When looking for a job, it’s essential to ask recruiters and hiring managers the right questions to ensure you find a position that is the right fit for you. Asking the right questions can also help you stand out from other candidates and show you are serious about the job opportunity. In this blog post, we will discuss some key questions that job seekers should ask recruiters and hiring managers in an interview, virtual meeting, or phone screen to help them in their job search.
One crucial question to ask is about the company’s culture and values. This will give you a better understanding of working at the company and whether it aligns with your values. You can also ask about the company’s growth and expansion plans, professional development, and advancement opportunities. Another important question to ask is about the specific responsibilities or the biggest challenge of the role you are applying for. This will help you understand what the job entails and whether it aligns with your skills and experience.
Interviewing is a two-way street, and job seekers must also be aware of red flags and wrong answers when asking questions during the interview process. If the recruiter or hiring manager, for example, gives a vague or evasive answer to a question, this may be a red flag that the job or the company is not as advertised. In such cases, the job seeker may want to consider whether to continue with the application process.
Overall, asking great questions early on in the process, at the end of an interview, or during follow-up can help you find a position that fits you and set you up for success in your career. At MatchBuilt, we’ve fielded all of the questions below and asked some expert career coaches what they believe are the best ones to ask. As you’ll see, the specific questions to ask about the job opening to a good recruiter or hiring manager can provide valuable insight into whether or not the job opportunity is worth your consideration.
What Are Good Questions To Ask Recruiters
Knowing the right hiring manager questions to ask recruiters is critical to understanding potential roles, a company’s culture, and how to be a great team player in a new position. Periodically throughout your career, you’ll receive a call from a search firm looking to network about an open position and trying to determine if you might be a good match. Whether you are actively pursuing a new job or not, taking the call and building your professional network as a career-conscious professional may be beneficial.
If you are pursuing a new job, or are willing to assist the recruiter with referrals, below are sample questions to ask recruiters.
Question 1: “What are the primary qualifications for the opportunity?”
Asking a recruiter or hiring manager about the primary qualifications for the job opportunity is important for a job seeker because it allows them to understand better what the company is looking for in a candidate.
This information can be different than the template job description sometimes used. It can help the job seeker tailor their resume and cover letter to align with the job requirements and prepare for the interview by highlighting their relevant skills and experiences. This can save time and effort for the best candidates and the recruiter or hiring manager.
Brian Fenerty, a career coach, author, and recruiter with Life’s Work, added the following:
This question helps provide insight into which qualities and skills your interviewer value most when considering candidates for this role. It is important information to have so that you can ensure that your strengths align with their expectations as closely as possible. Additionally, it allows them to explain why they think certain qualities or skills would be beneficial for someone in this position and allows them to gauge whether or not those same characteristics align with yours as well.
Question 2: “What are the day-to-day responsibilities of the job?”
Asking a recruiter or hiring manager about the day-to-day responsibilities of the job is essential for job seekers because it allows them to understand better what the job entails. This information can help the job seeker determine if the job is a good fit for them and their skills and interests.
It can also help the job seeker prepare for the interview by giving them a better idea of what to expect in the role. Additionally, asking about the day-to-day responsibilities can help the job seeker determine if they have the necessary skills and experience to perform the tasks required successfully.
Question 3: “Are you working with this employer exclusively?”
Asking a recruiter if they are working with the employer exclusively is important for a job candidate because it allows them to understand better the recruitment process and their own standing as a candidate.
Suppose the recruiter is working exclusively with the employer. In that case, it may indicate that the employer is committed to filling the position and that the recruiter has a strong relationship with the employer. This can benefit the job candidate, increasing their chances of being considered.
On the other hand, if the recruiter is not working exclusively with the employer, it may indicate that the employer is open to considering candidates from other sources and that the recruiter may have less influence in the hiring decision. Asking about the exclusivity of the recruitment can help the job candidate determine their standing and tailor their approach accordingly.
Question 4: “How long has the job been open?”
