Well Ladies and gentlemen here is (I HOPE) a list of helpful tips on an interview with a recruiter. These tips are a mixture of info I gathered on the Internet and my own thoughts and experiences. I researched and found many different web sites that may help anyone have a successful interview. Here is a link to the Career Library. This will give you all the information needed to have a successful interview, for any job. http://www.jobweb.com/Resources/Library/Interviews/default.htm
As for the questions a potential driver may want to ask a recruiter, well! before we get into the questions, remember you are also interviewing the recruiter representing the company as you are an Independent Contractor. You are a small company that provides a service and the company this recruiter works for needs people like you and me or they will be out of business themselves.
At the beginning of the interview the recruiter will more likely start the interview as if you are a potential employee. Not that you are an employee, or he thinks of you as an employee, but you may get that feeling. Once the ice is broken both you and he will become more comfortable with one another. This is how the interveiw may start out:
Questions to Expect (What the Recruiter May Ask You)
· Tell me about yourself. (This is often an ice-breaker question. Keep the answer job or skill related.)
· What do you know about the type of work we do? (This is your chance to tell what you know from the research you gathered on Expeditersonline and completed ahead of time. Be sure to let him know the avenues you took in doing the research.)
· What is your weakness? (Always make this a positive answer. For example, "My sense of direction isn’t very keen, so I always use a GPS program to help me find a location.")
· What are your strengths? (Describe your skills in a way that will show you as a desirable Independent Contractor (Driver) for the company.)
· Why did you leave your last job? ( Answer with a positive statement. Try not to say: "I was fired," "terminated," "quit," "had no babysitter," or "couldn't get along with coworkers or supervisor". However, you can say: "new job," "contract ended," "seasonal," "temporary," "career change," "returned to school," to raise a family," or "relocated.")
· Why have you been unemployed for such a long time? (Tell the truth. Emphasize that you were looking for a good company where you can settle and make a contribution.)
· Why should we hire you? (Make a positive statement, such as "I would like the opportunity to work with you and believe that I can be a valuable asset to your Company.")
· Do you have references? (It is most important that you contact your references ahead of time and have their name, current address, and telephone numbers.)
____________________________________________________________________________________
Here are 48 more questions an Employer or a recruiter may ask. Study them and know the answers just in case.
