Job Interview Questions

1. Be up front about your financial needs and goals.
2. Take time to learn about the recruiter’s practice and the markets he or she serves.
3. Establish the ground rules for how you plan to work together and avoid duplication of effort.
4. Offer names of other candidates who may fit a recruiter’s portfolio. In appreciation, the recruiter may set up more interviews for you.
5. Recruiters want you to be successful. Ask them to coach you for the interviews they arrange.

Questions for Headhunters, Recruiters and Staffing Agencies interview tips

1. How did you find me? Headhunters hate this question, but ask it anyway, because the answer will tell you which resources (job sites, networking, placement services) are producing results for you in your search for a more rewarding opportunity.
2. Is this a retainer or contingency assignment? This will give you a clue about the relationship between the recruiter and the principal. Generally, agencies on retainer have a closer relationship with the principal, and their endorsement carries a lot more clout.
3. Are you dealing with the client’s HR people, or do you have direct contact with the hiring manager? Don’t be afraid to ask. You want to know how much influence the recruiter will have with this client. A search engagement that puts the recruiter in direct contact with the hiring manager will offer a significantly stronger opportunity for you to be placed in the position.
4. How long has the client been with you? This gives you insight into how well the recruiter knows the company. Look for a long-term association.
5. How many candidates have you personally placed with this client? Look for a recruiter that has a successful history with the client, better yet, with the hiring manager. The recruiter should have a solid understanding of the client’s needs in order to determine if you will fit into the position, the work team, and the corporate culture. If the recruiter has not placed any candidates with the company, there is a chance that he or she really does not have a specific assignment or position in mind for you. What the recruiter is doing is trolling for candidates to add to his or her database for future engagements.
6. Tell me about your career choice. How did you get into recruiting? Just as the recruiter is screening you, let the recruiter know you are screening him or her. Learn more about his or her skill level and experience as a recruiter. If the recruiter has less than two years of experience, he or she is still in the process of learning the trade.
7. When will I find out the name of the principal or client company? A relationship between a recruiter and a candidate should be built on a foundation of trust, honesty, and respect. Most recruiters will provide client information to you right after they have presented your résumé to the client. If the recruiter will not agree to these terms, you should question the recruiter’s reasons for withholding the information and decide if you want this person to represent you.
8. May I have a written job description? It probably doesn’t exist, and if it does, you probably won’t get it; but it pays to ask. If you get something, it will have important information about required skills, responsibilities, and perhaps even the compensation package. At the minimum, you need to know the title and level of the position.
9. Where is the position located? You want to determine if this opportunity matches your geographic requirements.
10. Where is the company headquartered? You want to know if you will be working at headquarters or at a regional branch. If the latter, you will want to know if working at a remote location represents a liability to your visibility and prospects for advancement.
11. To whom does the position report? You want to know the name or at least the title of the person you will be working for.
12. Can you tell me about this executive’s management style? You want to get as much information about the supervisor as possible.
13. Why is the position open? You want to know the circumstances of the position. Is it a new position? If not, what happened to the last person in the job? Did he or she quit, and if so, why? Was he or she promoted?
14. What happened to the person who previously held this position? Look for indications that the incumbent was promoted within the organization.
15. Is this a new position? A new position indicates the company is growing.
16. How long has the position been open? This gives you a clue about your chances and the desirability of the position. If the position has been open more than three months, something is not right. You need to find out what it is about the position or company that makes the position hard to fill.
17. How long have you been working on the assignment? Again, if the recruiter has been trying to fill the position for three months or more, something is suspicious. You need to find out what.
18. What does the position pay? While bringing up pay and compensation before the interviewer does is a no-no when you are interviewing with human resources or the hiring manager, here it is perfectly acceptable. There is no point in wasting each other’s time if your requirements and the position’s pay structure are wildly divergent.
19. Are there any pay or compensation constraints that I should take into consideration? This question allows the recruiter to talk about any ceilings or limits on salary that the position imposes. Some recruiters are instructed not to present candidates who demand more than the preset salary. If that’s the case, you want to know it.
20. What can you tell me about the person who will be interviewing me? If the recruiter recommends you, you want to know something about the person you will interview with next.
21. What is his or her position, title, management style? You want to know if the next person to interview you will be a gatekeeper or a person with actual hiring authority.
22. Who will make the final hiring decision? If the answer to the question above does not give you the critical information you need, ask for it directly.
23. After you present my résumé, when can I expect to hear from you regarding the status of this position? Set expectations with the recruiter about the frequency of updates regarding your candidacy. You should also insist that the recruiter inform you about other opportunities and ask for your permission before presenting you to any other clients. This tells the recruiter you are a professional.
24. Can you describe, specifically, how the company navigates/balances work–personal life issues? This question will help you get some insight into what level of workaholism runs in the company.
25. What might I do that would violate the culture of the company during my interview? Corporate culture is tricky to describe but putting it this way makes it easier to understand the culture and to avoid doing something to violate it.

