Comments on: 10 Questions to Ask Candidates About the Interview http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 00:41:59 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Keith Halperin http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/comment-page-1/#comment-3347 Keith Halperin Wed, 02 Jan 2008 04:49:00 +0000 http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/#comment-3347 Ask these questions and you should minimize surprises for you and the hiring manger. Keith Halperin ........................................... NOTES 1) Are you able to work fulltime in the United States without sponsorship? 2) What is your availability for (what days/times can you have a): Phone interview Face-to-face interview Start Date 3) Where are you in your career search (starting, interviews, offers)? If you have an offer(s), how soon do you need to notify the offering company(es) of your decision? What are the terms of your offer(s)? 4) Why are you looking for new career opportunities? 5) What kind of compensation do you have? What kind of compensation do you want? Salary: $ Bonus: $ Stock Options 6) How much vacation do you currently receive? 7) How far (miles/minutes) are you willing to commute to work? What percentage of time are you able to travel outside the area? 8) What do/did you do in work on a day-to-day basis? 9) What are your strengths? 10) What is your supervisory background (if any)- How many people have you supervised at any one time? 11) What are your weaknesses or areas of development? 12) What do you like/want in your work- what would an ideal job description be for you? 13) What do you NOT like/want in your work? Ask these questions and you should minimize surprises for you and the hiring manger.

Keith Halperin

…………………………………….

NOTES

1) Are you able to work fulltime in the United States without sponsorship?

2) What is your availability for (what days/times can you have a):

Phone interview

Face-to-face interview

Start Date

3) Where are you in your career search (starting, interviews, offers)?

If you have an offer(s), how soon do you need to notify the offering company(es) of your decision?

What are the terms of your offer(s)?

4) Why are you looking for new career opportunities?

5) What kind of compensation do you have? What kind of compensation do you want?

Salary: $

Bonus: $

Stock Options

6) How much vacation do you currently receive?

7) How far (miles/minutes) are you willing to commute to work?

What percentage of time are you able to travel outside the area?

8) What do/did you do in work on a day-to-day basis?

9) What are your strengths?

10) What is your supervisory background (if any)- How many people have you supervised at any one time?

11) What are your weaknesses or areas of development?

12) What do you like/want in your work- what would an ideal job description be for you?

13) What do you NOT like/want in your work?

]]> By: Stephen Shearman http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/comment-page-1/#comment-3337 Stephen Shearman Thu, 27 Dec 2007 11:05:00 +0000 http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/#comment-3337 Scott- great information. Well done. Very useful. Thanks. I had never heard of 'feed it forward', but it makes sense. What a great team building/coaching tool in today's candidate driven market where busy Hiring Mgrs are more focused on fighting the hourly/daily front line operational battles instead of using/improving soft interviewing (garrison) skills using deep talent management enhancing interviewing skills; listening, probing, influencing, involvement and time. An organization that ?feeds it forward? must be very progressive and very successful at integrating and installing a talent management program/strategy. Bravo to that company. Ross: Great additional $1000 question: ?how does this compare to other opportunities considering?? As a current job seeker myself (my profession is recruiter/sourcing and I am taking detailed notes of my experiences on the other side of the fence) knee deep interviews I am amazed that so many interviewers fail to ask candidates your question, which shows their lack of understanding of today?s candidate driven market place where the talented always keeps an additional option card in the works. It?s the unprepared interviewer who ?thinks? he/she has the upper hand on dealing with the new talented active/passive job seeker. What a waste of time when an interviewer leaves an interview and goes back into consultation without knowing if the candidate is considering other options and what it would take to secure the candidate if chosen. This kind of ?arrogant? interviewer must have a sales ratio through the roof ? all the result of not asking a key question and that today?s talented candidates have options and an interview is a two way street. Great posting. Thanks Scott- great information. Well done. Very useful. Thanks. I had never heard of ‘feed it forward’, but it makes sense. What a great team building/coaching tool in today’s candidate driven market where busy Hiring Mgrs are more focused on fighting the hourly/daily front line operational battles instead of using/improving soft interviewing (garrison) skills using deep talent management enhancing interviewing skills; listening, probing, influencing, involvement and time. An organization that ?feeds it forward? must be very progressive and very successful at integrating and installing a talent management program/strategy. Bravo to that company.

Ross: Great additional $1000 question: ?how does this compare to other opportunities considering??
As a current job seeker myself (my profession is recruiter/sourcing and I am taking detailed notes of my experiences on the other side of the fence) knee deep interviews I am amazed that so many interviewers fail to ask candidates your question, which shows their lack of understanding of today?s candidate driven market place where the talented always keeps an additional option card in the works. It?s the unprepared interviewer who ?thinks? he/she has the upper hand on dealing with the new talented active/passive job seeker. What a waste of time when an interviewer leaves an interview and goes back into consultation without knowing if the candidate is considering other options and what it would take to secure the candidate if chosen. This kind of ?arrogant? interviewer must have a sales ratio through the roof ? all the result of not asking a key question and that today?s talented candidates have options and an interview is a two way street. Great posting. Thanks

