In this video, veteran recruiter and trainer Barbara Bruno shares the most effective questions to ask a recruiter, so you can be more memorable and don’t get lost in the shuffle!
- Can you imagine meeting and interviewing several people every day and then trying to remember them? That is one of the greatest challenges recruiters face. So you need to ask questions that set you apart. In this video, I'm going to teach you the most effective questions to ask a recruiter and, more importantly, how to be memorable, so you don't get lost in the shuffle. In the interview, the recruiter is trying to determine if you will make them look good if they present you.
And they're trying to see if you have the credentials and will fit with the company culture and values. So before you talk to a recruiter, do some research, so you can position yourself as a fit during your interviews. Review the entire website. Read the press and media about the company. And connect with past or current employees, so you understand the company culture and values. The initial interview is often very short and determines if you will continue on or are screened out.
It's normally just a short list of questions. However, after the recruiter is done asking you questions, they will often ask if you have any questions. Your answer should always be yes. If they don't, you need to take the initiative and ask them if you can ask a few questions. This shows a level of confidence and interest that will be remembered. Your questions should focus on what's most important to the recruiter, and that reveals their priorities. Questions like, what's most important to you in the person you hire? What's the greatest challenge your new hire will face? As you're asking these questions, you're also showing them why you have the credentials or can solve the challenges that they identify.
The best question to ask at the end of the interview is, I'm very interested in your position and feel confident in my ability to do the job, but what's most important is your opinion. Do you feel I have the experience and skills that would qualify me for your position? Most candidates will not ask this type of direct question, so it will set you apart. In most instances, the employer will give you a direct answer. Listen for the word but. Recruiters almost always start out by complimenting you and telling you what they liked.
However, if they use the word but, anything following that word is why you might get screened out. At that point, you need to overcome their concerns. If you want to avoid being screened out, say, "I can understand why you have those concerns. "Please let me explain why that won't be a problem." Finally, ask for their target date to fill the position, and ask about the next step in the interview process and when you should follow up. When you ask great questions, you will be remembered and you will overcome any concerns.
You also know when to follow up in order to give yourself the best chance of scheduling future interviews that will hopefully result in a job offer.
LinkedIn Learning (Lynda.com) is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.
- Define the responsibilities of an in-house recruiter.
- List three benefits of working with a recruiter.
- Name two ways to gain visibility in the recruiting position.
- Explain why it is important to review recommendations on a recruiter’s LinkedIn profile.
- Determine if working as a contractor is more beneficial than working as a full-time employee
- Identify problems after hire and understand the importance of sharing these with employers.