Asking a recruiter or hiring manager how long the job has been open is important for a job seeker because it can provide valuable information about the state of the recruitment process.
If the job has been open for a long time, it may indicate that the employer needs help finding the right candidate or that the position with the company could be more desirable. This can benefit the job seeker, increasing their chances of being considered and inviting more questions about why it’s been open for so long.
Otherwise, if the job has only been open for a short time, it may indicate that the employer is actively recruiting and has received many applications. In this case, the job seeker may need to be more competitive to stand out from the other candidates.
Asking about the length of time the job has been open can help the perfect candidate determine their own standing and tailor their approach accordingly. The time a position has been open probably isn’t a deal-breaker, but it’s excellent information.
Question 5: “Why has the job been open for a long time?”
Asking a recruiter or hiring manager why the job has been open for a long time is essential for a job seeker because it can provide valuable information about the challenges and opportunities that the job presents.
If the job has been open for a long time, it may be because the employer has specific requirements that are difficult to find in a candidate. This can benefit the job seeker, as it may indicate that the employer is willing to consider candidates with unique skills and experiences.
Alternatively, if the job has been open for a long time, it may be because it could be more challenging or unappealing in some way. In this case, the job seeker may want to consider whether the job fits them before proceeding with the application process. Knowing why the position has been open for a long time can help the potentially ideal candidate decide whether to apply.
Question 6: “What is the reason for the opening?”
Asking a recruiter about the reason for the job opening is important because it can provide valuable information about the company’s current state and future direction.
If the job is new, it may indicate that the company is growing and expanding, which can be an exciting opportunity for the job seeker.
If the job is a replacement for a former employee, it may indicate that the company is undergoing changes or challenges. Asking about the reason for the job opening can also provide insight into the company’s priorities and values, which can be helpful for the job seeker to determine if the company is a good fit for them. In addition, asking about the reason for the job opening can help the job seeker tailor their application and prepare for the interview by highlighting their relevant skills and experiences.
Question 7: “How would you describe the company’s culture?”
When asking a recruiter or hiring manager, “How would you describe the company’s culture?” the job seeker is looking for information about the values, norms, and expectations that shape the work environment at the company.
This information can be helpful for the job seeker to determine if the company is a good fit for them and their personal and professional goals. For example, a company with a collaborative and inclusive culture may be a good fit for a job seeker who values teamwork and diversity.
A company with a competitive and individualistic culture may be a better fit for a job seeker motivated by personal success and advancement. Asking about the company’s culture can also provide insight into the company’s expectations for its employees and how they are supported and recognized for their contributions.
Question 8: “What are the steps in the interview process?”
By asking an internal recruiter or hiring manager, “What are the next steps in the hiring process?” potential candidates are looking for information about the timeline and logistics of the human resources recruitment process.
This information can be helpful for the job seeker to plan and prepare for each stage of the process, as well as to manage their expectations and communicate with the recruiter or hiring manager.
For example, the job seeker may want to know how long it will take to receive a response to their application and when to expect a phone or video interview, and when to expect a decision. Asking about the steps in the hiring process can also provide insight into the company’s expectations and priorities in the recruitment process, which can be helpful for the job seeker to tailor their approach and highlight their relevant skills and experiences.
There are no particular steps in the hiring process that a job seeker should be wary of. The hiring process may vary depending on the company and the position. Still, it is generally a professional and transparent process designed to identify the best candidate for the job. The job seeker should always be prepared to demonstrate their skills and experiences, as well as to answer questions and provide references. They should also be prepared to provide any necessary documentation, such as proof of identity and eligibility to work in the country.
Question 9: “How quickly is the company looking to fill the role?”
Job candidates should ask, “How quickly is the company looking to fill the role?” because it can provide valuable information about the company’s priorities and the recruitment process status.
Knowing the time frame for filling the role can help the job candidate plan and prepare for each stage of the process, manage their expectations, and communicate with the recruiter or hiring manager.
