What Constitutes a Qualified Job Order Today? 15 Essential Questions Every Recruiter Must Ask Every Hiring Manager

Comments Off on What Constitutes a Qualified Job Order Today? 15 Essential Questions Every Recruiter Must Ask Every Hiring ManagerWritten on August 6th, 2014 by
Categories: Third-Party Recruiters

One of the key differences between highly successful recruiting professionals and those who struggle to make ends meet is their ability to analyze the urgency of filling a job. Staffing specialists who spend their time working on requisitions that will not likely turn into a hire will quickly find themselves frustrated and left 'spinning their wheels'.

What should recruiters be looking for as they qualify new clients and their job orders? Are there specific questions to ask the prospective client or a checklist to easily follow during the conversation?

The good news is the nature of writing a job order has essentially remained unchanged over the history of recruiting. The purpose of your conversation with the employer is to determine 3 critical items:

  • The nature of the client's requirements.
  • The urgency of filling the position.
  • Your chances of successfully filling the order.
  • Your conversation with the hiring manager should be candid and honest. If you know they are attempting to hire a candidate and the client isn't open to offering a competitive wage, you need to ask yourself how successful you will be in filling this job. If the client will not provide you with timely feedback once you submit your referral to them, you have to question the urgency of filling the position. In order to develop quality relationships with your current and future clients, you must strive to work with companies who are serious about hiring. When working with a service like RecruitAlliance, you need to evaluate the position, salary offered, and job stats to determine urgency.

    Here are the most important questions every recruiter must incorporate into their job order discovery calls:

  • 1. What are the consequences of this position remaining open?
  • 2. How long has this position been open?
  • 3. How many candidates have you interviewed thus far, and why did you choose not to hire any of them? (This will help you drill-down on things they are really looking for, and what they want to avoid.)
  • 4. What is your timetable for interviewing and hiring?
  • 5. Why did the last employee in this position leave?
  • 6. Tell me the 'must haves' of the ideal candidate. (education required, certifications, technical skills, etc.)
  • 7. What special skills, knowledge, or abilities would benefit the candidate in this role? (determine soft skills required)
  • 8. What is the size of the team this individual will become a part of, and who will he/she report to within the company?
  • 9. Tell me about the company culture, and what attracted you to the organization?
  • 10. What is the ceiling compensation rate for this position? If the ideal candidate indicates a slightly higher salary requirement, should I submit the resume?
  • 11. Are you open to candidates who need an H1b transfer? Do you sponsor Green Cards?
  • 12. Do you and your client understand the timeframe in which candidate feedback will be provided? If you're working through a service like RecruitAlliance, does their customer support team assist you in obtaining feedback after a reasonable amount of time?
  • 13. Can you forward the job specs and benefits offered for this position today?
  • 14. Are you offering a relocation bonus (if open to non-local candidates) and are you open to video interviewing these candidates?
  • 15. Review their hiring process, identify key decision makers who are included in the interviewing process, and obtain interview dates/times.
  • These 15 questions will drive the conversation, while leading to additional, logical questions. Competent discovery questioning maximizes the recruiter's ability to secure solid information to effectively qualify the job order, and move forward, towards their next placement. If the course of the conversation does not indicate the employer's need is urgent, the nature of their requirements are not reasonable, or you believe filling the job is improbable-it's okay to professionally decline the search.

    While determining the quality of a job order has remained essentially unchanged for years, recruiters must always take steps to ensure they are focusing on recruiting candidates for jobs they can fill. The difference between success and mediocre results in this business starts with taking the time to qualify your job orders.


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