Recruiting Inhouse Recruiters

If you looking to build an internal recruitment team you may well we wondering 'how do you recruit people who know exactly how it works?'. Fair question. They can probably predict the questions you are going to ask. They should have great CVs, great examples at interview and be thoroughly well prepared. So how to tell the good from the bad? 

Change it up. Ditch the standard competency based questions and make it more interactive. You want an industry expert who knows recruitment inside out and can work well with your current team. You don’t just want a good recruiter. That isn’t enough. Knowledge of the industry is crucial. You won’t get all the answers you need from a standard set of interview questions.

(Cliche Alert!!) Strategic Thinker:

You also want someone with a good strategic mind who won’t just be phone bashing all day with no real direction. Challenge them on their approach. See how they will go about sourcing candidates. Where? Why? How do you utilise social media in building talent pools? What networking events would you attend and why? How will you get candidates to come to you? Build a high level strategy together during the course of the interview. You will see if they know their stuff and also how well you work together.


So you now understand the way they will approach the job. Now you need to establish the drive/motivation still exists. Some people burnout in what is a challenging and demanding job and a lot of people look to move from recruitment agencies to working internally because of this. They aren't going to be the right hires. It is vital to check they still have the willingness to roll their sleeves up and crack on. Calls, meetings, social media, job boards, forums, events, keeping up with the new-kids-on-the-block social recruiting tools – all mean hard work and plenty of it.

Look at their previous roles and the volumes of hiring, how many roles would they look after at a time?. Ask what was achieved and how they went about this. Understand their motivations – don’t just accept the clichés (hardworking, driven, energetic, fast-paced), find out why they are motivated to work hard. 

Performance Evaluation: 

As my old boss used to say "always know your numbers". The best recruiters keep track of their performance. How many interviews do I get from every 3 CVs I send to a hiring manager? How can I improve this? Ask for examples that can reassure you that they will keep improving. 

As important is knowing which methods of finding candidates are giving the best returns. If you're putting a lot of time into a particular social media platform and getting limited returns, find out if there's something you can do better or ditch it. Test them on this based on previous jobs.

Industry Expertise:

Get a couple of hiring managers involved in the interview. Let them talk about the industry and the technical aspects. You can sit back and assess. They don’t need to have as in-depth knowledge as someone actually doing the job but should be able to talk credibly with a good understanding. After all, they need to be able to check the candidates are good enough for the managers to see. 

Recruiting for a recruiter can take a lot of effort and you will need to put it a big shift to get it right. But it is worth it. Quality hires, made quickly, at low cost. Yes please. Change up your interview routine. You’ll be able to make a more informed decision.