Question: In interview, what are good questions to 'ask the recruiter?'

Edell

David Edell
President
DRG Inc.

Recruiters appreciate candidates who come prepared. They want to know you have reviewed the job description carefully and have done your own research on the organization and position. Your questions should reflect that research.

Good questions for a recruiter interview might include:

Why is the position vacant and how long has it been vacant?

Has there been regular turnover at the organization or that position?

What will be some of the measures of success in the position?

Who does the position report to and what experience are they looking for as they meet candidates?

What are some of the questions that will be asked in the interview?

Can we review the parts of my background and résumé that I believe are relevant for the position so I can hear your ideas as well?

Are there any issues about compensation, location, travel, etc. that need to be considered or that I need to raise?

Tuft

Mary Ann Tuft
President
Tuft & Associates Inc.

The most important starting point is to do your homework and research the hiring organization. Asking relevant and thoughtful questions not only reflects positively on you but also helps you get the information you need to evaluate the organization and position.

The number of questions you ask should be determined by the scope of the position and time allotted. About five or six carefully selected questions are usually sufficient. Here are some sample questions:

How long has the position been open? Is it a new position?

What are the long-term goals for the organization? (If your research has uncovered a strategic plan, then you may want to relate this question to the plan's goals and objectives.)

What are key challenges/opportunities/issues for this position that need to be addressed in first six months? Long term?

From your perspective, are there any barriers to achieving these challenges?

Depending on the type of employer you're exploring—and the research you've done—additional questions might focus on the organization's financial stability, membership priorities, culture of the board and staff, role of the foundation or subsidiaries, relationship with a parent association, pressure from competing organizations, and so on.