If we say that recruiting is very important for organisation then organisation needs to have top-shelf recruiters to recruit top-shelf staff but they need to have more top-shelf recruiters to recruit more top-shelf staff...
....anyway how to qualify top-shelf recruiter during the interview?
It's been always a nightmare to interview guys that are used to tricky questions and they pass them along among each-other.
Since I interview recruiters for our team I have few of my favourites. I usually shoot 2-3 questions and 1 case study to see what is his/her (real) experience like and what is the way my fellow recruiters think.
Q1: What is the difference between good/the best and bad/regular recruiter?
Q2: What are top 5 important things that recruitment team needs to have in order to be successful?
Q3: Give me an example from your non-professional life that shows that you're a good recruiter?
Q4: Give an example from last 6 months when you made an impact on how recruitment works in your company?
Q5: What was so far the most challenging positions you had to fill?
Q6: How would you present an offer to candidate taking into consideration that his base salary will be 20% lower then current one but with potential bonus it might go as high as 120% of current annual pay?
CS1. Company has a strong product brand but is not among top 10 employers of choice. How would you increase number of applications they do receive?
CS2. Start up company has stable financing, innovative product but pays 75% of market average. How would run recruitment strategy and how would you sell company to candidates?
CS3. You work for a company where policy does not allow headhunting/approaching candidtes directly, you need to fill 30 senior positions per year but with your budget you can retain 10 positions with agencies only. How will you fill all 30 positions?
CS4. What position do you recruit for? What keywords would you use to find person like that on LinkedIn/search engine/ATS?
Good luck with interviewing recruiters!!! :-)