You're interviewing a candidate unsure of the job's daily tasks. How can you clarify their role expectations?

To clarify role expectations for a candidate unsure of their daily tasks, provide a detailed job description, describe a typical day, highlight key skills and tools, explain team structure, share examples of tasks, and encourage questions. This ensures the candidate understands the role fully.

To clarify a candidate’s role expectations when they’re unsure of the job's daily tasks, start by providing a detailed job outline that includes key responsibilities. Set clear expectations by explaining what success looks like in the role. Describe typical daily routines to give them a sense of the workday. Discuss how the role might evolve over time, highlighting growth opportunities. Allow time for the candidate to ask questions to address any uncertainties. Establish a feedback loop to ensure ongoing communication and support. Consider their perspective and ensure they feel confident and informed about the position and its expectations.

In my experience, if you want to clarify the daily tasks of a position during the interview, it's important to discuss the specific daily responsibilities and provide concrete examples of what a typical day might look like in the role. You can also use hypothetical scenarios or a job preview to illustrate the daily duties, offering a realistic view of the role. After providing the explanation, ask the candidate to summarize their understanding of the role to ensure they have grasped the key points.

1. Define Core Responsibilities: Main Duties: Identify and describe the primary functions of the role. 2. Detail Daily Tasks: Routine Activities: List daily tasks and tools used. 3. Include Routine Duties: Regular Responsibilities: Outline tasks performed regularly but not daily. 4. Address Less Frequent Tasks: Infrequent Activities: Note tasks that occur periodically, such as audits or reviews. 5. Connect to Broader Goals: Show how tasks support departmental success, illustrate how the role contributes to overall company success. 6. Draft and Review: Summary: Create a clear, concise summary of the role. Review: Ensure clarity and accuracy in reflecting the role’s responsibilities and impact.

Expectation setting is essential because it provides clarity and direction, reducing confusion about roles and responsibilities. Start by giving a detailed job description overview, highlighting specific daily tasks and responsibilities, what a typical day or week looks like in the role, and outline both short- and long-term goals. Highlight how performance will be measured and encourage the candidate to ask questions for further clarity.

Expectation Setting: [Job Title] Short-Term Objectives: Initial Milestones: Achieve [specific goal] within the first [timeframe]. Performance Benchmarks: Meet [key metrics] to demonstrate [required skills]. Long-Term Goals: Strategic Impact: Contribute to [long-term goal] by [specific actions]. Growth: Show ongoing development in [skills/areas], aiming for [long-term achievements]. Measuring Success: Metrics: Evaluated based on [quantitative and qualitative measures]. Reviews: Regular performance reviews [frequency] to provide feedback. Support System: Training: Onboarding and training in [specific areas]. Resources: Access to [tools/software]. Team Support: Collaboration with [team members/department].

Daily Routines: [Job Title] Start Time: Begin at [start time, e.g., 9:00 AM]. Peak Hours: High activity from [e.g., 10:00 AM - 2:00 PM], focused on [key tasks]. Cyclical Tasks: Daily activities include [e.g., checking emails, attending briefings], with [routine tasks] scheduled regularly. Team Dynamics: Peer Interaction: Work closely with team members via [e.g., meetings, collaboration tools]. Management: Provide updates and receive feedback during [e.g., one-on-one meetings]. Client Interaction: If applicable, manage client communications during [specific times or as needed]. Understanding these routines will help you fit into our work environment and meet our expectations effectively.

For someone unsure of what the job would entail on a day-to-day basis it would be advantageous to talk about what the daily routine looks like for this specific position. This might also help clarify whether the candidate is unsure about your specific company operations or, more importantly, unqualified to complete the tasks needed in this position.

Role Evolution: [Job Title] Growth Potential: Career Path: Opportunities to advance to [e.g., senior roles, specialized positions]. Skill Development: Gain skills in [e.g., leadership, advanced techniques] with access to [training and certifications]. Evolving Responsibilities: Expanded Scope: Take on [e.g., larger projects, team leadership] as you grow. New Challenges: Tackle [e.g., innovative tasks, cross-functional work]. Personal Development: Learning: Participate in [e.g., workshops, courses] to advance your career. Feedback: Regular reviews will guide your growth and career progression. We support your career growth and are committed to helping you achieve long-term success.

When discussing role evolution during the interview, it's helpful to explain how the position has changed over time and what factors contributed to those changes, like new technologies or shifting business needs. Highlight how the role might continue to evolve and what growth opportunities exist. Encouraging candidates to share their thoughts on adapting to change can also provide insight into how they see themselves contributing to the role's future. This approach sets clear expectations and emphasizes the dynamic nature of the position.

Absolutely, encouraging candidates to ask questions during an interview is a great approach. It not only allows them to gain a better understanding of the role and the company, but also provides you with valuable insights into their priorities and expectations. Here's a possible way to encourage this: "We've discussed a lot about the role and our expectations, but it's important for us to ensure that this role aligns with your career goals and expectations as well. Do you have any questions or concerns about the role, the team, or the company that you would like us to address?"

During the interview, it's a good idea to encourage an open dialogue by asking questions that help gauge the candidate's understanding and adaptability. To include more questions during the interview without it feeling like a quiz, weave them naturally into the conversation. Use follow-up questions like, “Can you elaborate on that?” or introduce hypothetical scenarios. This keeps the discussion fluid while gathering valuable insights.

Questions during and interview are a great tool to understand where there might be areas in the specifics of a position that were vague or unclear. Questions allow the applicant and the interviewer to reach an understanding on what priorities the company holds and how the potential applicant would fit in a specific role.

For some qualified applicants, ensuring they understand that they can reach out to the company even after the interview is completed to get further clarification is crucial. This allows the applicant to feel comfortable to address concerns and if chosen to be more confident in their new position before they begin.