3 Questions You Might Be Afraid to Ask Your Candidates

We’ve all been there either on the candidate side or the recruiter side; asking or answering questions regarding our compensation expectations, employment history,  why we are job hunting, etc. In my experience in Recruiting Recruiters, this is something that I know my candidates experience asking their own candidates on a daily basis. In order to be a successful “career match-maker,” there are a number of questions that we, as recruiters, must address in order to make an ideal match.

Outside of reviewing the basic job requirements, it is key to dig deep and get to know your candidates and the entire overview of their professional background. To start, you have the candidate take you through their employment history and provide insight into their roles and responsibilities. We ask questions like: “Now what about that short-term assignment” or “Why did that 5 year stent end recently”? Make sure to ask your candidates why each assignment ended. This is a good indicator of what the future will look like for your candidate. Will they be a flop after 2 months or are they going to be a long-term placement? It’s all in their background. You have to dig in at least the last 3 opportunities.  Seek out the truth of why they left or were terminated from each position. Ask questions like “Did they leave for a better opportunity? Were they laid off? Fired? Personal reasons?” , etc. Whatever the reason, it’s key in understanding if there is a pattern and if it is worth your time and effort in trying to place this candidate.

One of the toughest questions to ask a candidate is in reference to their compensation. Although, this may be an area where you are inclined to shy away from, it must be asked. Ever have a candidate say, “We can address compensation when we are further along in the process” or “What is the position offering?” This can be very limiting in terms of you making the perfect job match as some clients may have a set budget and others are more flexible. As a recruiter, it is our job to dive deeper and get the candidate to express their target compensation. This could be limiting to the recruiter in doing their job successfully.  Let the candidates know that you are only trying to help them and not fit a square peg into a round hole. You, as their recruiter, are working for them and want to ensure they are happy and successful in accepting an offer. If the compensation requirements and expectations aren’t there, there is no match.

Although there may be a number of other tough questions out there, I find asking for references to be extremely important and not always requested. It’s key to ask for at least a couple of professional references. Not only will this give you a great view into the candidate’s background and professional demeanor, it will also allow you to meet new folks that could be future clients and/or candidates. As recruiter, this could be considered a soft-call. You have a reason for calling, but it will also allow you to pitch your company and services to a potential business partner.

As I recruit recruiters, I’m speaking with folks that understand why I am asking the important and tough questions. Occasionally, I still run into candidates that may be a little more reserved than others. However, as recruiters, it is our job to understand the totality of each candidates experience, where they have been and where they want to be. If you are a more reserved recruiter, I challenge you to step outside your comfort zone and make sure to address all three of these questions in future candidate interviews.

Mandy Vitto is an Internal Recruiter at NSS RPO, a consulting firm that provides on-site and virtual recruiting professionals. Contact NSS RPO to learn about how we can help your organization meet and exceed it’s hiring goals.