We don’t ask every question in this list, and many aren’t included either. That’s intentional. Our experience over the past 20+ years has taught us that the key to building exceptional teams lies in understanding the nuances of each role and the unique needs of your organization. That means the questions for every role are different. Still, here are the key principles you should be pulling out of every intake conversation:

Dive Deep into Candidate Assessment

These questions are crafted to delve deep into what makes a candidate suitable for your team. Surface-level questions are important, but by the end of the conversation you want specific, unique answers about what the ideal candidate looks like.

Understand the Role Inside Out

A thorough understanding of the role is crucial. Questions like “What are the top 3 responsibilities for the position?” or “What specific skill sets are required to be successful in this role?” are designed to paint a clear picture of what the job entails. This clarity is essential not just for you as a recruiter but also for potential candidates to assess their fit. Candidates want to have a clear vision of what working in this role will be like.

Focus on Growth and Culture

Candidates are looking for a job and a career path; they’re looking for a place where they can thrive. Questions about growth potential, team culture, and work-from-home policies help you communicate the opportunities and environment your company offers, making your offer more attractive to top talent.

Tailor Your Sourcing Strategy

Understanding where to look for candidates, whether through niche websites or specific target companies, can significantly enhance the efficiency of your recruitment process. Hiring managers may know of communities you’re unaware of that provide an excellent source of talent.

Download The Word Version Of This Document

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