3 Questions you should be asking your candidate (that you probably aren’t)

It’s a candidate’s market. There are currently more open roles in the US than there are candidates to fill them.

As a hiring manager you’re likely only hearing about how quickly and how desperately your team needs the open role filled. Without someone in the position everyone is taking on more responsibilities, has more work to do, and less time to focus on the role they were hired to do. It’s taxing and takes a toll on efficiency, productivity, and morale.

Let’s be honest you just want a person to fill the hole.

It would be nice if they met all the requirements. It would be super if they got along with the rest of the team. It would be superb if they believed in the company’s vision, lived the values and were an engaged part of the culture. But you don’t have the time to find the perfect match.

Sound familiar?

Making a hiring decision too quickly has the potential to do more harm than good in the long run.  I’ve been assessing candidates for clients nationwide for over 20 years and can tell you that the companies that have a hiring process that they stick to are more likely to find the best match for their positions. Whatever your hiring process it should always include the same steps for every position. Each step needs to be taken by the appropriate level within the hiring authority of your organization. This means you don’t delegate the resume review to someone in a junior role when the candidate will be reporting to a manager.   

The first step in most companies’ hiring processes is often a phone screen. The following three questions will often give a lot of insight into the candidate and give the hiring manager enough information to decide whether to move the candidate to a face to face interview.    

  1. What’s the reason you left each job on your resume?  
    • Candidates are often overlooked because they’ve changed jobs too often.  This isn’t always a bad thing and asking that simple question will give the candidate a chance to tell you a lot about themselves.
  2. Why are you available (not employed somewhere else) right now?
    • The answer to this question will tell you a lot about what the candidate is looking for in their next job.
  3. Why do you want to work for us?
    • Has the candidate taken the time to learn about your company?

How the candidate answers those three questions will help you decide if you want to move them to the next phase of your hiring process.  That’s when I usually come in and assess the candidate utilizing powerful tools which identify the next level of questions to ask.

I was recently told by a client that I make them think about questions they would never think to ask. Part of my job is to hold my clients back a bit and make sure they know as much about who they’re hiring as possible.  Having clarity about the talent you bring into your organization is key in hiring the best talent match for the job while also ensuring that you have a happy and productive employee.

If you’d like help with additional questions or throughout the entire process of hiring a new employee, lets chat!

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