Asking Questions To Hiring Managers
TECHNICAL RECRUITMENT
A well-informed candidate is likely to result in a better match and ensures the best use of your time. And despite your best efforts the job description is only a starting point, not the end.
So, we like to ask you questions, and get more clarity at the outset. This helps us assess candidates who are a good fit as well provide clarifications to candidates. We do this early on to avoid surprises and disappointment all around.
Here is a sampling of the questions we have found to be most useful to in defining a role better.
Company culture, team dynamics and your personal working style as hiring manager all come into play. We believe all these define what you are looking for in the ideal candidate. It’s not just the tech. skills.
We have a structured questionnaire to understand the full picture before we get to work for you.
In the first 30 to 90 days what are the key projects?
What does a typical day look like?
What teams would the candidate be working with?
Is this a new role?
Are there any changes anticipated in the next 6 to 12 months?
5 Questions to understand the role
Which teams will the candidate work with?
It is all about people interactions. Understanding the teams involved is helpful to identify the best candidate for you.
Who will be the reporting manager?
Is this an Individual Contributor role or involves Managing a team?
What is the remote working plan beyond Covid-19?
Team & Collaboration
What is unique about the company culture?
Sharing the uniqueness about your company culture and growth prospects is key to attracting the best talent.
How do you see the growth trajectory for the company?
What excites you the most about the company’s future?
What do you see in store for a top performer in this role?
Culture & Growth Opportunity
Asking Questions to Hiring Managers
TECHNICAL RECRUITMENT
A well-informed candidate is likely to result in a better match and ensures the best use of your time. And despite your best efforts the job description is only a starting point, not the end.
So, we like to ask you questions, and get more clarity at the outset. This helps us assess candidates who are a good fit as well provide clarifications to candidates. We do this early on to avoid surprises and disappointment all around.
Here is a sampling of the questions we have found to be most useful to in defining a role better.
Company culture, team dynamics and your personal working style as hiring manager all come into play. We believe all these define what you are looking for in the ideal candidate. It’s not just the tech. skills.
We have a structured questionnaire to understand the full picture before we get to work for you.
In the first 30 to 90 days what are the key projects?
What does a typical day look like?
What teams would the candidate be working with?
Is this a new role?
Are there any changes anticipated in the next 6 to 12 months?
5 Questions to understand the role
Which teams will the candidate work with?
It is all about people interactions. Understanding the teams involved is helpful to identify the best candidate for you.
Who will be the reporting manager?
Is this an Individual Contributor role or involves Managing a team?
What is the remote working plan beyond Covid-19?
Team & Collaboration
What is unique about the company culture?
Sharing the uniqueness about your company culture and growth prospects is key to attracting the best talent.
How do you see the growth trajectory for the company?
What excites you the most about the company’s future?
What do you see in store for a top performer in this role?
Culture & Growth Opportunity
Asking Questions to Hiring Managers
TECHNICAL RECRUITMENT
A well-informed candidate is likely to result in a better match and ensures the best use of your time. And despite your best efforts the job description is only a starting point, not the end.
So, we like to ask you questions, and get more clarity at the outset. This helps us assess candidates who are a good fit as well provide clarifications to candidates. We do this early on to avoid surprises and disappointment all around.
Here is a sampling of the questions we have found to be most useful to in defining a role better.
Company culture, team dynamics and your personal working style as hiring manager all come into play. We believe all these define what you are looking for in the ideal candidate. It’s not just the tech. skills.
We have a structured questionnaire to understand the full picture before we get to work for you.
In the first 30 to 90 days what are the key projects?
What does a typical day look like?
What teams would the candidate be working with?
Is this a new role?
Are there any changes anticipated in the next 6 to 12 months?
5 Questions to understand the role