15 Killer Questions You Need to Ask when Recruiting
15 Killer Questions You Need to Ask when Recruiting
If you, as a recruiter, can identify what makes a candidate’s heart sing, you can make the perfect match, which satisfies everyone i.e. your boss, your candidate, your client, your reputation, earnings & self satisfaction.
To do this, you need to borrow from a coach’s toolkit. Coaching in the corporate world has evolved over the last 20 years and has been predominantly used for Executives. Yet when we look at where the attrition rates have been, they have been in the ranks of staff. Not managers.
Coaching is used to identify a person’s true passions, which enable them to concentrate on their strengths as defined by themselves. Just because someone is good at something doesn’t mean they want to do it in a job, as every good temp consultant knows. The recruiter needs to find out what a candidate wants to do, what plays to their passions and values, what makes them happy. Because then they will stay in the job and give 100% or more!
Recently I attended a function by The Good Company. They connect professional people wanting to volunteer their skills with charities needing them. What really stood out was a woman from a Sydney based PR company who only employs Gen Y’s. Her retention rate is enviable, but she was adamant that the reason people stay with her, is because her staff are allowed to work for a charity of their choice in company time. When someone asked her, if it is economically viable, she said it’s a lot cheaper than constantly having to replace staff.
Now this doesn’t mean all companies need to do charity work. But as a recruiter if you have a candidate with this value of contribution, and you know this particular employer, you would have a match made in heaven!
So here are the 15 Killer Questions to ask when you interview a potential candidate:
1. What are your values? or What’s important to you in your life?
2. How important is it to you that your future employer’s values match yours?
3. How does work fit into your life?
4. What is your ideal position? Why?
5. If you could do any duties associated with your job all the time, what would they be?
6. What duties would you like to have added that you don’t have at the moment?
7. What is your ideal company? Why?
8. Who are your ideal colleagues? Why?
9. Tell me what success looks like to you?
10. How do you like to celebrate your successes?
11. What dreams have you always had about work?
12. What dreams have you always had about your life?
13. What would it mean to you, if you could work for a Manager who knew and honoured your values?
14. What would it mean to you, if your Manager celebrated with you the way, you like to celebrate your successes?
15. What would it mean to you, if your Manager supported you in your personal and professional development by coaching you to be the very best, you can be?
These questions not only allow you to make the perfect match, but shared with their potential employer would give them invaluable coaching tools to get optimum performance out of them. How would you feel, if your Manager knew your dreams, values & how you like to celebrate and be rewarded for your successes?
15 Killer Questions You Need to Ask when Recruiting - To learn more about this author, visit Sophie Robertson's Website.
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The biggest challenges facing recruiters today are attraction of quality candidates and secondly making their placements stick. In a time of low unemployment and the prevalence of Gen Y’s, recruiters need to do their more to avoid bouncers and unhappy clients.
If you, as a recruiter, can identify what makes a candidate’s heart sing, you can make the perfect match, which satisfies everyone i.e. your boss, your candidate, your client, your reputation, earnings & self satisfaction.
To do this, you need to borrow from a coach’s toolkit. Coaching in the corporate world has evolved over the last 20 years and has been predominantly used for Executives. Yet when we look at where the attrition rates have been, they have been in the ranks of staff. Not managers.
Coaching is used to identify a person’s true passions, which enable them to concentrate on their strengths as defined by themselves. Just because someone is good at something doesn’t mean they want to do it in a job, as every good temp consultant knows. The recruiter needs to find out what a candidate wants to do, what plays to their passions and values, what makes them happy. Because then they will stay in the job and give 100% or more!
Recently I attended a function by The Good Company. They connect professional people wanting to volunteer their skills with charities needing them. What really stood out was a woman from a Sydney based PR company who only employs Gen Y’s. Her retention rate is enviable, but she was adamant that the reason people stay with her, is because her staff are allowed to work for a charity of their choice in company time. When someone asked her, if it is economically viable, she said it’s a lot cheaper than constantly having to replace staff.
Now this doesn’t mean all companies need to do charity work. But as a recruiter if you have a candidate with this value of contribution, and you know this particular employer, you would have a match made in heaven!
So here are the 15 Killer Questions to ask when you interview a potential candidate:
1. What are your values? or What’s important to you in your life?
2. How important is it to you that your future employer’s values match yours?
3. How does work fit into your life?
4. What is your ideal position? Why?
5. If you could do any duties associated with your job all the time, what would they be?
6. What duties would you like to have added that you don’t have at the moment?
7. What is your ideal company? Why?
8. Who are your ideal colleagues? Why?
9. Tell me what success looks like to you?
10. How do you like to celebrate your successes?
11. What dreams have you always had about work?
12. What dreams have you always had about your life?
13. What would it mean to you, if you could work for a Manager who knew and honoured your values?
14. What would it mean to you, if your Manager celebrated with you the way, you like to celebrate your successes?
15. What would it mean to you, if your Manager supported you in your personal and professional development by coaching you to be the very best, you can be?
These questions not only allow you to make the perfect match, but shared with their potential employer would give them invaluable coaching tools to get optimum performance out of them. How would you feel, if your Manager knew your dreams, values & how you like to celebrate and be rewarded for your successes?
15 Killer Questions You Need to Ask when Recruiting - To learn more about this author, visit Sophie Robertson's Website.
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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