5 Questions That a Candidate May Ask You in the Interview?

The interview runs smooth till the tables turn and you find yourself in the hot seat, bombarded with one intimidating question after another. An unlikely situation to be in? Think again. Today it is only fair that candidates openly seek clarifications on various aspects of the job. This is where a good recruiter can differentiate from the average. A good recruiter is prepared to provide packaged and well-presented answers to the candidates to strengthen the employer brand.

Here are five questions candidates can ask: 

• What is the vision of the organization?

As the face of the organization, a recruiter must have an in-depth knowledge of the organization’s vision, structure, leadership and media releases, among a few other things.

• What is the culture of the organization?

The candidate wants to know about the culture – policies, values, best practices, etc. Indirectly, he wants to know whether he can achieve a good work-life balance. Shoot your organization’s USP, backed with examples. You can even design a short podcast/video hand it over for the candidate to “feel” the workplace.

• What type of career experience will I get in the organization?

Candidates see in others’ shared experiences, their own future. Questions about the founder, career opportunities, etc. help them assess long term viability and probable achievements. Share stories on career paths and leadership interactions to generate ‘pride’.

• What will be the salary package offered to me?

This is perhaps the most important question for the candidate. Tackle the pay-related questions with a matter-of-fact brief of the compensation philosophy & benefits on offer. Be direct, do not hide! Prospective employees appreciate a transparent approach where ‘what you show is what they get’.   

• What is the termination or exit policy of the organization?

Taken by surprise? Well, don’t be. There are two reasons for asking these questions. One, to find out if there is a contract binding on him during the term of the employment. Second, if his performance was not up to the mark, how the organization would hold him accountable.

Candidate questions are an opportunity to reinforce & reiterate what your organization does best and how they can do their best if associated with the company. So, it’s just not the candidate answers that can catch you off-guard. Even their questions can! Be prepared!