We often see lists of questions the job seeker or applicant should ask during an interview or through out the hiring process, as well as lists of questions the interviewer or hiring manager should ask.
The following list was devised to prevent last minute candidate or applicant fall-out and control the spin of the interviewing and hiring process. Either side (interviewer or interviewee) can use this list to streamline the process and ask or answer pivotal questions.
1. Why the position is open? The job seeker should know whether or not this is a newly-created position or why the previous employee is no longer holding that position. Were they fired or let go? Did they quit? Were they promoted? Were they recruited to another company? Are there any residual hard feelings that may affect a new hire? These questions have important answers that should be shared with an invested candidate, from the beginning.
2. What are the challenges? Tell the applicant about any challenges that a new hire would face in this role. Has the job function recently expanded? Has the territory increased? Decreased? Did the last employee leave a mess behind? Is there sufficient administrative support? What type of management style will a new hire be reporting to? Transparency is imperative for retention.
3. What is the job like? Describe "a day in the life" for a new hire. Will the placement need to be a road warrior? What are the hours and days expected to work? What is the work space like? How often are there mandatory staff meetings? A candidate who knows the job is more likely to make a clear and educated decision about moving forward or backing out before the last hour.
4. What will be required? Divulge expectations for the new hire. What is expected for the first week? The first year? What will success look like for a new employee? How is that success measured? What would be considered outstanding? Allowing the candidate to really view and fully understand the job description eliminates not only issues at negotiation time but also the probability of having to redo a search at no additional fee, not to mention the time required.
5. Am I a fit for the job / culture / company? Expose any reservations about the applicant. Is the candidate less than enthusiastic about the position? Do they lack the required education? Will they fit in with the company culture? Is there a concern about personality clashes? A candidate deserves to know these things; these types of apprehensions do not just vanish into thin air. Again, this speaks to retention.
With both sides of the process in the know, a right decision is more likely to be made. And isn't that was everyone wants?
Follow Rayanne Thorn on Twitter: www.twitter.com/@Ray_anne
I have added this to my facebook for all to read. Thanks again.
Mary DeLuca - Preferred Resume Group - http://www.preferredresumegroup.com
http://www.facebook.com/preferredresumegroup
Thanks so much for the comment. Over the years as a third party recruiter, then as a corporate/in-house recruiter I learned the things mentioned above-- This inside info helped me ultimately in my own job search. Thank you for sharing the post!
Watch for More!
-Rayann
I have found that many times when people leave a company by choice, it is because they have limited, if any opportunity to advance from within. If they know this going in, it will be easier to know whether the company can offer them what they are looking for long-term.
In my study, I have found that most people leave a job either because of lack of growth opportunity or poor leadership (they hate their boss) - sounds familiar, huh?
Thanks so much for commenting! Great thought!
-Rayanne
This article gives a lot more insight that most, thanks for honest insight. I would like to add a different perspective to your readers as the more information we give to people in need the better able they are to educate themselves about how to get hired.
One of the most important factors that are often over looked in the “job search advice giving” world is the person applying.
I believe that telling people who need a job to find out what the company or hiring manager and bend and twist into that is not only unfair but also steals away their much needed confidence.
I cannot tell you what questions to ask because I don’t know what is important to you. I do recommend that you become a “ME” expert and learn exactly what you require from a company to be successful as well as what type of management you perform best under, where you are in your career and where you are going (you might already be there and want to stay there for 5, 10 years or forever! – any answer is fine.)
Once you know what you want you and start telling hiring managers a few amazing things happen:
1. Your confidence will return
2. You will present yourself as an expert who knows exactly what they want and require to be successful
3. You will get offers for jobs that match exactly what you want to do.
Thanks for the comment - really appreciate it!
Agree 100% - a ME expert is essential when in the midst of a job search or job change. Understanding your own ability, as well as whether or not the job you want will actually meet your physical/financial, as well as emotional needs has to be part of the weeding out process the job seeker must trek.
I love your advice and it is a great addition to this post! Thanks for commenting!
-Rayanne
Sorry to hear about your past experience, and I understand completely. And unfortunately, you are not the only one with this kind of story.
That is exactly why I wrote this post. Knowing what you should know - what information should be provided may help you in making the right choice during your job search...
-Rayanne