Getting hired at one of the largest staffing agencies in the country like Staffmark takes preparation and practice. With over 40 years of experience providing staffing solutions across various industries, Staffmark has developed a robust hiring process to find top talent.
In this comprehensive guide, we will explore some of the most common Staffmark interview questions, provide sample answers, and share tips to help you have a successful interview.
Overview of Staffmark’s Hiring Process
The Staffmark hiring process typically involves
- Submitting an online application
- Initial phone screening with a recruiter
- In-person interview with a branch manager
- Completing any additional paperwork
- Passing a background check and drug screening
The process can move quickly, with some candidates starting work just days after their interview. However, some applicants have noted occasional issues with communication delays.
To set yourself up for success, be responsive, prepare for the most likely interview questions, and thoroughly research the role and company ahead of time.
12 Common Staffmark Interview Questions and Answers
Here are some of the most frequently asked Staffmark interview questions along with tips on how to answer them
1. Why are you interested in working with Staffmark?
This is your chance to demonstrate enthusiasm for the company and role. Highlight aspects of their mission, values, and culture that resonate with you. You can mention their strong reputation, nationwide presence, or commitment to matching top talent with employers.
Sample Answer: I’m excited about the opportunity to work with Staffmark because of their stellar reputation for connecting job seekers with meaningful work. After researching the company, I was impressed by their core values of relationships, service and trust. These align well with my own priorities of building strong connections in my work. I’m drawn to Staffmark’s national presence and ability to provide diverse assignments across various industries. I look forward to contributing my skills to help enhance their mission of delivering exceptional staffing experiences.
2. What do you know about Staffmark?
Interviewers want to see that you’ve taken the time to research the company. Highlight facts about their history, services, mission, and values. Mention recent achievements or expansion plans if possible.
Sample Answer: From my research, I know that Staffmark is one of the largest staffing agencies in the country, providing services since 1978. They have a network of over 400 branches across the US and specialize in light industrial staffing, connecting thousands of workers with employers each year. Their core mission is building lasting relationships and delivering exceptional experiences to both clients and employees. Recently, they have focused on technology initiatives like their mobile app to improve candidate engagement. Their values of relationships, service and trust seem to drive their commitment to connecting people with meaningful work opportunities nationwide.
3. Why do you want to work in staffing and recruiting?
Show your genuine interest in the field. You can mention the opportunity to interact with diverse people, being able to provide real help to job seekers, or enjoying the fast-paced nature of the work. Align your answer with Staffmark’s relationship-driven approach.
Sample Answer: I’m passionate about working in staffing and recruiting because I find fulfillment in helping people find meaningful employment. I enjoy connecting with all kinds of candidates, understanding their unique needs, and matching them with the right opportunities. I also like the diversity of the work, being able to partner with companies across various industries. Staffmark’s focus on building genuine relationships strongly appeals to me, since I prioritize interpersonal connections in my own work. I look forward to contributing to a team that makes such an impact in people’s lives.
4. What relevant experience do you have for this staffing role?
Highlight both soft skills and hard skills that apply. Mention any past experience in recruiting, sales, customer service or relationship-building roles. Include numbers or examples that showcase achievements.
Sample Answer: I believe my 5 years of customer service experience has equipped me with the relationship-building and communication abilities needed to excel in this staffing role. In my previous position, I conducted over 500 informal interviews with customers to understand their unique needs and identify solutions. This required active listening, problem-solving and negotiation skills. Additionally, I consistently exceeded monthly sales targets by keeping clients engaged and forging lasting connections. I’m excited to apply this knack for cultivating strong relationships to connect the right talent with employers as a staffing specialist at Staffmark.
5. How would you source strong candidates for an open position?
Demonstrate creative recruiting tactics beyond just job boards. Mention leveraging social media, community resources, events, employee referrals, and your personal and professional networks.
