Interview guide · Staffing agency roles
Staffing agency interview questions
In short
Staffing agency interview questions are the questions an agency recruiter asks temporary, temp-to-hire and contract candidates before placing them with a client. They check availability, transportation, skills, reliability and how the person handles new workplaces. Here are 31 questions with what each reveals, what a strong answer includes, red flags, sample answers, a scorecard and legal do's and don'ts.
A temp agency interview is short and practical. The recruiter is trying to answer four things in 15 to 25 minutes: can this person do the kind of work our clients order, will they show up on time at a site they have never seen, are they open to the shifts and locations we actually have, and will they represent the agency well. The client will judge the agency on whoever walks through the door on day one, so the recruiter's screen is the only quality control between an applicant and a client's floor.
Use the questions below as a bank, not a script. A light industrial screen leans on availability, physical demands and safety. A clerical or customer service screen adds software and communication. A professional contract screen looks more like a normal interview with extra questions on contract length and rates. Whatever the vertical, ask the same core questions of every candidate for the same type of order and score them the same way. That keeps screening fair, makes it defensible, and lets you compare candidates when ten people apply for four spots.
What these questions assess
- ReliabilityNo-shows and early quits are the biggest cost for agencies and the main reason clients switch vendors. Past attendance and how candidates plan transport predict it better than enthusiasm.
- Flexibility on shifts and sitesAgencies fill what clients order: nights, weekends, short notice and different locations. Candidates whose availability matches open orders get placed and stay busy.
- Relevant, verifiable skillsForklift experience, typing speed, software or customer service history must be real. Overstated skills lead to removals in the first hour.
- Adaptability to new workplacesTemps start at unfamiliar sites with new supervisors and rules. People who ask questions, follow instructions and fit in quickly do well.
- Honest communicationCandidates who tell the agency when they cannot make a shift or when an assignment is not working are easier to redeploy and keep.
Availability and logistics
Which shifts can you work: first, second, third, weekends? Are there any you cannot do?
- Why ask it
- Availability is the first filter for every order. It must be specific.
- A strong answer
- Clear days and hours, including limits, such as 'any day shift, weekends yes, no overnights because of school'.
- Red flags
- Says 'anything' and later turns down every non-day shift.
How will you get to work, and how far are you willing to travel?
- Why ask it
- Transportation is the most common cause of first-day no-shows.
- A strong answer
- Names a reliable method and a backup, gives a realistic commute range, and knows the bus schedule if relying on transit.
- Red flags
- No plan, or relies on a ride they have not confirmed.
When can you start, and how much notice do you need?
- Why ask it
- Many orders start the next day.
- A strong answer
- Gives a specific date and is honest about current commitments.
- Red flags
- Says tomorrow but is still working another job with notice to give.
Are you looking for short assignments, long-term temp work, or something that could become permanent?
- Why ask it
- Matching goals to assignment type improves retention.
- A strong answer
- Clear preference with reasons, and openness to other types if work is available.
- Red flags
- Wants only permanent work but applies for a two-week event assignment.
What hourly pay do you need to accept an assignment?
- Why ask it
- A pay floor that is far above the open orders wastes time on both sides. Ask about expectations, not past salary, since many states and cities ban salary history questions.
- A strong answer
- Gives a realistic number for the type of work, and says what would make a lower rate acceptable, such as hours or location.
- Red flags
- Insists on a rate far above market for entry-level work with no flexibility.
How many hours a week do you want to work? Are you open to overtime?
- Why ask it
- Some orders need 50-hour weeks during peak, others are part-time.
- A strong answer
- A clear range and openness to overtime if it applies.
- Red flags
- Unclear, or wants full-time hours but has limited availability.
Are you authorized to work in the United States?
- Why ask it
- This lawful form of the question confirms eligibility without asking about citizenship or national origin. Form I-9 verification happens after hire.
- A strong answer
- A simple yes, or a clear explanation of current authorization.
- Red flags
- Not a red flag to answer no; it simply means the candidate cannot be placed. Never ask for documents at this stage.
