WHAT DO CANDIDATES WANT TO KNOW?
What do candidates want to know?
As a search partner to the search industry, it’s understandable that candidates will have lots of questions when they are approached for a new role.
Of course, they know what the job is. They are likely already highly experienced, successful recruiters themselves if we are approaching them.
But they will have questions, and it’s important that we, on behalf of our clients, can answer them.
So here are just some of the questions candidates ask…
What’s the salary?
Obvious yes, but important nonetheless to position the role at the right level and ensure no one is wasting anyone’s time.
What are the benefits?
If we are to attract happy professionals away from their current roles, your benefits need to be genuine benefits, and competitive in the market.
What’s the culture like?
This is an important part of my role, to understand your culture, and therefore approach candidates aligned with, and likely to enjoy and succeed, in that culture.
What career progression is possible?
Is this a great stepping stone into a leadership role for the right person? Many ambitious recruiters will want to know where your business can take them.
What training and development will I get?
Other things being equal, the opportunity for personal development, coaching, or mentoring may be a key selling point of your role.
What’s the reputation of the company like?
Of course, they’ll do their own research. But a good, exciting story will position your business as a go-to opportunity for a great candidate. But honesty is key here, about any challenges as well as the positives.
What senior, high-profile, or challenging hires have you made?
Here’s where strong case studies and testimonials come in, all helping to present this opportunity as a challenging, intriguing, rewarding move.
Do you offer remote/flexible working?
Many senior professionals will have high expectations about well-being, flexibility, work-life balance, and if this is something you offer, it could be attractive.
What opportunity will I have to lead, make an impact, and add value?
This comes down to your culture around decision-making, your structure, your internal communications, and leadership style. The candidate’s expectations need to be carefully managed and hopefully there will be a positive message to promote.
Be clear, be confident, and don’t overthink it. The beauty of your story is that it’s going to continue to evolve and your site can evolve with it. Your goal should be to make it feel right for right now. Later will take care of itself. It always does.
