Recruiting is All About Asking Questions

I am one who tries to keep things simple and straightforward.  Recruiting for me is no different.  Our job as recruiters is to obtain information and then see how to apply that information so that it benefits all parties involved.

In order to do that, recruiters need to ask questions.  A lot of them.  Constantly.

Many times, it requires a deeper dive than just surface level questioning in order to get the true information we need to do our job correctly.  All too often, however, recruiters are in a rush.  They see a marketable candidate and immediately take them to market without understanding fully who and what they are working with.  So here’s a quick list of basic questions you should always ask your candidates from the onset and throughout the placement cycle.  These are questions that often get overlooked.

1.      If you could write your own job description, within reason, what does it look like?

The answer to this question should reveal what it is your candidate is truly looking for, beyond just a good job that falls in line with their skill set.  Probe on types of companies, industries, and ask if there are particular companies they have always wanted to explore or work with.  That alone could make your job easier.

2.      What else do you have going on right now/what else are you exploring and where are you in the process?

I never ask “if” the candidate is looking at other opportunities.  Assume they are, especially if they are any good at what they do.  As a recruiter, you need to know what you are up against and if your candidate is far along in the process of interviewing for an opportunity they like already.  This will help you to budget the time you invest accordingly as well as better understand the timeline with which you have to do so.

3.      How does my opportunity compare to others you are considering?

As a follow-up to question #2 above, this is important.  The candidate may like your opportunity, but it is important to know if they simply like it or if they truly want it.  Are they able to rank their opportunities in order of preference if offered jobs from all?  If not, you’ve missed something.

4.      Money aside, where do you want to be?

This is a great question to pose to your candidate in situations where multiple offers are either pending or already on the table.  Candidates will get swayed by dollars – it’s only normal.  So take money off the table.  Get them thinking in terms of happiness, culture, comfort, and what they initially said was important to them in an opportunity (you did remember to ask that, right?).  Help them see where they want to be.  The money will follow.

5.      Is there anything I can do in order to make my opportunity your top choice?

Use this question in situations where there are multiple offers, but your candidate is listing an opportunity different from yours as their top choice.  Sometimes, your opportunity is simply not what’s best for the candidate, and that’s ok.  But you still have to ask.  There may be something you can do or ask for that would turn your opportunity from #2 to #1 in your candidate’s mind.

6.      Is there anything your current employer could do that would cause you to stay?

This question is addressing the ever-feared counter-offer.  And they happen.  Counter offers are usually about money.  And money doesn’t typically solve the main reasons why your candidate was looking to leave in the first place (you did remember to ask that, right?).  But beyond money, there may be other conditions that could come into play like getting that corner office, being moved to a different department with a different manager, getting higher profile assignments, an extra week’s vacation…you have to explore if there is ANYthing that could keep them.

7.      The offer is contingent on a credit and background check.  Is there anything I should be aware of?

One of the worst things that can happen is for an offer to be made, accepted, start date established, resignation complete, and then background checks reveal a red flag.  Not all red flags are deal killers, and if you can get ahead of such situations, and they are explainable, you can let your client know ahead of time which may offset their reaction and save the deal.

Clearly, there are many more questions that recruiters need to be asking throughout the placement process.  The first meeting with your candidate should generate most if not all of the information you need, but don’t stop there.  Keep asking and verifying information throughout the process.  Things can change - sometimes day to day.  Stay on top of your information. Own it.

The worst answer a recruiter can give when asked a question about your candidate is, “I don’t know I’ll check” or “I don’t know I never asked.”  As recruiters, we can control what questions we ask and the information we garner from those questions.  So…if you ever want to know something…if something is on your mind…if you think there is something you need to know or know more about…

…just ask.

John Ruffini is Vice President of Professional Development for HealthTrust Workforce Solutions in Sunrise, Florida. He is a 30-year recruiting veteran, trainer, and motivator and is the author of the Amazon Best Sellers “Money Makers: Proven Ways to Increase Sales and Productivity in the World of Professional Recruiting" and “A Quest for Alex.”