Recruitment Guide: Asking the Right Questions -

Managed Recruitment: Asking the Right Questions
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A Guide for Recruitment: Asking the Right Questions

The ability to ask the right questions will separate a good talent acquisition program from a great talent acquisition program. A recruiter’s role is to not only fill the position, but to find who works best for the company. That takes skill, trial and error, and training.  

An effective interview consists of questions that dive into the candidates’ skills, capabilities, experiences, desires, and organizational fit. What does that look like, in regard to formulating questions? 


Recruitment Done Better: The Interview Questions

Prepare Thoroughly

Before forming the questions, having a good gras of the purpose for the hire is important. This means understanding the requirements for the job, and what the hiring manager is looking for, as a start. Think about the organizational goals and what it’s like working there as well.

Lead with Open Ended Questions

Before you get meticulous, begin the interview by letting the candidate take the reins through open ended questioning that lets them respond in detail, rather than giving short answers. For example, rather than asking if they have design experience, ask them about the creative process on a project they liked. This encourages them to share their work style, but also their motivations and provides better insight into how they approach their work.

Behavioural Interview Questions

Another good questioning format is the behavioural question, which allows you to gage how they might act under certain situations. Using the STAR method (Situation, Task, Action, Result) to structure your questions enables them to showcase how they approach situations at work, and how they decide on a course of action.

Want Examples? Follow Up!

Sometimes an answer is good, but not great. That means it’s time for a follow up! This is a good way to get examples from a project they described, but also goes a long way to making the candidate experience better, as they will be grateful for your curiosity. Candidates are there to talk about themselves, but often they don’t know where to begin – it’s not the most common situation to be in after all. 

Company Culture is Important

Culture add is crucial to employee retention. Employees don’t stay long at organizations where they don’t see a way for them to fit into company culture, which can be disappointing for the employer, but also for the new hire. That’s why it is paramount to ask candidates about their values, work style, and communication preferences to determine if the culture add is correct.

Avoid Biased Questions and Respect Privacy

Be mindful of the person you’re interviewing, and make sure to center the role in your questioning, not the person. Sure, some personal questions are great to break the ice, like asking if they have any hobbies or what they’re looking forward to this weekend but try to avoid questions that directly involve the person. Respect their privacy if they refuse to answer and ask only questions that are job-related and compliant with employment regulations. 

Feedback is a Two-Way Street

Just because you’re in the recruiter’s seat doesn’t mean you have all the answers! Everyone, no matter the role, is always continuously improving. Did you get the information you need? Do you think the candidate was able to open up in a way that felt natural and played to their strengths? Do you think you gave them a good impression of the organization? All very important questions to ask yourself. Get feedback from candidates and hiring managers and take it into the next round of interviews. 


Your Talent Acquisition Program

Job interviews are just a small part of a larger talent acquisition program. As our Director of Managed Recruitment Zack Fleming has said, “talent acquisition is an ongoing process that requires constant refinement and rethinking, as people’s expectations change and the tools we have develop.”

For small businesses, that can seem like a big undertaking. With fewer resources, it can be harder to get it right, leading in higher turnover, which can really hit smaller teams hard. That’s why our recruitment team has been a trusted partner of hundreds of businesses, as we’re able to provide businesses with expertise akin to that provided at larger organizations – but for a fraction of the cost. That expertise, for many small businesses, makes the difference between a good hire and a great one.

Want to try out our Managed Recruitment Solution at your Business?