Work history and skills
Tell me about your last two jobs: what you did on a typical day and why you left.
- Why ask it
- Gives real context for skills and reasons for leaving.
- A strong answer
- Specific duties, equipment or software used, team size, and a reasonable reason for leaving.
- Red flags
- Vague duties, or several jobs left after conflicts with supervisors.
What equipment have you operated, and do you have any current certifications?
- Why ask it
- Forklift, pallet jack, scanner, or certification needs are common in industrial orders. Ties in with our warehouse interview questions.
- A strong answer
- Names the equipment types (sit-down, stand-up, reach truck, order picker), how long, and current certification details.
- Red flags
- Says 'forklift' but cannot describe the type or the safety check.
Which computer programs do you use comfortably, and how fast do you type?
- Why ask it
- Clerical and call center orders often have minimum requirements.
- A strong answer
- Specific software and tasks, honest typing speed, willingness to take a skills test.
- Red flags
- Claims expert level and avoids testing.
This job involves standing for a full shift and lifting up to 50 pounds. Can you perform these tasks, with or without reasonable accommodation?
- Why ask it
- This is the lawful way to ask about physical requirements. It describes the job and asks about ability, not health.
- A strong answer
- Answers yes or asks about accommodations. May describe similar past work.
- Red flags
- None from the answer alone. Never ask about medical conditions or injuries before an offer.
Have you worked through a staffing agency before? How did it go?
- Why ask it
- Prior agency experience shows understanding of temp work.
- A strong answer
- Describes assignments, what they liked and disliked, and why they are looking now.
- Red flags
- Walked off assignments without telling the agency.
What is the most physically or mentally demanding job you have had, and how did you handle it?
- Why ask it
- Shows realistic expectations about tough assignments.
- A strong answer
- A specific job and specific coping strategies.
- Red flags
- Has never done demanding work but applies for heavy industrial orders without understanding them.
Are you comfortable working in hot, cold, loud or fast environments?
- Why ask it
- Warehouses, cold storage and production lines have real conditions that cause early quits.
- A strong answer
- Honest about preferences, with examples.
- Red flags
- Agrees to everything, then quits after the first shift in a freezer.
Reliability and attendance
Tell me about a time you could not make it to work. What did you do?
- Why ask it
- Everyone has emergencies. What matters is how they communicated.
- A strong answer
- Called ahead, followed the attendance process, and made up the time where possible.
- Red flags
- Did not call, or sees no-call no-shows as normal.
If a supervisor at the client site asks you to stay two hours late, what do you do?
- Why ask it
- Temps report to client supervisors but are employed by the agency.
- A strong answer
- Stays if possible, makes sure the hours are recorded, and lets the agency know if it becomes a pattern.
- Red flags
- Refuses without discussion or agrees to work off the clock.
How do you make sure you get to a new site on time on the first day?
- Why ask it
- First-day lateness is common and avoidable.
- A strong answer
- Checks the route ahead, plans to arrive early, saves the contact number and address, and confirms details with the agency.
- Red flags
- Plans to look it up that morning.
If you decide an assignment is not right for you, what would you do?
- Why ask it
- Walking off an assignment damages the agency's client relationship.
- A strong answer
- Calls the agency, explains why, and finishes the agreed shift or week while the agency finds a replacement.
- Red flags
- Would simply stop showing up.
How do you stay reliable when assignments change every few weeks?
- Why ask it
- Temp work involves change; reliability must survive it.
- A strong answer
- Keeps their phone on, responds quickly to the agency, and treats each assignment as a job worth doing well.
- Red flags
- Treats short assignments as unimportant.
What would a past supervisor say about your attendance?
- Why ask it
- Prompts honesty and gives something to check in references.
- A strong answer
- A specific, credible answer, and willingness to share a reference.
- Red flags
- Avoids the question or offers no references.
Workplace scenarios
On your first day, the supervisor is busy and nobody explains your task. What do you do?
