What are candidates asking at interviews?

I have completed over 100 phone or video interviews in the last 3 months. That is 100 front line conversations with active job seekers in the current market. 

Built into these interviews is time for the candidates to ask me questions. I want them to make informed decisions on whether to join us or not. All part of our two-way selection process; it is as much about the employer selecting a potential employee as it is about the candidate selection a potential employer!

What questions have I been asked by these candidates? What does it say about their future aspirations? How can you best respond to them to improve your chances of making a great hire?

Here are my top three:

1.      How were you impacted by Covid?

At first, I thought this was about how we managed our business and profits during the last 12 months. Or how we looked after our staff. Did we furlough any or make any redundant? To these, I could, thankfully, give a largely positive response. 

Then I realized what they were actually asking was whether we were a surviving or thriving company following the impact of Covid. Candidates see a direct correlation between a company's success and their career success. If the company is doing well, they will too if they join. If not, they’ll look elsewhere for a more successful employer. For them, it’s not about how you survived Covid, it’s how you will thrive after it. 

So your EVP needs to be forward looking. If you tell them how you ‘muddled through’ and hope things will get better soon, you might lose your candidate to a more positive, forward looking employer.

Instead, tell them how much future growth is planned, all the big ambitions you have for your company and new joiners, and how much they will succeed here if they do join you.

2.      Will I be based in an office?

Again, I initially misinterpreted this one. I thought candidates wanted to hear about how we were ok with flexible working. That they could work from home. Maybe not have to come to the office every day from 9-5 and have a bit of flexibility in their daily work-life pattern. Again, something I could respond positively too. (Especially, as I mainly recruit office based roles as opposed to ones on some of our plants.)

However, what I soon realized many were asking this because they were fed up of working from home and wanted to know if they would (finally!) enjoy some face to face time in a new work place. Especially students as, when they finish University, they have to move out of their student accommodation and need to go somewhere!

Why rent an expensive property near an office they may not see the inside of for months? Why not move back in with the parents? (That doesn’t appear to be a preferred option for many, not least because a high rate of divorces filed the moment the last child moves out!)

Instead of telling them how flexible and tech savvy you are, tell them you have an exit strategy. Tell them about your return to office working safely strategy. 

No, they probably won’t need to be in the office every day from 9-5. Yes, you have learned that remote working does work and will allow it. But they want more than that.

Give them the bricks and mortar stability they want after the last 12 months of uncertainty. And, lets face it we all love a good, old-fashioned water cooler conversation!

3.      Will I get feedback?

This is not an unusual question and any recruiter worth their salt will include this in their selection process. However, the need for this has risen in recent months due to an insanely competitive market out there. It’s the perfect storm of recruiters being laid off, more people looking and fewer companies hiring. 

You only need to see all the social media posts about candidate ‘Ghosting’ to get a sense of the lack of response many candidates are unfortunately experiencing at the moment.

Therefore, your response shouldn’t be, yes, you will get a rejection email. Just letting them know the decision isn’t enough. You need to tell them why. You probably asked the candidate why they did something 10 times during the interview, so they should be allowed to ask you why they were rejected after it. 

While some feedback can be generic, the least you can do is ensure it’s useful and the candidate learns something for their next interview. 

And listen to your candidates. Communication and engagement should be two-way. If you get the impression they need more detailed, specific feedback why not take the time to offer it? Most candidates I speak to are extremely grateful and the feedback often outweighs the pain they felt from the rejection. It helps them process it and understand it. Often perking them up for their next interview.

Don’t be a robot recruiter rejecting candidates with the efficiency of a machine, be a human one. Connect with your candidates and help them whether you hire them or not. Like the man said, if you can be anything today, be kind.

What questions have you been asked by a candidate in an interview recently?