Questions for Headhunters, Recruiters and Staffing Agencies 25 questions, best questions

Memorably Good Question

#1 What’s the makeup of the team as far as experience? Am I going to be a mentor, or will I be mentored?

This question shows that the candidate is sensitive to where he will fit in the organization relative to the skill level of the other members of the team. It also demonstrates a willingness to teach or be taught, in either case evidence of a team player.

Houston Landry Avalanche Communications Group Dallas, TX

Memorably Good Question

#2 What does this company value the most, and how do you think my work for you will further these values?

A thoughtful question that enlists the interviewer to align the candidate with the values of the company.

Charles Handler Rocket-hire.com San Francisco, CA

Memorably Bad Question

#1 Can I switch jobs with the hiring manager?

The candidate looked at the job in question but wanted the hiring manager’s job because it was a better position. He thought it would be “really easy” for the hiring manager to take the candidate’s existing job, creating a better opportunity for the candidate. I thought the candidate was kidding, but he wasn’t. I warned him that if he contacted the hiring manager, it would critically reduce his chances of getting the job he was interviewing for, but he didn’t listen. The hiring manager thought this guy must have eaten paint chips as a kid. Needless to say, he did not get the job.

Jason Rodd Senior Consultant TMP Worldwide, Inc. Tampa, FL

Memorably Bad Question

#2 Does the company provide snacks?

This is a staggeringly immature question that indicates a staggeringly immature candidate.

Liz Reiersen Senior Technical Recruiter Verizon Communications Irving, TX

That’s why recruiters of either stripe want to like you, or at least believe you can do the job. They want to be able to refer you to their clients. They want their clients to agree that you are as qualified as they believe you are. They don’t get paid unless three conditions are met: One, their client agrees and offers you a job; two, you accept the job; and three, you are successful on the job—or at least stay with the job for a specified period of time, generally three months to a year. So if you are at all qualified, they are going to do everything within reason to sell you on the company and sell the company on you. Your interview with a recruiter is different in tone and content than with an employer. In some cases, you will not even know the name of the company the agency represents until the recruiter is satisfied that you are qualified. You can ask the recruiter questions that would be inappropriate to ask the employer. For example, questions about compensation that you would not initiate with the employer are perfectly reasonable to ask a recruiter.

So your strategy in asking questions of recruiters and headhunters is twofold:

• Demonstrate that you are qualified for the job and will likely take it if it is offered to you.
• Get critical information about the company that you might not be able to get from the company directly.

Another good thing about recruiters is that they represent dozens or sometimes even hundreds of companies. Even if one opportunity does not work out, if you make a good impression on a recruiter, the recruiter will remember you and keep you in mind for other searches he or she may have.

Questions for Headhunters, Recruiters and Staffing Agencies bad question, good question, interviewing tips

But remember that recruiters can’t hire you. They are intermediaries who add value to their clients by screening and presenting qualified job candidates. Occasionally their endorsement carries significant weight. If they recommend you highly, it increases your chances of getting a job. But recruiters can’t make you an offer. Only their clients (called “principals”) can do that.