- Why ask it
- Common situation for temps. Tests initiative and communication.
- A strong answer
- Politely asks the supervisor or a lead for instructions, watches what others do, and calls the agency if nobody helps.
- Red flags
- Waits all day or leaves.
You notice something unsafe, like a blocked fire exit or a damaged forklift. What do you do?
- Why ask it
- Agencies share responsibility for temp safety.
- A strong answer
- Reports it to the supervisor right away, does not use damaged equipment, and tells the agency if nothing changes.
- Red flags
- Ignores it to avoid trouble.
A permanent employee at the client site is rude to you. How do you handle it?
- Why ask it
- Temps sometimes face friction with permanent staff.
- A strong answer
- Stays professional, focuses on the work, and tells the supervisor or the agency if it continues or becomes harassment.
- Red flags
- Responds aggressively.
You finish your task early. What do you do?
- Why ask it
- Shows work ethic and initiative.
- A strong answer
- Asks the supervisor for more work or helps teammates.
- Red flags
- Waits on their phone until someone notices.
Your timecard shows fewer hours than you worked. What do you do?
- Why ask it
- Tests honesty and knowledge of the process.
- A strong answer
- Tells the agency quickly with the details, keeps their own record of hours, and follows the correction process.
- Red flags
- Says nothing and quits angry, or tries to fix it informally with a friend.
If you were injured on an assignment, what would you do?
- Why ask it
- Prompt reporting matters for the worker's care and for workers' compensation.
- A strong answer
- Tells the supervisor immediately, gets care, and calls the agency the same day.
- Red flags
- Would wait days or hide the injury.
Temp-to-hire and professional contract candidates
If this assignment became a permanent job offer, what would make you accept or decline?
- Why ask it
- For temp-to-hire orders, motivation to convert matters to the client.
- A strong answer
- Specific factors such as pay, schedule, team or benefits, and real interest in the client's work.
- Red flags
- Plans to leave once a better temp job appears.
For contract roles, what length of contract are you looking for, and are you open to extensions?
- Why ask it
- Contractors who leave mid-project hurt the agency's client relationship.
- A strong answer
- Clear preferences and commitment to finish the contract.
- Red flags
- Looking at several offers and would leave a contract early for a higher rate.
Are you interviewing with other agencies or clients right now? Has your resume been sent anywhere for this role?
- Why ask it
- Duplicate submittals to the same client create disputes between agencies.
- A strong answer
- Honest about other processes and where they have been submitted.
- Red flags
- Does not remember where they applied.
What kind of team and manager do you work best with?
- Why ask it
- Helps match candidates to client culture.
- A strong answer
- Specific preferences grounded in experience.
- Red flags
- Only negative comments about past managers.
What would you like the agency to do for you while you are on assignment?
- Why ask it
- Sets expectations and builds a long-term relationship.
- A strong answer
- Clear asks such as check-ins, help with the next assignment, or feedback.
- Red flags
- Expects to be placed without any input or communication.
Sample answers
I'd call my recruiter first, before I said anything at the site. I had this happen last year at a cold storage warehouse. The work was fine, but the freezer section gave me bad headaches by the end of the shift. I called the agency on my lunch break the second day, explained, and said I'd finish the week so they had time to find someone. They moved me to a packing line at a different warehouse the next Monday. I know if I just stop showing up, the agency looks bad and they probably won't call me again, so I'd rather be upfront and give them time.
I have my own car, a 2015 sedan that's in good shape. I'm comfortable driving up to about 35 minutes each way, so the industrial park off the highway is fine. If the car is ever in the shop, my brother works near there on first shift and has driven me before, and there's also the number 12 bus that stops about a 10-minute walk from most of the warehouses there. For an early start I'd drive the route the day before so I know where to park and which entrance to use.