]]> By: Sean Sweet http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/comment-page-1/#comment-2897 Sean Sweet Thu, 28 Jun 2007 06:33:00 +0000 http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/#comment-2897 In my agency days (am corp now), it was absolute protocol to meet a candidate in person for 30 to 45 minutes prior to a client interview - review the position, discuss the interviewer(s) background and company details, as well as doing trial closes and deep dives for red-flags. Often times, we sat in interviews (as passive listeners), which allowed us to easily meet one on one with the candidate after the interview to get real time feedback and chart next steps. May seem like overkill (a 2 to 3 hour investment on both the recruiter and candidate's part), but made for maximal 'candidate control' and stood us out from our competitors when it came to customer service and perceived knowledge and caring. Clients appreciated it, too, allowing up to bill 5 to 10 points above our competitor's rates. Our placements stuck. Cheers, Sean In my agency days (am corp now), it was absolute protocol to meet a candidate in person for 30 to 45 minutes prior to a client interview – review the position, discuss the interviewer(s) background and company details, as well as doing trial closes and deep dives for red-flags.
Often times, we sat in interviews (as passive listeners), which allowed us to easily meet one on one with the candidate after the interview to get real time feedback and chart next steps. May seem like overkill (a 2 to 3 hour investment on both the recruiter and candidate’s part), but made for maximal ‘candidate control’ and stood us out from our competitors when it came to customer service and perceived knowledge and caring. Clients appreciated it, too, allowing up to bill 5 to 10 points above our competitor’s rates. Our placements stuck.

Cheers,
Sean

]]> By: Ross Clennett http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/comment-page-1/#comment-2896 Ross Clennett Wed, 27 Jun 2007 12:12:00 +0000 http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/#comment-2896 There was one question missing that I believe is crucial and that question is 'from what you know of this opportunity how does it compare to your current role and other opportunities you are considering?' You may receive extremely positive answers to all 10 of the questions that Scott suggests but if there is another opportunity that the candidate likes better then you've got some work to do! In other words, it is the candidate's RELATIVE interest not ABSOLUTE interest in the position, that is the most critical information for the recruiter to know before the next step is taken. There was one question missing that I believe is crucial and that question is ‘from what you know of this opportunity how does it compare to your current role and other opportunities you are considering?’

You may receive extremely positive answers to all 10 of the questions that Scott suggests but if there is another opportunity that the candidate likes better then you’ve got some work to do! In other words, it is the candidate’s RELATIVE interest not ABSOLUTE interest in the position, that is the most critical information for the recruiter to know before the next step is taken.

]]> By: Marie Romano http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/comment-page-1/#comment-2895 Marie Romano Wed, 27 Jun 2007 03:03:00 +0000 http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/#comment-2895 Too often, our industry's 'professionals' tend to undermine the importance of closing the candidate. In fact, if we're doing our job as recruiters and submitting the right candidates in the first place, more choices lie with the candidates than with our clients. Once we close our candidates we then know our action. Too often, our industry’s ‘professionals’ tend to undermine the importance of closing the candidate. In fact, if we’re doing our job as recruiters and submitting the right candidates in the first place, more choices lie with the candidates than with our clients. Once we close our candidates we then know our action.

]]> By: Derek Brightman http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/comment-page-1/#comment-2894 Derek Brightman Wed, 27 Jun 2007 02:52:00 +0000 http://www.ere.net/2007/12/27/10-questions-to-ask-candidates-about-the-interview/#comment-2894 Scott, I have been using a similar form of debriefing candidates for most of my career. In fact, when prepping a candidate for an interview with a client, I always make sure to instruct them to give me a call after the interview is over so I can get their feedback. I let them know that I need to hear from them before I follow-up with the hiring manager so that I am prepared for anything he might say. Speaking with the candidate allows me to fill in any information gap I might have about the client's interview process. Also, if there have been any changes to the job requirement that have not been passed on to me, that information often comes out in the interview. On the candidate side, it allows me to pre-close a candidate and find out what else they have in their pipeline. As you mentioned, it will also give me a chance to address any negative impressions created during the interview process. Lastly, the candidate's diligence in reporting back to me is a great measure of his interest and what I should expect from him going forward. I thought this article was well written, and I have shared it with my colleagues. Thanks Derek Brightman 212-687-4050 x 350 Scott,

I have been using a similar form of debriefing candidates for most of my career. In fact, when prepping a candidate for an interview with a client, I always make sure to instruct them to give me a call after the interview is over so I can get their feedback. I let them know that I need to hear from them before I follow-up with the hiring manager so that I am prepared for anything he might say. Speaking with the candidate allows me to fill in any information gap I might have about the client’s interview process. Also, if there have been any changes to the job requirement that have not been passed on to me, that information often comes out in the interview.
On the candidate side, it allows me to pre-close a candidate and find out what else they have in their pipeline. As you mentioned, it will also give me a chance to address any negative impressions created during the interview process. Lastly, the candidate’s diligence in reporting back to me is a great measure of his interest and what I should expect from him going forward.
I thought this article was well written, and I have shared it with my colleagues. Thanks

Derek Brightman
212-687-4050 x 350

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