Questions Employers Ask
Personal
1. Tell me about yourself.
2. What are your hobbies?
3. Why did you choose to interview with our organization?
4. Describe your ideal job.
5. What can you offer us?
6. What do you consider to be your greatest strengths?
7. Can you name some weaknesses?
8. Define success. Failure.
9. Have you ever had any failures? What did you learn from them?
10. Of which three accomplishments are you most proud?
11. Who are your role models? Why?
12. How does your college education or work experience relate to this job?
13. What motivates you most in a job?
14. Have you had difficulty getting along with a former professor/supervisor/co-worker and how did you handle it?
15. Have you ever spoken before a group of people? How large?
16. Why should we hire you rather than another candidate?
17. What do you know about our organization (products or services)?
18. Where do you want to be in five years? Ten years?
19. Do you plan to return to school for further education?
Education
20. Why did you choose your major?
21. Why did you choose to attend your college or university?
22. Do you think you received a good education? In what ways?
23. In which campus activities did you participate?
24. Which classes in your major did you like best? Least? Why?
25. Which elective classes did you like best? Least? Why?
26. If you were to start over, what would you change about your education?
27. Do your grades accurately reflect your ability? Why or why not?
28. Were you financially responsible for any portion of your college education?
Experience
29. What job-related skills have you developed?
30. Did you work while going to school? In what positions?
31. What did you learn from these work experiences?
32. What did you enjoy most about your last employment? Least?
33. Have you ever quit a job? Why?
34. Give an example of a situation in which you provided a solution to an employer.
35. Give an example of a time in which you worked under deadline pressure.
36. Have you ever done any volunteer work? What kind?
37. How do you think a former supervisor would describe your work?
Career Goals
38. Do you prefer to work under supervision or on your own?
39. What kind of boss do you prefer?
40. Would you be successful working with a team?
41. Do you prefer large or small organizations? Why?
42. What other types of positions are you considering?
43. How do you feel about working in a structured environment?
44. Are you able to work on several assignments at once?
45. How do you feel about working overtime?
46. How do you feel about travel?
47. How do you feel about the possibility of relocating?
48. Are you willing to work flextime?
I found these 48 questions on the Internet
______________________________________________________________________________________________
Pay very close attention to the recruiters actions. Pay close attention to his body language, and eye contact. Most people will not look you in the eye if fibbing about something. You may want to have a pen and paper handy, and take some notes. Always ask the person to repeat or rephrase a comment or question if you don’t understand it. I also think it is important to be in a comfortable position and state of mind. If you are meeting in a restaurant or a public place and don’t like the table or your surroundings ask to be moved to a better location.
You’ve sat through most of the interview and have answered all the recruiter’s questions. You know you’ve made a good impression because you prepared for the interview and your answers were articulate and decisive. You’ve come across as a very bright, capable candidate when the recruiter asks something you didn't anticipate: “Do you have any questions?”
If you don’t have any questions prepared and you try to cover your mistake by asking a spur-of-the-moment question, chances are that you will damage your chances for a successful interview. Some recruiters refuse to hire people who don't ask intelligent questions. Don’t ask questions just for the sake of asking questions—make sure it is information that you need.
Prepare Questions in Advance
You should have a list of questions prepared for this crucial part of the interview. Every question you ask should demonstrate your interest and confirm your knowledge of the organization. You can get information about company’s services or policies by surfing the Company’s Web site or calling and asking them to send you the information. It is appropriate to address some of your questions to what you have read. Ask about the shippers and the receivers the Company services, how research and development is structured at the company, management strategies at the company, how the company has changed, and potential customer growth.
Questions Not to Ask
Not only should you know what questions to ask during the interview, but it is important to know what questions not to ask. You don't want to alienate the recruiter by putting him or her on the defensive.
The following areas should generally be avoided:
1. Avoid asking questions that are answered in the company’s annual report or employment brochure. (you should already have and read this information). Recruiters are familiar enough with their own information to recognize when you haven’t done your homework. If some information in the annual report isn't clear to you, by all means ask for clarification.
2. Don’t bring up driver compensation or bonuses in the initial interview. (The majority of companies recruiting is very competitive and will offer approximately similar compensations and bonuses. The recruiter may choose to bring up the information, but you should not initiate the topic.)
3. Avoid asking any personal questions or questions that will put the recruiter on the defensive. This includes questions such as the interviewer’s educational background, marital status, past work experience and so on. (It may not be a good idea to ask the recruiter if he/she was ever a driver)
4. Don’t ask questions that have already been answered during the interview. If you have prepared a list of questions and some of them have been addressed during the interview, do not repeat them unless you need clarification. (you may want to scratch it from your list of questions)
Questions You Should Ask
Now that you know what you shouldn’t ask during the interview, determine what questions you should ask.
1. Ask specific questions about the position. You need to know what duties will be required of the person in the position to see if there is a fit between your interests and qualifications and the job you seek. (The recruiter may avoid answering this question by telling you it will be addressed in orientation. (Demand he answer it now, and tell him why)
2. Try to find out as much as possible about qualities and skills the recruiter is looking for in partnership candidates. (Once you determine the necessary qualities, you can then explain to the recruiter how your background and capabilities relate to those qualities.)
3. Ask questions concerning company growth and customer availability. Every company is different and driver policies are unique. Try to find out what the possible availability rate is to see if it fits your needs. You may also want to ask about periodic performance evaluations.
4. It is appropriate to ask specific questions about the company’s training program if this information is not covered in company literature.
5. Ask questions about location and wait required. (If you have limitations, this is the time to find out what is expected in the position you seek.)
Some Final Advice
The key to a successful interview is good communication and rapport with the recruiter. One of the fastest ways to damage this kind of relationship is by exhibiting ignorance about the company and asking inappropriate questions.
