"I do consider myself a people person. I love interacting with people from all different walks of life and getting to know candidates better. My people skills help me find the best candidates and allow me to build a network of people I can call on for referrals or recruitment advice. I couldn't see myself in a position where I wasn't interacting with people all day."

"When telling a candidate they didn't get the job, I always try to call them. This makes the news more personal and easier to handle. It also allows me to explain why we didn't hire the candidate so they can see the interview as a learning opportunity. I answer any questions the candidate may have and thank them for their time."

"I stay updated with industry trends and news by attending recruitment conferences when I can. My favourite conferences have been SourceCon and TalentNet Live which focus on talent acquisition best practises. When I'm not attending conferences, I enjoy reading recruitment magazines, such as Recruiter Today and Human Resources Today, which both help keep me updated on industry trends and news."

"I used to work with a job agency when I was younger and still in school. I worked with a Recruiter who always found me really good job opportunities. As we worked so closely together, I learned more about his job in recruitment and thought it sounded like something I would enjoy. He found me a recruitment internship, and I loved it. The company later hired me as a full-time employee and now I can't see myself in any other career."

"My recruitment process includes a lot more research than it used to. I thoroughly research the company and position to ensure I can find the best candidate. I also work closely with the hiring manager to learn their needs and expectations for a candidate. I will create a job description with their input and post it online to attract candidates. I then look through each resume to find candidates that have the necessary experience, skills, and credentials. I used to focus more on finding a lot of candidates, but now I prioritise quality candidates."

"To measure my success as a Recruiter, I use a variety of metrics. I typically look at the number of candidates that respond to my postings, the number that hiring managers interview, and the number that actually get hired. I like to have a balance between these numbers because if a lot of candidates respond to postings and receive an interview but aren't getting hired, I'm not finding the right candidates."

"To support hiring managers, I always set a meeting with them before I start my recruitment process. The meeting allows me to get to know the hiring manager better and determine what they're looking for in an ideal candidate. I keep an open line of communication throughout the process and update the hiring manager as I go so recruitment becomes a collabourative process. If the hiring manager isn't satisfied with the candidates I find, I adjust my strategies and try again."

"Yes, one candidate that I was really excited about turned down a job offer I thought they would be happy with. They explained they received a better offer from another company, one we weren't able to match. So, I thanked them for their time and encouraged them to reach out to me in the future if their situation changed."

"I would be upfront with the candidate and tell them the maximum amount I can offer them. To convince the candidate that a salary lower than they wanted would be worth it, I would explain the company's benefits packages, training programmes, opportunities for growth and raises, and the positive company culture. I want to get the candidate excited about working with us to get them to accept a lower starting pay."

"ABC School is an established English school that helps children of any age learn how to read and write. They have been in Toronto since 1995 and have since expanded to four different provinces. With over 10,000 students nationwide, ABC School will continue to grow over the next few years. They rely on passionate teachers like you to achieve that growth and success."

"I always check candidates' references after the first interview with the hiring manager. It saves the hiring manager time and allows them to focus on interviewing candidates. I will either call or e-mail their references and verify their employment history. I will then ask for any information, good or bad, about the candidate to get to know them better."

"When looking through candidates' resumes, the first thing I look at is their educational background and credentials. If they don't meet the company's requirements, I move onto the next resume. Once I've narrowed them down a bit, I will then look at the candidate's experience. I will prioritise those with relevant work or volunteer experience and call them in for an interview with the hiring manager."

"To create a successful job posting, I make them as detailed as possible. This includes outlining exactly what the candidate's role will be and our expectations/requirements. This eliminates candidates that aren't interested in the work described or that don't have the necessary experience or skills."

"I do have experience with some candidate relationship management software, such as Yello and Beamery. However, my experience is limited, as my previous company did not utilise the software much. I am happy to further my knowledge or learn how to use any software or tools you prefer."

"I have experience hiring for a variety of industries and positions. Most of my experience lies in the healthcare and education sectors for most positions, such as teachers, doctors, nurses, and principals. However, I am comfortable recruiting candidates for any industry or position."