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17 Important Recruiter Questions for Hiring Managers

Kelly Lee
Digital Content Specialist


Relating to recruiting, the “satan is within the particulars.” All it takes is one piece of misinformation, one lapse in communication, or one missed alternative to “upset the apple cart.” (What number of idioms is he going to make use of, for crying out loud?)

That’s why recruiters should ask numerous questions. They need to ask candidates numerous questions. They usually should ask their purchasers numerous questions. In the event that they don’t, they put themselves in danger for having dangerous data, misinformation, or no data. All of that results in no placements and a tragic recruiter.

Nonetheless, it’s not the truth that recruiters should ask numerous questions. Additionally they need to know which inquiries to ask. They usually need to know when to ask them. This is only one of many causes that recruiting is NOT a straightforward career.

With this weblog publish, although, we’re going to deal with inquiries to ask a hiring supervisor as a recruiter. In different phrases, we’ll be addressing the consumer aspect of the equation. The consumer aspect is particularly necessary. That’s as a result of the consumer is the one that provides you the job order, and with out a job order, there isn’t any placement.

As you may think, there are a LOT of issues that hiring managers and recruiters should focus on previous to a search. (Heck, there are a LOT of issues they have to focus on throughout the search, too.) The commonest recruiter consumption assembly questions fall roughly into 4 classes:

  1. Questions in regards to the job order
  2. Questions in regards to the firm itself
  3. Questions on potential candidates
  4. Final however not least, questions in regards to the course of

There are different questions that recruiters can ask hiring managers, however we’ll get into all that. First, although, let’s deal with these 4 classes one after the other.

Inquiries to ask the hiring supervisor when taking a job order

Hooray! You’ve been given a job order. Now you’ll be able to run just like the wind, proper? Improper. Now’s the time to ask a bunch of questions and totally qualify the job order. When you don’t, you then’ll be embarking upon a wild goose chase. Your consumer doesn’t need you to supply wild geese. They need you to supply “purple squirrels.”

The start of the method if one of the best time to ask questions. That’s as a result of the solutions you obtain can save you numerous in the best way of time, vitality, and energy in a while. Extra questions now = fewer complications later. With that in thoughts, under are recruiter inquiries to ask the supervisor when taking a job order:

  • How lengthy has this place been open?
  • Is there a excessive diploma of urgency related to this place?
  • What are the consequence of this place not being crammed?
  • What have you ever carried out to this point to attempt to fill this place?
  • What channels have you ever used to supply expertise?
  • What’s the wage scope?
  • How versatile is the wage?
  • What about this place would compel prime candidates to contemplate it?
  • What profession path is out there for an individual on this place?

Questions for recruiters to ask hiring managers in regards to the firm

Okay, now that the questions in regards to the job order are out of the best way, let’s transfer to the following stage. The place itself is only one a part of the equation. Candidates, particularly prime candidates, make a transfer for extra than simply the place. Additionally they make a transfer as a result of in addition they wish to work for the group. Prime candidates don’t make a transfer only for a job; they make a transfer in the event that they imagine it’s going to profit in the long run.

So it’s your job to seek out out as a lot as you’ll be able to in regards to the firm, in addition to the place. With that in thoughts, under are questions for recruiters to ask hiring managers in regards to the firm:

  • How giant is your staff presently?
  • What’s your hiring plan over the following 12 months?
  • How do you presently measure the standard of your hires?
  • How would you describe the corporate tradition?
  • How have you ever discovered the present prime performers at your organization?
  • How lengthy do your hires keep on common?
  • What has your turnover been like throughout the previous 12 months?
  • Why did your final worker depart the group?
  • Why do folks stick with our group?
  • What perks or advantages does your group provide to its workers?

Questions recruiters ought to ask purchasers in regards to the candidate

However wait, there’s extra! Sure, you’ve requested questions in regards to the job order. And sure, you’ve requested questions in regards to the firm. However now it’s time to deal with the difficulty of the perfect candidate. Or extra precisely, the hiring supervisor’s concept of what the perfect candidate seems to be like. As a result of that’s what you want to know for those who’re going to determine, recruit, and current such a candidate. Mainly, you should match what’s within the hiring supervisor’s thoughts with what you’ll be able to present.

So that you guessed it: listed here are questions recruiters ought to ask purchasers in regards to the candidate:

  • When you’ve rejected candidates for the position to this point, what have been the explanations?
  • What initiatives will the profitable candidate be engaged on?
  • What adjectives describe an individual who would achieve success inside this position?
  • How necessary are interpersonal abilities?
  • What are the “must-have” candidate qualities?
  • What are the “prefer to have” candidate qualities?
  • Which character traits have labored out on your firm up to now?
  • Which character traits have NOT labored out on your firm?
  • How would you measure the success of an individual on this place?
  • If I discovered the right candidate, how shortly may you progress on them?

Recruiter questions for the hiring supervisor in regards to the course of

Even you probably have every little thing “buttoned down” so far, issues can nonetheless go awry. The rationale? The hiring course of. The intricacies of the method appear to vary barely from firm to firm. They’re nearly like snowflakes or fingerprints; no two are precisely alike.

