How to Be the Candidate Recruiting Managers Want to Hire
CAREER & BUSINESS
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The interview process can be nerve wracking, even for the most qualified candidates. Once you make it onto the short-list for that dream job you know that the competition at the interview stage will be stiff.
Recruiting managers sometimes ask the kind of questions which make you wonder what it is they really want to know. However, a lot of pre-interview preparation will not only still your nerves but help you stand out from the competition.
If you want to impress a recruiting manager, let their first impression of you be a memorable one. Be prepared to respond intelligently when, at the end of the interview, they ask if you have any questions.
"We have the power to create ourselves, both in our own mind and in other people’s minds. It’s a dangerous power. But also a welcome one. "
Asking well-thought questions can put you ahead of the game and demonstrate that:
You have done your research.
You take work seriously.
You are truly interested in working for the company.
You are worth hiring.
These seven questions will give you the upper hand in job interviews:
1. Can you describe a typical day in this type of role?
Asking the recruiting manager what a typical day looks like will give you a good indication of what is in store for you.
Job descriptions can sometimes be misleading. You may think your role will entail creating awesome content, yet find yourself in constant meetings about content creation with little time for creating the said content.
I once worked in a role where I spent a huge amount of time in meetings. It was that organisation’s culture. In fact, staff used to complain about the number of meetings one had to attend. They were left wondering where they were supposed to find time to carry out action points because, if you weren’t in a meeting, you were preparing for one.
2. How long have you been with the company and what makes you stay?
We spend the majority of our working day at work. With this in mind, you want to know what motivates the recruiting manager to stay in their role.
People’s reasons for staying with an organisation can be as varied as the number of its staff. However, hearing the recruiting manager’s perspective may be helpful. Their reasons and values may, or may not, resonate with your own values, which could help you make an informed decision should you be offered the role.
If the hiring manager tells you that they have been with the company for a long time, it may be a good sign that staff retention in that organisation is high. Other reasons could include good staff benefits, or location. It may even be because they’re stuck in the role because they can’t get another job — though I doubt they’d ever admit that last point.
In a survey conducted by Glassdoor they found that 74% of their users were more likely to apply to a job if the employer actively managed its employer brand (e.g. responding to reviews, updating their profile, sharing updates on the culture and work environment).
3. How would you describe the work environment and corporate culture?
When you ask this question, you are giving the hiring manager the opportunity to “sell” their company to you, making it attractive enough for you to say, YES!
You want to hear the kind of answer that will make you say - yes I want to work here. This company’s values align with my own.
According to Glassdoor, “39% of women say the reputation or brand of the company is “very important” to them when considering a job move.”
4. What are some of the goals of the company in the short-term and in the longer term?
You want to know what the company is trying to achieve.
What is their vision?
Is it communicated down the ranks and do people buy into it?
If there is no clear vision or it has not been clearly articulated that could be a huge red flag.
Someone once suggested that when considering a position people should assess it the same way they would assess a future life partner. This is not just in terms of longevity, as people no longer have “jobs for life.” However, that mindset can serve you well when viewed from the perspective that you will be investing a huge chunk of your time into your work.
5. How will my performance be measured?
Most organisations require new staff to undergo a three-month probation period. During probation, and afterwards, you want feedback on how well you are doing, and what areas need improvement — if any. You want to know right from the start how your performance will be measured so you know what to expect once you’re in the role.
The answer you get will enable you to ascertain the frequency of supervision sessions and annual performance appraisal meetings. Organisations which require employees to receive regular supervision, are more likely to have good support systems for staff.
6. What types of career opportunities may open up down the line for a person starting out in this type of position, assuming they perform well?
This is a smart way of finding out if:
Your hard work will be rewarded.
There are promotion opportunities.
Opportunities to gain more skills by acting in different roles.
When I started on my work journey I worked in an organisation where there was a direct correlation between performance and earnings. A good performance each quarter guaranteed an immediate salary increase. You didn’t have to wait for your end of year appraisal to be rewarded. It was a great motivator.
7. What are some of the company’s initiatives regarding continued professional development?
In his book Key Person of Influence, Daniel Priestley says this:
"The world has changed and so must you."
The world continues to change at a rapid pace. You want to make sure that the organisation will support your efforts for growth and development.
According to a Millennial Survey conducted by Deloitte, in January 2016 71% of millennials are likely to leave their job within two years if they are unhappy with how their leadershiap skills are being developed.
Forward thinking organisations will encourage and support continued professional development. When you grow, they also benefit.
Takeaway
Interviews can make you feel intimidated and nervous, but good prepration will help put you in the driver’s seat.
Asking well-thought out questions at a job interview will:
Help you create a good impression with the recruiting manager.
Put you ahead of the competition.
Highlight your clear thinking skills, organisation ability and self-awareness.
Give you clarity and help you make an informed decision before taking the plunge.
Demonstrate that you are worth hiring.