1: What have you done so far to recruit for this role?
Knowing how much work has already gone before and if there are already any adverts or agencies in place can help you differentiate between a good or great job briefing, it also allows you opportunities to gain retained/exclusive job orders, or look to open up the key requirements.
2: Who else is involved in the recruitment process and what else do I need to do to involve, get the go ahead from those people?
How many times have you been given the green light to work on a role only for it to be taken away, or changed by someone else involved in the process? Hopefully this will help eliminate any potential pitfalls by enabling you to engage with all invested parties.
3: If I called you this afternoon with the perfect candidate, when would you be able to see them and what would you need to happen to make them an offer?
Knowing how urgent your client requirement is and how quickly they are able to move within process helps you manage your client and candidate expectations and your pipeline more effectively.
4: What are you looking for in a potential candidate’s profile/CV in order to progress a candidate to interview stage?
You know what the client wants and find a really great individual but they reject the CV based upon something we may have overlooked, this is a good question to ask if you have to present CV’s (as opposed to getting interview commitment without them), especially if other people or systems will be screening applications who you may not have access too.
5: Where did the best hire in your team come from?
Many job orders focus on specific skills or experience but sometimes the best hires actually may have an alternative background or, skill set, exploring the best hires may help create a wider or more focussed brief.
6: What happens if you do not hire this role within your given timeframes?
Possible opportunity to introduce interim talent, or, alternative (retained options). This is a prime opportunity to revisit a requirement based upon your finding/market conditions.
7: What would you like this individual to have achieved in their first 3/ 6/ 12 months?
Understanding the key challenges and objectives facing any potential applicant can help you select candidates who may have achieved these previously, or who are able to deliver against exactly what your client requires.
8: Why would someone want to join your business/take this role?
In addition to the’ global brand’, ‘highly entrepreneurial environment’, ‘great pay or benefits’, why would that ‘perfect candidate’ take this job/client over others in the market, knowing this might help you secure that individual and their commitment.
9: What are your expectations of me?
Knowing what your client expectations are of you or, recruiters in general can help you align your service proposition and potentially educate your client in how you work differently/better than your competition.
10: When can I call you to go through my shortlist of applicants?
Setting a agreed upon/confirmed time and date at the client briefing stage will help you build stronger, more consultative and committed client relationships.