager without being negative? If you've made the wrong move and the culture isn't the right fit, why is that? Have you taken some accountability? It's important to be authentic about your struggles but reflect on what you've learned.
Consistently creating amazing experiences for candidates and hiring managers takes empathy and a human approach. How have you taken this into account to improve your candidate and hiring manager experience?