14 Candidate Questions You Need An Answer For.

Hiring is a two-way journey. Candidates have questions, just as companies do. Some crop up at the outset, others during the interview. When they do, you need to be ready.

What’s your remote working policy?

Remote working is here to stay, even if we have seen a creep back towards office life. People’s lives have changed and remote working is often one of the first things candidates ask about. That’s not to say you should offer it if it doesn’t suit your preferences or culture, but you should be ready for the question and consequences.

Are the hours fixed or flexible?

It’s not all about being able to work from home. For some candidates, changes to their lives mean new responsibilities, which often requires more flexibility than the 9 to 5 provides. For others, it’s about personal preferences. If you don’t have a clear policy, it’s worth thinking about before the question comes up.

What’s the culture like here?

Candidates want to work in environments they’ll enjoy being part of and where they can do their best work. If they’re asking, they want more than platitudes that sound like you could be describing any company. They want to know what it’s really like, how decisions are made, how people are treated and how people collaborate and communicate. 

Will you match my current annual leave allowance?

Are you willing to break your standard package to land the right candidate? The most sought-after candidates will often have ‘deal breaker’ expectations, with annual leave high on the list. Your decision could have a bearing on others in the business, so it’s not one to be taken lightly. (See also: Can you match my salary expectation?)

What ‘kit’ do you provide as standard?

Depending on the role, IT equipment can be near the top of their list of questions. Whether it’s the operating system or spec or software, candidates will often have a clear view on what they need to perform their role well. Whether it fits your budget and systems is another thing. 

They want to know what it’s really like, how decisions are made, how people are treated and how people collaborate and communicate. 

Are there opportunities for progression?

The most talented people don’t like to stand still. Just as they see the vacancy they’re interviewing for as a step up, they’re likely to have one eye on what’s next too. Whether you have a structured process for performance and progression or decided on a case-by-case basis, the right answer could assure a candidate their future lies with you.

Do you offer health care?

Different benefits matter more to different people, but health care is often high on the list. Again, if it’s something they’ve had elsewhere, it’s likely to be important this time too. Not all companies have it and that’s fine – but it could have an impact on the candidate’s decision.

How will success be measured?

High-performers want clarity on what it is they’re trying to achieve. (See also: what’s the purpose of the role?). Having desired outcomes and clear objectives enable you to have an honest conversation about expectations and methods – critical for a successful relationship.

What does the company stand for?

Lots of candidates are looking for fulfilment. They don’t want to just make money for ‘the man’. They want to know their effort is contributing to something more meaningful. Your purpose, mission and values help paint a picture of a company that stands for something more than profit.

What does the future hold for the business?

If a candidate is going to commit their future to a company, it’s natural to wonder what the future might look like. For example, would they be joining a business that plans to grow fast, expand into different markets or territories, float or be up for sale in the mid- to long-term future? A clear vision for the business helps candidates make informed choices about their future.

Do you even work in tech or marketing if you don’t know someone who has an idea for an app?

Do you have a high turnover of staff?

Candidates get nervous about joining companies that appear to lack stability or where there might be a cut-throat culture. High turnover can (although not always) point towards problems. The higher the turnover, the more important it is to have a proper answer. (See also: Why did the last person leave?)

Do you allow sabbaticals?

When you’ve invested time and effort into a recruitment process, you probably don’t want to hear that your preferred candidate wants time off to travel in one or two years’ time. But on the flip side, isn’t it better to have it out in the open? If it lands you a great candidate and avoids being blindsided by a surprise resignation, then it’s better to have the conversation early.

Would you be ok with me having a side hustle?

Do you even work in tech or marketing if you don’t know someone who has an idea for an app? Likewise, people often like to top up their earnings with freelance projects. For some companies, it’s a firm ‘no’. For others, there’s greater flexibility. Either way, it’s good to be prepared for the question.

Can I take some time to think about the offer?

It’s natural to want your chosen candidate to jump for joy at your offer – and for many, that’s certainly the case. But some prefer to take their time and weigh up all their options. They might be involved in other hiring processes or simply feel an emotional attachment to their current place of work. While it might point to cold feet, the right candidate is worth waiting for.