Interview scorecard
| Competency | Weight | Strong (4–5) | Weak (1–2) |
|---|---|---|---|
| Availability match | 25% | Specific shifts, start date and commute that fit open orders. | Vague or narrow availability that matches few orders. |
| Reliability and attendance | 25% | Credible attendance history, transport plan with backup, communicates absences. | No transport plan, past no-call no-shows or walked off jobs. |
| Job skills | 20% | Relevant skills and certifications described in detail and willing to test. | Overstated skills or cannot describe the work. |
| Adaptability and workplace judgment | 15% | Sensible answers on new sites, safety and conflict. | Passive or confrontational responses to common scenarios. |
| Communication and professionalism | 15% | Clear, honest and respectful throughout the screen. | Evasive, late for the interview or dismissive. |
Score each competency from 1 to 5 straight after the interview, before discussing the candidate with anyone else, then multiply by the weight.
How to run a temp agency interview
Most agencies use a two-step process. A short screen, by phone or text-based questions, confirms availability, transport, pay expectations and basic skills; the phone screen questions page has a good starting set. Candidates who pass come in, or join a video call, for a 15 to 25 minute interview, skills tests where relevant, and onboarding paperwork. For high-volume industrial orders, many branches combine the interview and onboarding into one visit so a candidate can leave ready to work.
Pick six to ten questions from this page for each order type and use them with every candidate for that type. Score each answer on a simple 1 to 3 scale against the scorecard, then rank. Agency recruiters often decide in seconds based on how someone talks or dresses; structured scoring keeps the decision about reliability and skills. The staffing recruiter interview questions page covers how to evaluate the recruiters who run these screens, and our staffing agency glossary entry explains the temp, temp-to-hire and direct-hire models.
Legal do's and don'ts for agency screens
Agency recruiters ask questions on behalf of clients, and both the agency and the client can be liable for discrimination. Ask about the job, not the person's background.
- Do ask whether the candidate can work the scheduled shifts. Don't ask about children, childcare, pregnancy, marital status or religion.
- Do ask "Are you authorized to work in the United States?" Don't ask about citizenship, birthplace or accent, or ask for documents before hire.
- Do describe physical tasks and ask whether the candidate can perform them, with or without reasonable accommodation. Don't ask about disabilities, medical history or past workers' comp claims before an offer.
- Do ask about pay expectations. Don't ask about salary history in states and cities that ban it.
- Do follow FCRA consent rules for background checks and your state's rules on criminal history questions, since many states and cities have ban-the-box laws.
If a client asks for workers of a certain age, sex, race or national origin, the answer is no. Rules vary by state and city, so check local requirements.
Screening at volume
A branch filling 50 warehouse starts a week may screen 150 or more candidates. Automate the parts that are the same for everyone: availability, shift preferences, transport, pay expectations, certifications and work authorization can be asked by text or online form before a recruiter speaks to anyone. Keep the recruiter's time for the questions that need judgment: reliability history, workplace scenarios and anything unusual in the answers.
Track what predicts success. Compare screening answers with first-week show rates and assignment completion, and drop questions that do not predict anything. Candidates who complete their first assignment are worth calling first for the next order, so record performance and redeployment history alongside the screen.
Frequently asked questions
What questions do staffing agencies ask candidates?
Agencies ask about availability, shifts, transportation, start date, pay expectations, recent jobs and skills, equipment and software experience, attendance history, how candidates handle new workplaces, and whether they are open to temp-to-hire roles.
How long is a temp agency interview?
Usually 15 to 30 minutes, often followed by skills tests and onboarding paperwork. Professional contract interviews can take longer and may include a separate client interview.
What should a temporary worker say in an agency interview?
Be specific about availability, transportation and skills, give honest examples of attendance and past jobs, and say what kind of assignments you want. Agencies place candidates who are clear and reliable.
Can a staffing agency ask about criminal history?
It depends on the state and city. Many places restrict criminal history questions on applications or until after a conditional offer. Background checks require written consent under the FCRA and an adverse action process if results are used.
Do staffing agencies do skills tests?
Often, yes. Typing, software, math, forklift and customer service assessments are common, depending on the order. Tests should be job-related and given to every candidate for that type of order.