The Top 20 Select Staffing Interview Questions To Prepare For

Getting hired at a great company like Select Staffing is an exciting prospect. With a reputation for outstanding service and a commitment to matching top talent with the right roles, they are a leading name in staffing solutions.

However with a highly competitive hiring process, it is crucial to be fully prepared for the Select Staffing interview. In this comprehensive guide I’ll outline the top 20 most common Select Staffing interview questions, along with examples and tips to ace your responses.

Whether you are interviewing for an administrative, industrial, professional, or executive role, these strategies will help you stand out and land the job Let’s dive in!

Overview of Select Staffing’s Hiring Process

To set the stage, here is a brief rundown of what to expect during the Select Staffing recruitment process:

  • Online Application – The process kicks off by submitting your resume and completing an online application form. This provides the recruiter with your background details.

  • Phone Screen – Shortlisted candidates will receive a call from a recruiter to discuss your application, skills, and experience relevant to the role.

  • In-person Interview – The next step for successful phone screen candidates is an interview at the Select Staffing office. This is your chance to showcase your abilities.

  • Assessments – Some roles require relevant skills testing during the interview, such as data entry speed/accuracy for admin roles.

  • Background check – Offers are contingent on clearing the background verification and drug screening process.

With an overview of what to expect, let’s get into the interview questions:

Adaptability-Focused Interview Questions

The staffing industry is fast-paced with constantly evolving client needs. As such, adaptability is a highly sought-after trait in Select Staffing candidates. Common questions on this theme include:

1. How have you adapted to significant changes in a past role?

This behavioral interview question tests your flexibility. The recruiter wants to hear an example of how you’ve rapidly adjusted to major changes on the job.

Sample Response: “In one of my past admin roles, the company suddenly lost a major client which led to downsizing and department restructuring. I displayed adaptability by swiftly learning the new organizational processes and cross-training to expand my skills. Within a few weeks, I was able to seamlessly fill gaps wherever needed – from reception to accounting. This helped maintain productivity during the transition period.”

Highlight how you took initiative, adjusted quickly, and contributed to stability in times of disruption.

2. Tell me about a time you had to rapidly shift priorities to address urgent issues.

Another way to assess adaptability. The focus here is on your ability to quickly re-prioritize and manage competing demands.

Sample Response: “In my last customer service job, we were understaffed due to sickness one week. Suddenly I had to not only handle my existing heavy workload but also take on duties from two vacant roles. To adapt, I made a list of urgent priority tasks and communicated delays to non-essential stakeholders. By working overtime and efficiently multitasking, I ensured we maintained excellent service levels despite the disruption.”

Emphasize your planning, focus on critical activities, communication, and resourcefulness.

Technical Skills & Problem-Solving Interview Questions

In addition to adaptability, Select Staffing looks for candidates with sharp technical abilities and strong problem-solving skills relevant to the position. Common questions include:

3. What experience do you have with scheduling and calendar management?

For administrative roles, recruiter questions often focus on assessing technical skills like scheduling.

Sample Response: “In my last role as an Executive Assistant, I managed complex calendars for 5 high-level managers using Outlook. This involved scheduling meetings across time zones, managing calendar sharing/permissions, and optimizing schedules to maximize productivity. I became adept at prioritizing the most important events and resolving calendar conflicts through clear communication.”

Highlight tools/systems mastered and key achievements that demonstrate scheduling expertise.

4. How would you troubleshoot issues if a technical process or system stops working?

Testing your systematic approach to diagnosing and resolving technical problems.

Sample Response: “First, I would quickly investigate the issue to determine the root cause – is it user error, equipment failure, or a system bug? Next, I would contact the appropriate IT support resource if hardware/software related. For user errors, I would provide additional training. Regardless of cause, I’d create a temporary workaround to minimize downtime where possible. After resolving the immediate issue, I’d document the incident and provide recommendations to prevent recurrence.”

Showstep-by-step logic, resourcefulness, and commitment to finding solutions.

Leadership & Collaboration Interview Questions

For both leadership and individual contributor roles, Select Staffing screens for teamwork and people management abilities using questions like:

5. How would you coach someone who was underperforming on your team?

Evaluates your approach to developing employees and managing performance issues constructively.

Sample Response: “First, I would request a private meeting with the individual to better understand their challenges and perspective. I would then work collaboratively to create a performance improvement plan with clear, achievable goals and additional training resources if needed. Going forward, I would provide consistent feedback and check-ins to track progress and modify the plan as needed. My aim would be to help them succeed while communicating firmly that improved results are expected.”

Show you focus on mentoring, goal-setting, and communicating with compassion.

6. Tell me about a time you successfully persuaded team members to adopt a new process or initiative.

Assesses your ability to gain buy-in and motivate others towards change.