Listed below are questions you might ask during the interview.
· How many miles a week is expected, and/or how many miles a week can you provide me? (Can you provide that in writing)
· Why are you hiring drivers at this time, and what will become of all these drivers once the rush is over? (What does the company do for the drivers during the slow periods?)
· Can I progress at my own pace or is it structured? Do you have a list of the best lanes your company runs?
· How much contact and exposure to management is there? (Is there an open door policy?)
· Is it possible to move through the training program faster? (You may ask this if you are switching from one company to another, and already know expediting.)
· About how many individuals go through your training program each year? (This will give you a prospective of the company and their turn over rate, without asking directly.)
· How often are performance reviews given? Do you give bonuses on good performance reviews? (Some companies will give bonuses)
· How much decision-making authority is given? If I refuse a load what are the consequences? (some companies may put a driver out of service for a time)
· How long does the company require a driver to stay out?
· How much input does the new person have on geographical location? (You may live in the south, and would like to stay in that area, is this possible?)
· What is your company policy when 2 people are dispatched to a shipper for the same load? (This is done quite often so make sure the recruiter provides you with an answer.)
· What are the average miles per hour alotted to the drivers? (This may be covered in the policy)
· Ask the recruiter to give you some names and numbers of drivers you can call as his references?
· What percent of third party freight does this company haul? (Third party freight is discounted and drivers make very little money, if any on this type of a load)
These are some questions I can think of. I’m sure if you follow the guidelines above you will compile a list of your own questions. Research the archives on EO and write down anything your not sure of, and ask it right here in the forum. Keep an eye on this thread, for the other drivers may add to this. A lot of drivers are on the road or home spending time with their loved ones during the holidays.
The interview isn’t done just yet. Some times you may walk away from the interview and feel hopeless, or feel you are a shoe in. There is still one more part to the interview.
Background Screening (A Final Test)
You’ve been asked many probing questions during your initial interview, and you were even given a test. The recruiter has all of the information about you that they need, right? Not necessarily. Many recruiters are gathering additional background information on drivers and candidates prior to making placement decision.
Usually, the information the recruiter is obtaining is directly relevant to the driving position.
For example, an expediting company is likely to check your driving history before they hire you to work for them as drivers.
Background screening of candidates is an increasingly common and legal practice. The decision to hire an individual is a major one, and recruiters want to ensure that there are no “surprises” which would affect your performance or embarrass them. It is best to be honest and upfront with any recruiter when background information is sought. According to the Fair Credit Reporting Act of September 1997, recruiters must tell you if they discovered something during the background screening which caused them to reject your candidacy. You may ask for this information, and you also have the right to appeal a hiring decision based on background screening data. If you have any concerns or questions about a recruiter or the company’s screening practices, please consult with an attorney.
Recruiters WILL check:
· References (Most recruiters call, rather than rely on written letters of reference.)
· School transcript (Recruiters will verify graduation date, coursework and grade point average.)
· Employment history (Recruiters may even contact people whom you did not list as a reference.)
· All information you supply on the application.
Recruiters MAY also check:
· Credit history
· Conviction record
· Driving record – (This one will be checked before all others)
· Drug test – (This is also mandatory)
· Test scores
· Fingerprints
· FBI file
This just about raps it up! Some of this information may or may not apply to everyone. This is a basic guideline of or for an interview with a recruiter. Hopefully someone will get something out of this guideline. I found most of this information on the Internet, researching many different sites, compiling information that may be of interest to a person wanting to become an expediter. People are different in so many ways and everyone has his or her own personality, and/or life style. Each and every one of you will have different needs and wants. Some of the questions I posted may not fit you. It would be best for everyone looking to become an expediter to research and compile your own list of questions that will fit you. Thanks for taking the time to read this. I hope it will help someone out there.
Remember Expediting is a different style of living. Trucking of any kind is a different life style altogether. It seams to me if you’re on this forum and on the EO site, you’re doing the right thing. As far as asking a lot of questions, how better to learn something than to ask questions? Remember! The only dumb question is the question you don’t ask. The EO forum is a very good source for information about expediting. Most of the advice form the forum is right on the money. GOOD LUCK! And GOD BLESS!!!
