Managing a job search? These are the 7 initial questions you should be asking candidates.
Recruiting isn't just about filling an open position; it's about finding the perfect match. One crucial aspect of this process is asking the right questions to glean key insights. Here's a rundown of essential questions (and things to listen for) that can help recruiters and hiring managers alike kick off an effective interview process and pave the way for a successful match.
1. Is this a good time to talk?
Picture being approached with a sales pitch when you're occupied. How does that make you feel? Before you excitedly dive into details, ask your incumbent if this is a good time to talk/if they are available to speak right now. They might be at work and unable to listen, and your haste could create a negative first impression if the individual feels annoyed and unheard. This empathetic approach sets the tone for a positive interaction, fostering a genuine connection.
2. Can you tell me about yourself?
This open ended question empowers candidates to open up, drive the conversation, and share details beyond their resume. This is another opportunity to use active listening techniques and probe deeper based on their responses. Questions like "Can you tell me more about that?" and other follow-up questions help to extract pertinent details.
3. How is your job search going?
Recognizing the unique journey of each individual is crucial. Asking this question lets you know if they are discouraged or motivated and what they will need from you to proceed. You can also use this information to gauge their interest in your role, and whether or not they are likely to accept another opportunity that comes along, helping you determine if you should continue to look for additional candidates.
4. What is the minimum salary you would accept? What is your target salary?
Navigating salary negotiations requires finesse. It's important to emphasize the need to align expectations from the outset. Instead of simply asking how much money they want to make, ask them for a range rather than a fixed figure. Most candidates will shoot for the stars to try and get the highest possible comp, but they might be willing to go lower - so don't disqualify them just yet. Likewise, other candidates may be underselling themselves. Find out if there's a way to align the candidate's goals with the client's offerings to ensure a mutually beneficial arrangement.
5. Why are you looking for work or why did you leave your last role?
Empathy comes into play again here big time, as it's crucial to understand someone's motivation for speaking with you. Are they actively or passively looking? Are they gainfully employed full-time or have they been interviewing for weeks? Are they happy with their current employer or desperately trying to leave? Are they seeking more money or more flexibility, or both? Did they quit their last job, or get fired, or were they part of a workforce reduction? You can use follow-up questions to gain more context and insight about their motivations. You might also make an inference about their loyalty as an employee, and whether or not they will commit to your company or client. Additionally, these questions will give you a glimpse into a person’s professional history and help you identify any red flags (complaining about previous bosses, job-hopping, poor performance, etc.) that might indicate that this candidate isn’t the best fit for the job.
6. What makes you qualified for this position?
This final question encourages you to connect candidate qualifications to the role's specific requirements. Not only do you get to hear more detail about what that candidate considers to be their core competencies, but it’s also a chance to confirm that they have an appropriate understanding of what the role entails. This helps both parties gauge alignment and expectations accurately.
And finally, this question is specific to our recruiter friends:
7. Have you worked with a recruiter in the past?
If so, what was their experience like? This question can unearth valuable insights into preferences and interactions. Maybe they had a negative experience last time, or maybe they've never worked with a recruiter at all! Starting here creates the opportunity to meet candidates where they are and calm nerves because interviews can be stressful! Once you understand their perspective, you can go ahead and tell a short elevator pitch about yourself and the client. Explain the process, how the conversation will go, and what will happen next. Doing this will put candidates at ease so they can be open and honest about their job search. Let them know you are on their side by conveying your support and understanding of their journey.
Remember, flexibility and adaptability are key, and every conversation is going to sound different. Your interview style may be slightly different than your colleague, and both will certainly change over time as you gain more experience. Be sure to tailor your questions to fit the organization's culture and the specifics of the role. Embrace active listening techniques to foster deeper, more meaningful conversation with your candidates. With each interview, you will get closer to finding that perfect match!
Meet the Author
Brittany Robinson
Talent Consultant, Talent Solutions
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Job hunting can be stressful and making a career move can be intimidating. We know all too well. Our team of talent professionals is here to support your search every step of the way. Whether you’re seeking your first full-time gig, looking for contract-to-hire opportunities, or ready to take the next step in your career, we’ve got you covered.