1. Initial Screening (Phone or Video – 15–30 mins) Usually with HR or a recruiter. What they’re checking: Motivation for recruitment Communication skills Understanding of the resourcer role Cultural fit Common questions: Why do you want to work in recruitment? What do you understand about a resourcer’s role? Are you comfortable with targets, KPIs, and fast-paced work? What attracts you to our company? 2. First Formal Interview (In-person or Video) Often with a Recruitment Manager or Team Leader. Focus areas: Candidate sourcing skills Organisation and time management Resilience and work ethic Attention to detail Questions you might get: How would you find candidates for a hard-to-fill role? What job boards or sourcing methods would you use? How do you prioritise when working on multiple roles? Tell me about a time you worked to targets or deadlines. You don’t need deep recruitment experience, but they want to see: Proactivity Confidence speaking to people Willingness to learn 3. Task or Exercise (Common but not always required) This is very common for resourcer roles. Examples: Writing a short job advert Reviewing CVs and explaining who you’d shortlist and why A mock candidate call or role-play A sourcing exercise (e.g. “How would you find 10 software engineers?”) They’re assessing: Logic and reasoning Communication Candidate mindset Basic recruitment instincts 4. Final Interview / Team Fit Sometimes with a senior manager or director. Focus: Long-term interest in recruitment Career ambitions (e.g. moving into consultant roles) Attitude, drive, and reliability Typical questions: Where do you see yourself in 1–3 years? How do you handle rejection or difficult conversations?