Questions for Hiring Managers
A well-informed candidate is likely to result in a better match and ensures the best use of your time. And despite your best efforts the job description is only a starting point, not the end.
So, we like to ask you questions, and get more clarity at the outset. This helps us assess candidates who are a good fit as well provide clarifications to candidates. We do this early on to avoid surprises and disappointment all around.
Here is a sampling of the questions we have found to be most useful to in defining a role better.
- In the first 30 to 90 days what are the key projects?
- What does a typical day look like?
- What teams would the candidate be working with?
- Is this a new role?
- Are there any changes anticipated in the next 6 to 12 months?
It is all about people interactions. Understanding the teams involved is helpful to identify the best candidate for you.
- Which teams will the candidate work with?
- Who will be the reporting manager?
- Is this an Individual Contributor role or involves Managing a team?
- What is the remote working plan beyond Covid-19?
Sharing the uniqueness about your company culture and growth prospects is key to attracting the best talent.
- What is unique about the company culture?
- How do you see the growth trajectory for the company?
- What excites you the most about the company’s future?
- What do you see in store for a top performer in this role?