As for the questions a potential driver may want to ask a recruiter, well! before we get into the questions, remember you are also interviewing the recruiter representing the company as you are an Independent Contractor. You are a small company that provides a service and the company this recruiter works for needs people like you and me or they will be out of business themselves.
At the beginning of the interview the recruiter will more likely start the interview as if you are a potential employee. Not that you are an employee, or he thinks of you as an employee, but you may get that feeling. Once the ice is broken both you and he will become more comfortable with one another. This is how the interveiw may start out:
Questions to Expect (What the Recruiter May Ask You)
· Tell me about yourself. (This is often an ice-breaker question. Keep the answer job or skill related.)
· What do you know about the type of work we do? (This is your chance to tell what you know from the research you gathered on Expeditersonline and completed ahead of time. Be sure to let him know the avenues you took in doing the research.)
· What is your weakness? (Always make this a positive answer. For example, "My sense of direction isn’t very keen, so I always use a GPS program to help me find a location.")
· What are your strengths? (Describe your skills in a way that will show you as a desirable Independent Contractor (Driver) for the company.)
· Why did you leave your last job? ( Answer with a positive statement. Try not to say: "I was fired," "terminated," "quit," "had no babysitter," or "couldn't get along with coworkers or supervisor". However, you can say: "new job," "contract ended," "seasonal," "temporary," "career change," "returned to school," to raise a family," or "relocated.")
· Why have you been unemployed for such a long time? (Tell the truth. Emphasize that you were looking for a good company where you can settle and make a contribution.)
· Why should we hire you? (Make a positive statement, such as "I would like the opportunity to work with you and believe that I can be a valuable asset to your Company.")
· Do you have references? (It is most important that you contact your references ahead of time and have their name, current address, and telephone numbers.)
____________________________________________________________________________________
Here are 48 more questions an Employer or a recruiter may ask. Study them and know the answers just in case.