Questions for Headhunters, Recruiters and Staffing Agencies job canditates, recruiters

More and more people are. In our increasingly wired society, paper notebooks and even Daytimer organizers are yielding to electronic devices, so it is natural that more of them are showing up at job interviews. And they are not all brought in by candidates. Many companies issue their HR people Palm Pilots or similar devices. “If you are thoughtful and appropriate, a PDA will not seem out of place in a job interview,” says Handspring’s Beau Harris. “The important thing is not to become so focused on the technology that it keeps the interviewer from getting to know you.”

Mountain View, California–based Handspring markets the popular Visor line of PDAs, so it is not surprising that Harris is impressed when a job candidate whips out a Visor during the course of the interview. Of course, candidates have a sheepish grin when they pull out a Palm Pilot or other competitor. “Don’t worry,” Harris tells them. “If you get the job, we’ll get you a Visor.” Harris uses his Visor throughout the interview. If time is an issue, the Visor will silently vibrate, alerting Harris that the interview should come to a close. If he wants to bring the candidate in for a second interview, Harris has his calendar right in front of him. If the candidate also has a PDA, it becomes very easy to set up the next meeting.

KnowledgePoint’s Rich Franklin is especially impressed when candidates pull out a PDA. “These folks definitely get a plus for organization,” he continues. “I really appreciate it when I want to set up a second interview. Candidates with PDAs can check their schedules on the spot, instead of having to get back to me.”

Handspring’s Harris has observed how powerfully candidates can use their PDAs to streamline the interview process. “Filling out job applications becomes much easier when they have their address book and calendar with them,” he says. Harris has often bonded with candidates around applications on their Visors. Occasionally, candidate and recruiter will even share cool applications by beaming them back and forth. “Every job these days involves creating something on computers,” says Liz Reiersen, a senior technical recruiter at Verizon Communications in Irving, Texas. “Notebook computers are great for people to demonstrate computer code, spreadsheets, or marketing materials they developed.”

But some companies may still be leery about electronic devices other than personal organizers being brought in and out of the office. Organizations that do secret work for the military and have intense security practices may have policies about bringing in electronics. In any case, it might delay you in getting in and out of the building. Check in advance if you want to bring anything more substantial than a notebook computer into one of these companies.

Finally, a note about using audiotape recorders: Don’t. A tape reorder will make interviewers nervous and cautious, the last thing you want them to be. With everyone so sensitive to litigation, don’t give them any excuse to wonder how you might use the tape against them. Tape recorders set up a vibe that either you don’t trust your memory or you don’t trust the interviewer. It’s bad news either way.

Do You Mind If I Take Notes? interviewer, interviewing room

Always be prepared with at least four questions created specifically for each interview. These questions should be carefully crafted to reflect the basic research you have done on the company combined with the strongest aspects of your experience and qualifications. Then, if the interviewer surprises you with “Do you have any questions at this point?” you will be ready to go without fumbling.

Finally, if you are still not sure whether going into an interview with a notebook is an advantage or not, consider this comment from John Hawke, CEO of Howe Barnes Investments, a Chicago brokerage company specializing in community and regional banks. Here he is discussing motivation: “When you want people to move to the next level of performance, go to them with a notebook in hand. Get them to step outside themselves.”

There’s that comment: “Go to them with a notebook in hand.” If you go with empty hands, it indicates that you don’t intend to hear anything worth saving, that you’ve gone into the meeting with your mind made up, rather than to work together to arrive at a decision. Maybe I’m making too much of it, but I believe that going into any group process with a notebook in hand signals that you respect the contributions of the other members in the process and are ready to attend to what they say with your whole being. “Empty hands, closed minds,” visualizes Dale Dauten, a syndicated business columnist based in Phoenix, Arizona, who writes under the title “Corporate Curmudgeon.”

Do You Mind If I Take Notes? take notes in interview

At the same time, keep your note taking discreet. You don’t want to give the impression that you’re a detective and your note taking might be used against the interviewer. You know you have crossed the line when the interviewer asks if you’re going to read him his Miranda rights before questioning.

Learn to take notes without losing eye contact. Interviewers will be insulted if all they have to talk to is the top of your head. Taking notes while keeping your head up is a skill that must be practiced. Here’s one way to practice this important skill: Turn on the TV to one of the Sunday interview programs. As you take notes on the interviewer’s questions, practice keeping your eyes on the screen, glancing down only occasionally. You’ll know you’re ready for prime time when you can record the questions in shorthand and are able to repeat the questions.