Sample Response: “When our team needed to adopt a new HRIS system, there was initial reluctance from members who were used to the old way. To gain buy-in, I presented a compelling case for the change by compiling data on how the update would enhance efficiency and reporting. I also held training sessions to demonstrate its ease of use. My persistent yet patient approach resulted in the team fully embracing the system and appreciating its benefits within the first few weeks of rollout.”

Emphasize consultation, communication, training, and persistence in driving adoption.

Culture Fit & Motivation Interview Questions

Select Staffing also screens for culture fit, which indicates your compatibility with the company’s values and workstyle. Common questions include:

7. Why do you want to work for Select Staffing?

This learns more about what motivates you and how well our values align.

Sample Response: “I’m excited to join Select Staffing because your focus on people matches my passion. I’m driven by helping people succeed, whether it’s matching candidates with rewarding careers or providing exceptional service to clients. The opportunity to make a positive impact as part of the Select team inspires me. I also appreciate your culture of communication, collaboration, and growth.”

Show what specifically attracts you to their mission and principles.

8. How would colleagues describe your work style and personality?

Gauges self-awareness and style compatibility through peers’ perspective of you.

Sample Response: “My colleagues would describe me as collaborative – I thrive on partnering closely with team members to achieve shared goals. They would also say I’m results-oriented – I’m driven to exceed targets without compromising quality. Overall, my peers would emphasize my optimistic team spirit and commitment to continuous improvement.”

Share strengths and traits that align with company values like cooperation and positivity.

Situational & Behavioral Interview Questions

Many Select Staffing interview questions focus on assessing your past behavior and hypothetical response in context. Two examples:

9. Recall a high-stress situation. How did you stay professional and calm?

Evaluates your grace under pressure through a real example.

Sample Response: “When the pandemic hit, we faced staff shortages and supply chain issues just as call volumes spiked at the customer service center where I worked. Despite the stress, I remained calm by focusing on one task at a time, taking deep breaths, and reminding myself anxiety wouldn’t help. My composure enabled me to better assist frustrated callers, de-escalate issues, and share creative solutions with my team.”

Demonstrates level-headedness in turmoil while maintaining excellent service.

10. Your supervisor provides unclear instructions about an urgent assignment. What do you do?

Examines professionalism and judgment in an ambiguous hypothetical scenario.

Sample Response: “First, I would politely seek clarification from my supervisor by summarizing my understanding of the assignment and asking if any aspects need specifying further. If instructions remain unclear, I would propose dividing the work into smaller milestones to receive feedback along the way. My goal would be to complete the assignment to their satisfaction while maintaining clear, respectful communication.”

Emphasizes open communication, breaking down complexity, and managing uncertainty.

Industry Knowledge & Position Fit Interview Questions

It is also crucial to showcase your passion for your desired role in the staffing industry. This topic arises in questions like:

11. Why are you interested in working in the staffing/recruiting industry?

Assesses genuine interest and knowledge about the field.


Select Staffing


How do I prepare for a staffing agency interview?

To begin preparing, start by reflecting on your experiences and stories that highlight your achievements, challenges you’ve overcome, and your problem-solving skills. Then take a look at some common interview questions and practice answering them ahead of time.

What is a staffing interview?

A staffing agency interview is an interview in which a staffing agency gets a better sense of who the potential employee is and the opportunities that would best suit their preferences and qualifications.

Why should we hire you?

A: When answering, focus on your relevant skills, experience, and achievements that make you the best fit for the role.You should hire me because I am a hard worker who wants to help your company succeed. I have the skills and experience needed for the job, and I am eager to learn and grow with your team .

How to pass a recruitment consultant interview?

Being naturally competitive and driven are qualities hiring managers look for in the recruitment industry so it’s important you can demonstrate these. They also want to hear about the challenges you might have faced along the way and how you have overcome them, proving resilience.

Is select staffing a good temp to hire agency?

Select Staffing had a Supervisor working on location, and they were always helpful. This is a great temp to hire agency they have really great jobs and salaries definitely recommend them 100% they work with your schedule as best as they can

Why should a Staffing Specialist conduct an interview?

These types of interviews are a common method used in recruitment to assess a candidate’s abilities and suitability for a role, and a staffing specialist is expected to be proficient in them. Your ability to conduct such interviews effectively can greatly influence the quality of talent you bring into an organization.

Why should a Staffing Specialist understand a job inside out?

Understanding a job inside out is a critical aspect of any staffing specialist’s role. Your ability to analyze a job accurately and thoroughly will directly impact the quality of candidates you’re able to source and place.

What questions do you ask during an interview?

During interviews, I ask behavioral-based questions that reveal how they’ve handled situations in the past. For instance, if teamwork is part of our culture, I might ask about their experience working on team projects. I also observe their interaction with staff during the interview process.

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