As a candidate, you should be asking yourself these same questions. Your answers will help the recruiter understand what kind of job you want to do and how well-suited it is to your skillset.

1. What are your career goals?
2. What are your salary expectations?
3. How much notice does this role require for me to start work (or at least receive an offer)?
4. Is there any flexibility in my schedule (eg. would I be able to work from home)?

This question is a great way to get a sense of the candidate's motivations. Why are you interested in this particular position? What do you like about it? What are some things that would make this job more appealing to you? How does your background fit with what they're looking for in a candidate?

Asking these questions will help the recruiter understand if the candidate has any experience or qualifications that could land them an interview with the company, which can lead to getting hired or not being hired (and potentially wasting everyone's time).

More often than not, an applicant tracking system will choose a resume if it contains keywords found in the job description. However, if the ATS disapproves, it'll never reach HR or the recruiter.

You should carefully read the job description and select relevant keywords to include in your resume. Instead of putting the keywords in a separate list or paragraph, it's ideal for sprinkling them throughout your resume.

The skills and attributes that define you are your strongest and weakest. Your strengths are the things that make you, well, you. They're the skills or traits that come naturally to you and help keep your company running smoothly.

Your weaknesses can be anything from a lack of organization to an inability to handle project workloads efficiently. The best way to pinpoint them is by asking yourself: "What am I not good at?"

It's also important for recruiters to understand how their candidate thinks when it comes down to making decisions on projects—especially if they're interviewing someone new who could potentially work with them on a team someday (like an intern).

It's important to know what you're worth. If a recruiter asks for a specific salary, don't be shy about negotiating. You should also do your research on the region and type of job so that you can tell them why it is important to you and how much experience makes up for the lack of experience in this position.

The question “How long can you work?” is often asked during the screening process. This is a good question because it gives employers an idea of how much flexibility they will have in scheduling and making sure that you are available to start working as soon as possible. Its also important to know when notice is required from candidates who have commitments outside of their job responsibilities, such as family emergencies or travel plans (e.g., for vacation).

Your hobbies and interests are important to mention because they can show that you have a strong work ethic. If you have the time, it's also a good idea to show off your personality by sharing something from your life that is quirky or unique. You should be open about your hobbies so that the recruiter will know what makes you tick in terms of things like video games or music, but don't go too far into detail (eg. “I love playing call of duty”).

The answer to this question is key for a lot of reasons. First, it gives the recruiter an idea of what you have accomplished in your career so far. This can help them determine if your experience matches their companys needs and goals.

Second, by asking this question, recruiters can see how much self-awareness and introspection you possess as a candidate and whether or not those qualities would translate well into working at their organization.

If you have any questions for your interviewer, be sure to ask them. This will show that you are interested in the job and allows you to ask questions that are important to you.

You should have at least one question prepared so that when it comes time for questions, there is something that fits into your overall strategy for finding out about the company's culture and expectations for their employees.