Spherion Staffing & Recruiting Interview Questions
& Process

The interview process included a phone screen, a video interview, and an in-person meeting onsite. The role seemed very focused on handling high volume and servicing multiple clients simultaneously. They got back to me pretty quickly after everything, about two weeks in total.

Had a phone interview, then went to clients for a more in-depth one-on-one with additional questions about the type of opportunities I'm looking for in a position, salary range, commute, etc.

I had applied to this company before and was rejected. A year later, they reached out saying they re-reviewed my resume and wanted to interview me for a CNC operator role. They had me drive 45 minutes to their office, only to tell me they hadn't actually looked at my resume. They said they can't hire summer workers (which was on my resume) and I don't have enough CNC experience. The only other job they had available was in catering. When I politely declined, they insulted me, saying I'd never get a job with my experience and would be better off as a groundskeeper. This whole situation could have been avoided if they'd actually reviewed my resume or at least called me before the in-person interview.

The interview was very friendly, and they seemed interested in my previous accomplishments. They requested a verbal one-year commitment and also promised incentive potential for future profitability through effective recruiting strategies during that time. However, they never delivered on the discussion regarding commission earnings, production increases, or verified overtime pay. Although I was initially hired to replace the existing Generalist, I ended up replacing the Lead Recruiter in February. She had produced approximately 1000 hours the year before I was hired in November. During my time, about 5% of assignment talent were offered permanent employment, which was the biggest retention result from any Recruiter at Spherion Little Rock.