Questions Employers Ask
Personal
1. Tell me about yourself.
2. What are your hobbies?
3. Why did you choose to interview with our organization?
4. Describe your ideal job.
5. What can you offer us?
6. What do you consider to be your greatest strengths?
7. Can you name some weaknesses?
8. Define success. Failure.
9. Have you ever had any failures? What did you learn from them?
10. Of which three accomplishments are you most proud?
11. Who are your role models? Why?
12. How does your college education or work experience relate to this job?
13. What motivates you most in a job?
14. Have you had difficulty getting along with a former professor/supervisor/co-worker and how did you handle it?
15. Have you ever spoken before a group of people? How large?
16. Why should we hire you rather than another candidate?
17. What do you know about our organization (products or services)?
18. Where do you want to be in five years? Ten years?
19. Do you plan to return to school for further education?
Education
20. Why did you choose your major?
21. Why did you choose to attend your college or university?
22. Do you think you received a good education? In what ways?
23. In which campus activities did you participate?
24. Which classes in your major did you like best? Least? Why?
25. Which elective classes did you like best? Least? Why?
26. If you were to start over, what would you change about your education?
27. Do your grades accurately reflect your ability? Why or why not?
28. Were you financially responsible for any portion of your college education?
Experience
29. What job-related skills have you developed?
30. Did you work while going to school? In what positions?
31. What did you learn from these work experiences?
32. What did you enjoy most about your last employment? Least?
33. Have you ever quit a job? Why?
34. Give an example of a situation in which you provided a solution to an employer.
35. Give an example of a time in which you worked under deadline pressure.
36. Have you ever done any volunteer work? What kind?
37. How do you think a former supervisor would describe your work?
Career Goals
38. Do you prefer to work under supervision or on your own?
39. What kind of boss do you prefer?
40. Would you be successful working with a team?
41. Do you prefer large or small organizations? Why?
42. What other types of positions are you considering?
43. How do you feel about working in a structured environment?
44. Are you able to work on several assignments at once?
45. How do you feel about working overtime?
46. How do you feel about travel?
47. How do you feel about the possibility of relocating?
48. Are you willing to work flextime?
I found these 48 questions on the Internet
______________________________________________________________________________________________
Pay very close attention to the recruiters actions. Pay close attention to his body language, and eye contact. Most people will not look you in the eye if fibbing about something. You may want to have a pen and paper handy, and take some notes. Always ask the person to repeat or rephrase a comment or question if you don’t understand it. I also think it is important to be in a comfortable position and state of mind. If you are meeting in a restaurant or a public place and don’t like the table or your surroundings ask to be moved to a better location.
You’ve sat through most of the interview and have answered all the recruiter’s questions. You know you’ve made a good impression because you prepared for the interview and your answers were articulate and decisive. You’ve come across as a very bright, capable candidate when the recruiter asks something you didn't anticipate: “Do you have any questions?”
If you don’t have any questions prepared and you try to cover your mistake by asking a spur-of-the-moment question, chances are that you will damage your chances for a successful interview. Some recruiters refuse to hire people who don't ask intelligent questions. Don’t ask questions just for the sake of asking questions—make sure it is information that you need.
Prepare Questions in Advance
You should have a list of questions prepared for this crucial part of the interview. Every question you ask should demonstrate your interest and confirm your knowledge of the organization. You can get information about company’s services or policies by surfing the Company’s Web site or calling and asking them to send you the information. It is appropriate to address some of your questions to what you have read. Ask about the shippers and the receivers the Company services, how research and development is structured at the company, management strategies at the company, how the company has changed, and potential customer growth.
Questions Not to Ask
Not only should you know what questions to ask during the interview, but it is important to know what questions not to ask. You don't want to alienate the recruiter by putting him or her on the defensive.
The following areas should generally be avoided:
1. Avoid asking questions that are answered in the company’s annual report or employment brochure. (you should already have and read this information). Recruiters are familiar enough with their own information to recognize when you haven’t done your homework. If some information in the annual report isn't clear to you, by all means ask for clarification.
2. Don’t bring up driver compensation or bonuses in the initial interview. (The majority of companies recruiting is very competitive and will offer approximately similar compensations and bonuses. The recruiter may choose to bring up the information, but you should not initiate the topic.)
3. Avoid asking any personal questions or questions that will put the recruiter on the defensive. This includes questions such as the interviewer’s educational background, marital status, past work experience and so on. (It may not be a good idea to ask the recruiter if he/she was ever a driver)
4. Don’t ask questions that have already been answered during the interview. If you have prepared a list of questions and some of them have been addressed during the interview, do not repeat them unless you need clarification. (you may want to scratch it from your list of questions)
Questions You Should Ask
Now that you know what you shouldn’t ask during the interview, determine what questions you should ask.
1. Ask specific questions about the position. You need to know what duties will be required of the person in the position to see if there is a fit between your interests and qualifications and the job you seek. (The recruiter may avoid answering this question by telling you it will be addressed in orientation. (Demand he answer it now, and tell him why)
2. Try to find out as much as possible about qualities and skills the recruiter is looking for in partnership candidates. (Once you determine the necessary qualities, you can then explain to the recruiter how your background and capabilities relate to those qualities.)
3. Ask questions concerning company growth and customer availability. Every company is different and driver policies are unique. Try to find out what the possible availability rate is to see if it fits your needs. You may also want to ask about periodic performance evaluations.
4. It is appropriate to ask specific questions about the company’s training program if this information is not covered in company literature.
5. Ask questions about location and wait required. (If you have limitations, this is the time to find out what is expected in the position you seek.)
Some Final Advice
The key to a successful interview is good communication and rapport with the recruiter. One of the fastest ways to damage this kind of relationship is by exhibiting ignorance about the company and asking inappropriate questions.
Listed below are questions you might ask during the interview.
· How many miles a week is expected, and/or how many miles a week can you provide me? (Can you provide that in writing)
· Why are you hiring drivers at this time, and what will become of all these drivers once the rush is over? (What does the company do for the drivers during the slow periods?)