Do You Mind If I Take Notes? body language, telephone interview

In the category “Why you Have to Question”, I suggested ordering questions by writing them on index cards. That’s a useful practice as you determine which questions to ask and in which order to ask them. But after you have established the questions and their order, transfer the list to a handsome leather-bound notebook. Whipping out a set of index cards sends the wrong message. Plus there’s always the risk of the index cards slipping out of your hand and flying all over the place.

“Remember, first impressions are critical,” says CareerSite.com’s Grabczynski. “If you’re going to take notes, don’t use a pencil or loose scraps of paper or the back of your parking ticket. Use a fine pen and a clean, professional notebook, preferably bound in leather.” The pen you select makes a statement about you. Make sure it reflects the professional you. A fountain pen is good if you know how you use it. A little silver one might be fine, but not gold. And for pity’s sake, make sure it works. Nothing will defeat your purpose more than you fumbling with a pen that runs out of ink. Asking the job interviewer for a pen is something you definitely want to avoid. And as long as we’re on writing utensils, now’s not the time to pull a chewed pencil out from behind your ear. If you’re applying to be an art director, you can maybe get away with using a colored marker, but otherwise the interviewer will wonder if you can be trusted with sharp objects.

Do You Mind If I Take Notes?

Here are some suggested wordings for getting permission:

Do you mind if I take notes? I want to keep the details of this discussion very clear in my mind because the more I learn about this opportunity, the more confident I am that I can make an important contribution.

Notice how the applicant embeds a selling message in her request.

Also ask permission before you look at your notes when you ask your questions:

While we were talking, I jotted down a few points I wanted to ask about. May I have a minute to consult my notes?

Or: Thanks for the detailed description of the opportunity and the company.

I know you answered most of my questions in the course of our conversation. Before I came here, I jotted down a few questions I didn’t want to forget. May I consult my notes?

Do You Mind If I Take Notes? questions

“I’m hugely okay with note takers as long as it doesn’t delay our process,” says Seattlejobs.org’s president Janice Brookshier. “After all, I’m going to be taking notes.” A job interview is not a social occasion. It is a business meeting. And in American business culture, taking notes in support of a business meeting is considered not only appropriate, but often a sign of professionalism.

Far from a sign of disorganization or weakness, taking notes is a mark of a well-organized professional. The cultures of companies such as IBM, Cisco Systems, and Computer Associates International actually encourage note taking at all meetings. Employees are issued notebooks, and they are expected to use them as part of a culture that insists that people stay accountable for the goals and objectives they take on.

Melanie Mays, a recruiter with Empyrean Consulting, Inc., in Dallas, Texas, supports note taking because it encourages candidates to listen rather than talk. “I coach candidates to apply the 80-20 rule in job interviews: You should be listening 80 percent of the time and talking only 20 percent of the time. If taking notes helps, I’m all for it.”

These recruiters believe that taking notes actually keeps the attention on the speaker by minimizing interruptions as the applicant makes a list of insights and responses that can be referred to when it’s the listener’s turn to speak. Note taking does not have to be distracting. The point of notes is not to take down a conversation verbatim, which would be intrusive. The purpose is to remind yourself of important points that are being made and questions or comments you don’t want to forget when it’s your turn to talk.

The most important thing is to ask permission. “I never have a problem with people who ask permission to take notes during an interview,” says Sandra Grabczynski, director of employer development at CareerSite.com, an online recruiting service in Ann Arbor, Michigan. “It generally impresses me that the applicant is taking the opportunity seriously.” Whipping out a notebook without asking permission may strike some interviewers as presumptuous.

Candidates are not the only ones taking notes. Rich Franklin, HR director at KnowledgePoint, a software maker in Petaluma, California, prefaces most interviews by saying that he will be making a few notes during the course of the interview. “At that point, I invite them to take notes as well, if they want,” Franklin says, adding that he’s gratified when they do. “Benefits and insurance plans can be pretty complicated, so I appreciate candidates taking notes. It shows me they are serious.”

Do You Mind If I Take Notes? questions, recruiters