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Recruiter job description template

A ready-to-edit job description and six interview questions for a recruiter. Replace the [brackets] with your details.

Recruiter: job description

Replace everything in [square brackets] with your own details.

About the role

We are looking for a recruiter to find, assess and hire good people for [company], and to give every candidate a fair, prompt and respectful experience.

Responsibilities

  • Agree role requirements and hiring plans with hiring managers.
  • Write and publish job posts, and source candidates through [job boards, LinkedIn, referrals].
  • Screen CVs, run first interviews and arrange interviews with the team.
  • Keep candidates informed at every stage, including those we do not hire.
  • Collect interviewer feedback and help managers decide.
  • Keep our applicant records up to date and report on hiring progress.

Requirements

  • [X] years of recruitment experience, in-house or agency.
  • Good communication and relationship skills in [English / Vietnamese].
  • Experience with [ATS or spreadsheets] and job boards such as [ITviec, TopCV, VietnamWorks].
  • Organised, with attention to detail and confidentiality.
  • Comfortable working with several open roles at once.

Nice to have

  • Experience hiring for [function / industry].
  • Experience with structured interviews and scorecards.
  • Employer branding or careers-page experience.

What we offer

  • [Salary range and currency]
  • [Benefits: insurance, leave, allowances]
  • [Working hours and location]
  • [Learning and growth opportunities]

Interview questions

  1. 1.Tell me about a role that was hard to fill. What did you try?

    Listen for: Several approaches, learning from results and working with the manager.

  2. 2.How do you make sure candidates are assessed fairly?

    Listen for: Consistent questions and criteria, and awareness of bias.

  3. 3.How do you work with a hiring manager who is not clear about what they need?

    Listen for: Asking good questions and agreeing criteria early.

  4. 4.How do you keep candidates informed, including those who are rejected?

    Listen for: Respect for candidates and a repeatable routine.

  5. 5.Which numbers do you track to know your hiring is healthy?

    Listen for: Time to hire, sources and drop-off at each stage.

  6. 6.How do you handle confidential information about candidates?

    Listen for: Clear habits and respect for privacy.

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