When a recruiter calls, you have a unique opportunity to flip the script and gain a deeper understanding of the role by asking revealing questions.
Is this a job you really want?
And is the recruiter equipped to provide you with the insights you need?
The first question can reveal their level of knowledge about the role.
"Have you placed people with this manager before, and in the same role?"
The relevance of some of the more probing questions depends on the recruiter's familiarity with the manager and the position. If they lack direct experience, their answers may be limited.
Nevertheless, these questions can serve as a guide to uncovering the true requirements and needs of the role on offer.
And before you interview with the hiring manager.
General Questions:
- Hiring Timeline: "What is the anticipated timeline for filling this position?"
- Interview Process: "Can you describe the interview process? How many rounds are there, and who will I be meeting with?"
- Role and Background: "Is this a new role or is it replacing an existing position?”, “Can you tell me why the previous person left?”. “Why was this position created and why is it being filled now?"
- Empowerment: "Does your company have a culture of empowerment, where employees are encouraged to take initiative and make decisions?"
- Mobility: "Does your company actively promote from within?", “Do managers actively recommend, sponsor or refer their reports to other internal jobs?”
- Viability of Role: “Is this position currently funded and approved or speculative?”
Company Questions:
- Company Culture (values and standards): "How would you describe the company culture?", "Can you describe the company's core values and mission?”, “What are the key characteristics or values that define your company?”, “How are these values reflected in the day-to-day operations?"
- Flexibility: "What is the company's stance on work-life balance?”. “What is the WFH policy?”, “Do you provide paid personal and sick days?”, “Are there any specific policies or initiatives in place to support employees?"
- Feedback and Recognition: "How does the company encourage feedback and recognition among employees?”, “Are there any formal systems in place for providing and receiving feedback?", “Is there a formal corporate award or reward program?”?
- Company Events and Activities: "What kind of company events or activities are organised? How does the company foster a sense of community and belonging among employees?"
- Career Development: "How does the company support career development and advancement? Are there opportunities for mentorship, training, or professional development?"
- Reference Check: "Would I be able to speak with someone on the team who currently holds a similar position?"
Job-Specific Questions:
- Desired Qualities: "What qualities or skills are you looking for in a candidate for this role?"
- Reporting Structure: "Who would I report to, and what can you tell me about their experience and leadership style?", "How does their style impact individual autonomy and authority?"
- Daily Responsibilities: "Can you provide more details about the daily responsibilities of this role?”, “What will I be doing on a day-to-day basis?”
- Resources: “What resources or support can I expect and from whom?”
- Accountability and Autonomy: “Will I be expected to participate in improving my role?”, "Will I be able to set my own deadlines and priorities within the role?”, “Am I able to adjust my workload based on changing circumstances?", “Will I be able to recommend and/or initiate change in my work environment?”
- Projects and Initiatives: "Will I be involved in initiating or leading projects or initiatives, or am I primarily responsible for executing tasks assigned by others?"
- Problem-Solving: "How does the manager typically approach solving problems or challenges that arise?”, “Do I have the freedom to experiment with different solutions?"
- Meetings: “How many meetings will I be expected to attend per week?”
- Work Environment: "How would you describe the working environment?”, “What is the pace of the workflow?”, “Is the environment dynamic with ever changing defined priorities or ambiguous priorities or process-oriented?”
- Team Dynamics: "How collaborative is your team, and how much input do team members have in decision-making?", “Do team members collaborate with cross functional teams?”
- Stakeholders: “What stakeholders will I be interfacing with, reporting to?”,? “What are their expectations?”
- Tactical vs. Strategic work: "Can you estimate the percentage breakdown of the tactical and strategic aspects of this role?"
- Performance reviews: “Are there regular formal reviews or do I need to initiate?”, “Will there be team and/or divisional performance reviews?”
- Benefits and Bonus: “What benefits are provided?”, “What is the bonus structure?”
- Salary Range: "What is the salary range for this position?"
Candidate Questions:
- Qualifications Concerns: "Do you have any concerns about my qualifications or experience based on my resume?"
- Performance Expectations: "What are the key objectives or expectations for the first six months and one year of employment?"
By asking these questions, you can gain a comprehensive understanding of the role, company, and team, and assess if it's a good fit for your career goals.
What to do after the call?
If you're interested in pursuing the job then do some research on the company and reach out to current and past employees to verify the recruiters veracity.
Armed with this knowledge you'll be better prepared for an interview with the hiring manager.
What questions do you ask?
Until next time—be agile.
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