Why it pays off to answer candidate questions

Would you just buy a car/house/any type of electronic equipment without doing the proper research?

That's right, me neither. And the same goes for a candidate's next career step: deciding on your next employer is just as complex a decision as investing a big chunk of money.

I can’t believe that this still needs to be said (especially with today’s ferocious job market), but here goes:

Dear hiring managers and recruiters of 2022: Answering a candidate’s questions and taking the time to give them insights into the role or the company is a must — not a nice-to-have.

Here are 4 simple reasons why:

1???Interviews are a two-way street

As a hiring manager, you are using the interview process to figure out whether a candidate is suitable for the role and the company. And at the same time, the candidate wants to explore whether they think the role and company suits their aspirations. It’s called due diligence, it is done by both parties, and candidates shouldn’t be required to wait in line until they receive an offer before they start asking questions.

Especially when dealing with passive candidates (i.e. any candidate who is not an active job seeker), it's extremely important to make time for their questions. After all, you want something from them (their experience and particular skillset), and they don't know yet if they are interested in what you have to offer (the role and the company/work environment).

2?? When candidates ask questions, it means they care (not the opposite!)

And this is where a hiring manager comes in and rocks a candidate's world. The nature of their question shows you what exactly they care about. This means that as the interviewer/recruiter/hiring manager, you now have an option to pitch the role and the company to them with an angle that is guaranteed to resonate.

Take the time to practice and finetune your "sales pitch" with every candidate you speak to. Find out what resonates with them, and take note of what doesn't. Of course, keep it real, stick to a balanced picture, and don't embellish the facts.

3???When candidates ask (too many) questions, it’s an interviewer's job to re-focus the conversation

Don’t mistake a candidate asking “too many questions” as an issue — or as a strategy to side-track the actual interview. When an interviewer is overwhelmed by “too many questions”, then 9 out of 10 times it's a time-management issue that stems from the inability to stick to a clear agenda.

If this sounds like you, then practice laying out the agenda and timestamps at the start of the interview (e.g. use 40 mins for the interview and 20 mins for questions). If you run out of time, suggest scheduling a separate call. That time investment is the cost of hiring - and it usually comes with a decent return.

4???If you don’t offer candidates a glimpse into the sausage factory, they’ll go elsewhere

Many candidates (especially great ones) have a plethora of options. And they will be just as picky with their next workplace as you are with your next hire.

And don't assume that an employee should be "sold" on the opportunity from the get-go, just because your company is a renowned employer or a top player in its field.

That's why many employers understand the importance of making the interview process a two-way street: they put the emphasis on tailored candidate experience rather than referring candidates to fluffy articles, "Best Place to Work" awards, curated career pages and the likes. Any employer that fails to open up will either have a tough time hiring, and/or receive some glaring reviews on Glassdoor or similar platforms.

In summary: Answering a candidate's questions before the end of an interview or taking the time to jump on a sell-call allows you to sell, set expectations and generate engagement. This heightened engagement will either allow you to hire the candidate more easily, or in case you decide to go separate ways, your effort will not go unnoticed and contribute towards your employer brand.

So next time you have a "curious" candidate, see it as an opportunity, and not a blocker.