For example, if the company is looking to fill the role quickly, the job candidate may need to be more responsive and available for interviews and other process stages. On the other hand, if the company is not in a rush to fill the role, the job candidate may have more time to prepare and tailor their application.
Asking about the time frame for filling the role can also provide insight into the company’s urgency and commitment to the position, which can be helpful for the job candidate to determine their standing and approach.
Question 10: “What are some reasons previous candidates didn’t get an offer?”
Asking an interviewer, “What are some reasons previous candidates didn’t get an offer?” can provide valuable information about the expectations and challenges of the job, as well as the hiring process and decision-making at the company.
The information can be helpful for the job candidate to tailor their approach and highlight their relevant skills and experiences.
For example, if the interviewer mentions that previous candidates lacked specific skills or experiences, the job candidate can focus on showcasing their own skills and experiences in those areas. On the other hand, if the interviewer mentions that the previous candidate wasn’t right for the company culture, the job candidate can focus on highlighting their personal and professional values that align with the company’s culture.
Asking about the reasons why previous candidates did not get an offer can also provide insight into the company’s priorities and values, which can be helpful for the job candidate to determine if the company is a good fit for them.
Question 11: “How much travel is involved?”
Yes, you should ask an interviewer, “How much travel is involved?” because it is an essential factor to consider when deciding whether to accept a job offer.
The amount of travel required by the job can impact the job candidate’s work-life balance and personal and professional goals. Asking about the amount of travel during the interview is a good idea because it allows the job candidate to get a clear and accurate answer from the interviewer rather than relying on assumptions or guesses.
In addition, asking about the amount of travel during the interview can also provide insight into the company’s expectations and support for employees who travel for work. The job candidate should ask about the amount of travel in a polite and professional manner and be prepared to discuss their availability and preferences for travel. The last thing a company wants is a new hire unaware of potential long-distance travel.
Question 12: “What is the compensation package?”
A job candidate should ask a recruiter and hiring manager about compensation politely, professionally, and appropriately in the recruitment process.
It’s appropriate to ask a recruiter this question early on in the process to clarify expectations.
If you work directly with a hiring manager, sometimes it’s best to wait until you have been invited to an in-person or video interview, as this indicates that the hiring manager is interested and is considering you for the job. Asking about compensation at this stage allows the job candidate to get a clear and accurate answer from the hiring manager rather than relying on assumptions or guesses.
There are several reasons why you should ask about compensation. First, knowing the compensation for the job can help you determine if the job fits your personal and professional goals. For example, you may have certain salary expectations or requirements relevant to your financial situation and future plans. Asking about compensation can also provide insight into the company’s policies and practices related to compensation, such as salary ranges, bonuses, benefits, and opportunities for advancement.
In addition, asking about compensation can help you negotiate a fair and reasonable salary if offered the job.
Anjela with Mangrum Career Solutions adds:
A simple, straightforward question at the beginning can help you avoid wasting your and the recruiter’s time. You’d be surprised at how many candidates show up in multi-stage interviews only to turn down the job offer because they had higher salary expectations.
Question 13: “How long have you been an executive recruiter?”
A job seeker should ask, “How long have you been an executive recruiter?” politely, professionally, and appropriately during recruitment. Asking about the executive recruiter’s experience during a virtual or in-person meeting allows the job seeker to get a clear and accurate answer from the recruiter rather than relying on assumptions or guesses.
There are several reasons why a job seeker should ask about the executive recruiter’s experience. First, knowing the executive recruiter’s knowledge can provide valuable insight into their expertise and qualifications in the field. For example, an experienced executive recruiter may deeply understand the job market and the skills and experiences in demand by employers in a particular niche. This knowledge can be helpful for the job seeker to tailor their approach and highlight their relevant skills and experiences. In addition, an experienced executive recruiter may have a strong network and connections with employers, which can increase the job seeker’s chances of being considered for the job.