· Can I progress at my own pace or is it structured? Do you have a list of the best lanes your company runs?
· How much contact and exposure to management is there? (Is there an open door policy?)
· Is it possible to move through the training program faster? (You may ask this if you are switching from one company to another, and already know expediting.)
· About how many individuals go through your training program each year? (This will give you a prospective of the company and their turn over rate, without asking directly.)
· How often are performance reviews given? Do you give bonuses on good performance reviews? (Some companies will give bonuses)
· How much decision-making authority is given? If I refuse a load what are the consequences? (some companies may put a driver out of service for a time)
· How long does the company require a driver to stay out?
· How much input does the new person have on geographical location? (You may live in the south, and would like to stay in that area, is this possible?)
· What is your company policy when 2 people are dispatched to a shipper for the same load? (This is done quite often so make sure the recruiter provides you with an answer.)
· What are the average miles per hour alotted to the drivers? (This may be covered in the policy)
· Ask the recruiter to give you some names and numbers of drivers you can call as his references?
· What percent of third party freight does this company haul? (Third party freight is discounted and drivers make very little money, if any on this type of a load)
These are some questions I can think of. I’m sure if you follow the guidelines above you will compile a list of your own questions. Research the archives on EO and write down anything your not sure of, and ask it right here in the forum. Keep an eye on this thread, for the other drivers may add to this. A lot of drivers are on the road or home spending time with their loved ones during the holidays.
The interview isn’t done just yet. Some times you may walk away from the interview and feel hopeless, or feel you are a shoe in. There is still one more part to the interview.
Background Screening (A Final Test)
You’ve been asked many probing questions during your initial interview, and you were even given a test. The recruiter has all of the information about you that they need, right? Not necessarily. Many recruiters are gathering additional background information on drivers and candidates prior to making placement decision.
Usually, the information the recruiter is obtaining is directly relevant to the driving position.
For example, an expediting company is likely to check your driving history before they hire you to work for them as drivers.
Background screening of candidates is an increasingly common and legal practice. The decision to hire an individual is a major one, and recruiters want to ensure that there are no “surprises” which would affect your performance or embarrass them. It is best to be honest and upfront with any recruiter when background information is sought. According to the Fair Credit Reporting Act of September 1997, recruiters must tell you if they discovered something during the background screening which caused them to reject your candidacy. You may ask for this information, and you also have the right to appeal a hiring decision based on background screening data. If you have any concerns or questions about a recruiter or the company’s screening practices, please consult with an attorney.
Recruiters WILL check:
· References (Most recruiters call, rather than rely on written letters of reference.)
· School transcript (Recruiters will verify graduation date, coursework and grade point average.)
· Employment history (Recruiters may even contact people whom you did not list as a reference.)
· All information you supply on the application.
Recruiters MAY also check:
· Credit history
· Conviction record
· Driving record – (This one will be checked before all others)
· Drug test – (This is also mandatory)
· Test scores
· Fingerprints
· FBI file
This just about raps it up! Some of this information may or may not apply to everyone. This is a basic guideline of or for an interview with a recruiter. Hopefully someone will get something out of this guideline. I found most of this information on the Internet, researching many different sites, compiling information that may be of interest to a person wanting to become an expediter. People are different in so many ways and everyone has his or her own personality, and/or life style. Each and every one of you will have different needs and wants. Some of the questions I posted may not fit you. It would be best for everyone looking to become an expediter to research and compile your own list of questions that will fit you. Thanks for taking the time to read this. I hope it will help someone out there.
Remember Expediting is a different style of living. Trucking of any kind is a different life style altogether. It seams to me if you’re on this forum and on the EO site, you’re doing the right thing. As far as asking a lot of questions, how better to learn something than to ask questions? Remember! The only dumb question is the question you don’t ask. The EO forum is a very good source for information about expediting. Most of the advice form the forum is right on the money. GOOD LUCK! And GOD BLESS!!!