Consequently, it’s crucial to have a agency grasp on the hiring course of for the group that simply gave you a job order. When you don’t, then you may end up working in circles. (Not actually, though for those who grow to be that indignant, then maybe which may grow to be a literal actuality.) One of the best ways to make sure that hiring managers maintain up their finish of the discount is to ask questions on their finish of the discount. Then, after getting solutions, you’ll be able to set expectations for what’s going to occur in the beginning . . . whereas there’s nonetheless time to save lots of your sanity.

Beneath are recruiter questions for the hiring supervisor in regards to the course of:

  • How far into the recruiting course of are you?
  • How many individuals have you ever interviewed for this position?
  • Are we the one agency engaged on this place or has it been launched to everybody?
  • When you’re not liable for recruiting on your staff or firm, who’s?
  • Who’s concerned in your hiring course of?
  • Are the important thing resolution makers cooperative?
  • Are the important thing resolution makers on the identical web page when it comes to the job order specs?
  • Do I’ve direct contact with the hiring authority?
  • If that’s the case, will they reply to my requests inside 24-48 hours?
  • What’s the hiring supervisor’s availability for interviews?
  • What expertise evaluation instruments do you embody in your recruitment course of?
  • In your absence, who else can I ask in regards to the position or candidate necessities?
  • What number of levels are in your group’s interview course of?
  • On common, how lengthy does your hiring course of take?
  • Will the candidate have to do any formal displays?

Uncommon inquiries to ask the hiring supervisor as a recruiter

You could possibly cease proper right here, for those who wished to. After that, that could be a TON of questions. Nonetheless, for those who actually wish to just be sure you’ve “kicked over each rock,” there are much more questions that you could ask. These aren’t uncommon questions, per se, however they do fall into the class of questions that the hiring supervisor may not anticipate you to ask.

No matter their nature, these recruiter questions can serve to additional shed some gentle on this search. These are the sorts of questions that may assist to uncover some small element that was inadvertently missed. Nonetheless, that element may very well be instrumental to the profitable completion of the search.

Beneath are uncommon recruiter inquiries to ask the hiring supervisor in regards to the search:

  • What has modified on the firm because you’ve been employed?
  • When you may change one factor in regards to the group, what would it not be?
  • What are the explanations that you’ve got personally for staying with the group?
  • How would you describe the “excellent candidate” for this place?
  • What annoys you essentially the most about candidate habits throughout the interview and hiring course of?
  • How assured are you in your capacity to “promote” this place?
  • How assured are you in your capacity to “promote” this group?

Recruiter inquiries to ask . . . your self

Why cease at asking different folks questions? Why not ask your self some questions, too? In spite of everything, even in any case of those questions, you may not be satisfied that it’s best to truly settle for the job order. The one factor worse than not having any job orders to work is engaged on the fallacious job orders. That’s as a result of your probabilities of making a placement is roughly the identical: zero.

Typically, a recruiter is so anxious to work a job order that they don’t ask themselves in the event that they ought to work the job order. All they will take into consideration is the prospect of a fats, juicy placement test. And naturally, all of the issues they might do with the cash from mentioned test. However let’s not put “the cart earlier than the horse.” (Is that one other idiom? A simile? A metaphor? WHAT?)

Whilst you ponder that, under are some recruitment questions in regards to the search that it’s best to ask your self:

  • Will or not it’s fairly straightforward to seek out candidates for this place?
  • How a lot work does the hiring supervisor appear ready to do?
  • How properly will the hiring supervisor “promote” the place and the corporate?
  • How assured am I that the hiring supervisor will talk successfully throughout the hiring course of?
  • Are there comparable positions that my agency is presently engaged on?
  • Will this be a “chilly search” or do we’ve got a candidate pool from which we are able to draw?
  • What’s my “intestine feeling” about this job order?
  • What’s my “intestine feeling” about this consumer?
  • Can I market this place successfully?
  • Can I market this firm successfully?
  • Is the place wage excessive sufficient to be price my time?
  • Is the charge proportion related to the location excessive sufficient to be price my time?
  • Can I do constant enterprise with this consumer sooner or later?

Recruitment consumer assembly questions: going onsite

As we mentioned in the beginning of this weblog publish, “the satan is within the particulars.” The location charge is within the particulars, too. Does meaning placement charges are evil? After all not! Perish the thought. It implies that for those who depart one thing to probability, probability often finally ends up kicking your butt. Or on the very least, it finally ends up derailing the location course of and fairly presumably costing you a sizeable recruiting charge.

Now, there are some recruiters who like to go to their purchasers in particular person earlier than working a job order for them. After all, that is solely sensible for recruiters who work a regional market, however it deserves dialogue on this weblog publish. That’s as a result of an onsite go to means you’ll be able to convey all your recruitment consumer assembly questions with you. Not solely that, however you’ll be able to ask them particular person, which means that there shall be much less that’s “misplaced in translation.”

As well as, whereas onsite, you may even see issues that may immediate different recruiter questions, particularly in regards to the group itself, in addition to the hiring course of. Whereas asking questions over the cellphone is all properly and good, assembly in particular person helps to make sure simpler communication about all features of the search. It additionally provides recruiters an concept of whether or not or not the consumer has the potential to be a long-term consumer.

Regardless, although, of whether or not you ask hiring managers questions over the cellphone or ask them in particular person, asking these questions is essential. With out the solutions to those questions, you enhance the chance related to the search. Particularly, you enhance the chance of it ending badly—for you, that’s. And also you enhance the possibilities that you simply’ll end up asking one other query, anyway:

“What the heck occurred?”

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