Another reason a job seeker should ask about the executive recruiter’s experience is to determine if the recruiter is a good fit for the job seeker’s personal and professional goals. For example, an experienced executive recruiter specializing in the job seeker’s industry or field of expertise may be better able to identify job opportunities that are a good fit for the job seeker. On the other hand, an inexperienced executive recruiter may not have the same level of expertise or connections, which could impact the job seeker’s chances of being considered for the job. Asking about the executive recruiter’s experience can help the job seeker decide whether to work with the recruiter.
Question 14: “How often do you communicate with the hiring manager?”
A job seeker should ask an executive recruiter, “How often do you communicate with the hiring manager?” politely, professionally, and at an appropriate time during the recruitment process. It is best to ask this question after the job seeker has been invited to an in-person or video interview. This indicates that the executive recruiter is interested in the candidate and is considering them for the job. Asking about the frequency of communication with the hiring manager at this stage allows the job seeker to get a clear and accurate answer from the recruiter rather than relying on assumptions or guesses.
There are several reasons why a job seeker should ask about the executive recruiter’s communication with the hiring manager. First, knowing how often the executive recruiter communicates with the hiring manager can provide valuable insight into the recruiter’s relationship with the employer and their influence on the hiring process. For example, an executive recruiter who communicates regularly with the hiring manager may have a strong relationship and be able to provide the job seeker with valuable feedback and advice. On the other hand, an executive recruiter who does not communicate regularly with the hiring manager may not have as much influence or insight into the hiring process.
Another reason a job seeker should ask about the executive recruiter’s communication with the hiring manager is to determine the level of support and guidance the recruiter can provide during the recruitment process. For example, an executive recruiter who communicates regularly with the hiring manager may be able to provide the job seeker with updates and feedback on their application, as well as advice and guidance on how to prepare for the interview and other stages of the process. On the other hand, an executive recruiter who does not communicate regularly with the hiring manager may not be able to provide the same level of support and guidance. Asking about the executive recruiter’s communication with the hiring manager can help the job seeker determine whether the recruiter fits their personal and professional goals.
Question 15: “What does success look like in this role?”
Brian Fenerty with Life’s Work adds:
This is an important question to ask because it gives you a better idea of how performance will be evaluated in the role. You want to know what metrics will indicate that you’re doing well in the role and how those metrics will be measured. This also helps you understand what type of results are expected from the person who fills this position.
Good Questions To Ask Recruiters Summary
Asking the right questions during the interview process is crucial for job seekers to determine if the job and the company fit them. Some of the best questions to ask a recruiter or potential employer include “What are the biggest challenges for the person in this role?”, “What are the primary qualifications for the opportunity?” and “What is the salary range for the job?” Sometimes asked at the end of the interview, our list of questions can provide valuable information about the job’s responsibilities, expectations, management style, team members, and compensation, which can help the job seeker determine if the job is a good fit for their skills, interests, and financial requirements.
Job seekers must also be aware of red flags and wrong answers when asking questions during the interview process. For example, if the recruiter or hiring manager gives a vague or evasive answer to a question, this may be a red flag that the job or the company is not as advertised. In such cases, the job seeker may want to consider whether or not to continue the application process.
External recruiters, or those not affiliated with the company, can also be valuable sources of information and advice during the interview process. These recruiters may have a deep understanding of the job market and the skills and experiences that are in demand by employers, which can be helpful for the job seeker to tailor their approach and highlight their relevant skills and experiences. Job seekers must ask external recruiters about their qualifications and experience, as well as their communication with the hiring manager, to determine if they are a good fit for the job seeker’s personal and professional goals.
Another great way to prepare for the interview is to practice answering common phone interviews early on or follow-up questions. Phone interviews are often used as a first step in the recruitment process, and they can be an excellent way for the employer to get to know the job seeker and their qualifications. Some common phone interview questions include “Tell me about yourself,” “What is your biggest achievement?” and “Why do you want to work here?”
For more information on nailing your next interview, check out the latest job interview tips about evidence-based recruiting and behavioral interview questions and answers for management positions. We also have great content about preparing for a Skype or Zoom interview, updating your LinkedIn profile, and how to leave your current role without burning bridges.
