When recruiting top talent, asking the right questions is crucial to help Talent Acquisition professionals determine if a candidate is a good fit, whether they’ll thrive in the role, and if they’ll be a good match for open opportunities. Below are six questions recruiters ask candidates during the screening process.
- Were you looking for a new position when my Sourcer tapped you on the shoulder about the opportunity?
This question sets the stage for understanding a candidate’s mindset. If the response is “yes,” it indicates readiness for a move and likely interest in the opportunity presented. A follow-up question—”What’s going on that makes you want to leave?”—helps gauge their motivations. Responses filled with negativity, such as conflicts with a boss or unmet expectations, are indicators to pass on the candidate.
If the response is “no,” recruiters may need to do more work to determine their seriousness about a new position. The recruiter should carefully assess their uncertainty and decide whether to continue or drop the conversation based on their commitment. - What are you looking to do specifically? What would be a solid next career move for you?
Recruiters aim to see if a candidate’s career aspirations align with the available position. It’s important to ask this question before revealing details about the opportunity. If their career goals match the position, it’s a good sign. If they express a desire to do something entirely different, then pass, regardless of their interest. Talent Acquisition professionals want to match candidates with roles that fit their skills and aspirations to ensure long-term success. - What are your compensation requirements?
Compensation is a critical factor. Recruiters must know if a candidate’s salary expectations align with the client’s budget for the role. If their requirements are far out of range, recruiters will pass on the candidate 99% of the time. Candidates who agree to a lower compensation often appear desperate or may become a flight risk after accepting an offer, seeking higher pay elsewhere once they’re back on the market. This is a question that must be addressed and weighed heavily in the decision-making process. - Is this particular location okay with you?
Location preferences have become a significant consideration, especially with the rise of remote work. The recruiter should ask if the candidate is comfortable with the job’s location and if they live within a commutable distance if remote work isn’t an option. If a candidate persistently asks about remote work possibilities despite knowing the position doesn’t offer it, it is a red flag. This discrepancy often leads to dissatisfaction and issues down the road. - If you resign, how do you think your employer will react?
This question helps recruiters gauge the candidate’s standing with their current employer. A response like “I think I will get a counter-offer, and they’re not going to be happy with my resignation” indicates a top performer. This response helps prepare for the possibility of a counter-offer if the candidate moves to the offer stage.
On the other hand, if the response is “I don’t think they’d care and might not have me work my last two weeks,” it suggests potential issues like underperformance or conflicts. This insight helps recruiters understand the candidate’s current work environment and motivation. - Can you pass a criminal background check and drug screen?
This question is non-negotiable, especially for roles requiring a high level of responsibility and trust. It encourages candidates to be upfront about any potential issues that might arise. Transparency in this area helps both parties address concerns early, ensuring the candidate meets the job’s requirements and can perform their duties safely and responsibly.
Asking these questions allows talent acquisition professionals to screen candidates effectively, ensuring they are a good fit for the role and the company. It’s about finding the right match, not just filling a position. By understanding candidates’ motivations, career goals, and expectations, recruiters can present the best possible candidates to hiring managers, leading to successful and long-lasting placements.