Sample Answer: If tasked with filling an open position, I would utilize diverse sourcing channels to attract qualified candidates. Of course I would post on high-visibility job boards and the company website, but I would also leverage social media, especially LinkedIn. I have found great success networking at local career fairs, trade group events and community resources like workforce development centers. Employee referrals can also attract pre-screened candidates. Finally, I would tap into my own network by reaching out to former colleagues who may know of interested individuals looking for new work. Taking this comprehensive approach allows me to connect with passive candidates who may not actively be searching.
6. How would you screen applicants and select the best candidate for a position?
Walk through your process for evaluating candidates at each step based on skills, experience and fit. Mention interviewing techniques, assessments or other selection tools you would use.
Sample Answer: My process for screening applicants would begin by carefully reviewing all resumes and applications for the required qualifications. I would conduct brief phone screens with candidates who look promising to verify skills and experience. For those who move forward, I would schedule in-person interviews and utilize behavioral questions to assess their critical thinking, communication abilities and cultural add. If required for the role, I may administer technical knowledge or skills testing. I would also contact references to get a third-party perspective. Ultimately, my goal is to evaluate each candidate holistically, taking into account both hard and soft skills, to determine the best overall fit for the client’s needs and workplace culture. This rigorous process allows me to efficiently identify and present the top applicants for consideration.
7. How would you match a candidate with the right position?
Show that you look beyond basic qualifications to ensure an excellent fit between candidate and employer. Consider interests, work culture, management style, growth opportunities, commuting distance and work environment.
Sample Answer: Making strong match between a candidate and open position requires looking beyond just skills and experience on paper. Of course those basic qualifications must be met, but I would also consider the candidate’s personality, work style, interests and career aspirations to determine alignment with the employer’s work culture and environment. I ask targeted questions to gauge if the candidate will thrive under the manager’s leadership style. Location is also important, so I confirm they are willing to make the commute. Finally, I ensure the opportunity offers room for growth and development to engage the candidate. Taking the time to understand both parties on a deeper level leads to successful long-term placements where the candidate feels engaged and satisfied.
8. How would you handle an unhappy client or resolve issues that arise on an assignment?
Show you empathize but can remain calm and diplomatic. Highlight your problem-solving, communication and conflict resolution abilities. Offer a specific example if you have one.
Sample Answer: I understand that issues inevitably arise when working with multiple stakeholders. If a client expresses dissatisfaction, I would first seek to understand their concerns completely by asking questions and letting them voice frustrations. I would then apologize for their experience, accept accountability for my role, and immediately discuss solutions or next steps to resolve the situation. This may involve reassigning a new candidate or addressing any problems with the current one. Throughout the process, I would maintain professionalism, communicate proactively with all parties, and follow up to ensure the issue is fully resolved to the client’s satisfaction. My goal is to retain the client relationship by addressing problems quickly and delivering satisfactory solutions.
9. Where do you see yourself in 5 years?
Show you have clear goals for professional growth that align with the company’s offerings. Mention interest in leadership, training, specialized staffing services, or managing larger client portfolios for example.
Sample Answer: In the next 5 years, I see myself taking on increasing responsibilities and leadership within Staffmark’s Recruiting and Account Management teams. As I get more familiar with your specialized practice areas and build strong client relationships, I hope to train newer recruiters and be assigned larger client portfolios. I am particularly interested in learning more about Staffmark’s IT and Healthcare staffing services to expand my skill set. I see a career path where over time I can contribute strategic hiring insights, develop new business, and hopefully one day manage a team of recruiters. Staffmark’s national presence offers exciting growth opportunities, and I am eager to demonstrate my value and be considered for advancement roles.
10. How do you stay motivated when working with candidates who seem uninterested or unresponsive?
Emphasize perseverance and discussing the candidate’s needs. Remain calm, patient and focused on making the match. Don’t take it personally.
Sample Answer: I realize some candidates may initially seem disengaged during the placement process for various reasons. When this happens, I take a step back to understand their situation
How to Answer Behavioral Interview Questions Sample Answers
FAQ
What are the five C’s of job interviewing?
