HR Recruiter interview questions and scorecard
India context, central rules as of 30 Oct 2026.
Use these 12 questions to interview a hr recruiter the same way every time. Ask all candidates the same questions, score each answer from 1 to 4 against the notes below, and decide on the total, not on first impressions. Pick 8 to 10 questions per interview.
At a glance
- Match the questions to your hr recruiter job description: one question per must-have.
- Score each criterion right after the interview, before you talk to other interviewers.
- Follow up with "What did you personally do?" to separate individual work from the team's.
Questions
| # | Question | A good answer shows | Red flags |
|---|---|---|---|
| 1 | How do you source for a role with few applicants? | Boolean search, referrals, communities, outreach | Only job portal posts |
| 2 | Tell me how many positions you closed last quarter and how. | Numbers, process | Vague |
| 3 | How do you read a CV quickly? | Looks at scope, tenure, outcomes | Keyword counting only |
| 4 | How do you screen for a role you do not know? | Asks the manager for must-haves | Guesses |
| 5 | How do you avoid bias in screening? | Written criteria, same questions | Gut feel |
| 6 | A candidate is also interviewing elsewhere. What do you do? | Honest, speeds up if possible | Pressures |
| 7 | A candidate asks if there are any fees. What do you say? | No fees, clearly | Evasive |
| 8 | How do you keep candidates informed? | Regular updates and clear timelines | Silence |
| 9 | A hiring manager keeps rejecting candidates. What do you do? | Reviews criteria, gives data, calibrates | Sends more CVs |
| 10 | How do you reduce offer dropouts? | Keeps contact, clear terms, addresses concerns | Does nothing |
| 11 | What recruiting metrics do you track? | Time to fill, source, offer acceptance | None |
| 12 | How do you store candidate CVs? | Secure, limited access, consent | Shares widely |
Scorecard (1 to 4)
| Score | Meaning |
|---|---|
| 1 | Weak: no relevant example, or a red flag |
| 2 | Partial: general or hypothetical answer, little evidence |
| 3 | Good: a real, specific example that meets the standard |
| 4 | Strong: specific, repeated evidence and clear reasoning |
| Criterion | Questions | What a 4 looks like | Score |
|---|---|---|---|
| Sourcing | 1, 2, 3 | Uses several channels with results | |
| Screening and judgment | 4, 5, 6 | Evaluates fairly with structure | |
| Candidate experience and ethics | 7, 8, 9 | Respectful, honest, no fees | |
| Stakeholders and metrics | 10, 11, 12 | Aligns with hiring managers and tracks results | |
| Total | / 16 |
Suggested rule: shortlist candidates whose average is 3 or higher with no criterion at 1. Change the rule before the first interview, not after.
Run it as a video interview on LiveRec
Open the candidate and choose Schedule interview, then choose Video and pick LiveRec video, which needs no link. After the call, open the interview and choose Submit feedback to give star ratings for Technical skills, Communication skills and Culture fit, a Decision and your comments; paste your scorecard result into the comments. Recorded LiveRec video interviews are deleted 90 days after the interview as standard, so tell candidates before you record. See Schedule an interview, private notes and feedback and recordings.
Fair interviewing
Ask only job-related questions. Indian law bars gender discrimination in recruitment for the same work and requires equal opportunity for people with disabilities, so keep questions on marital status, family plans, religion, caste or health out of the interview. See illegal interview questions for the principles; US-specific examples there differ.
Next step
Copy the scorecard into your interview scorecard template, then schedule the first interviews. For the method, read the structured interview guide.
Sources
- Ministry of Labour and Employment: https://labour.gov.in
- Rights of Persons with Disabilities Act, 2016, Department of Empowerment of Persons with Disabilities: https://disabilityaffairs.gov.in/
- US OPM, Structured Interviews (method reference): https://www.opm.gov/policy-data-oversight/assessment-and-selection/structured-interviews/
This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.