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During an interview, inevitably a good recruiter will ask a candidate if he or she has any questions. Usually, the candidate (per candidate best practices) will have a few, clever questions.  These questions are generally designed to show the recruiter how much the candidate is interested in the position because they’ve done their homework and can ask about current initiatives or projects.  But the questions candidates really want answered are rarely voiced out loud. So what do candidates really care about learning in the interview? Read on.

 1. Why is this position open?

There are a host of underlying questions here, none of which will ever likely be asked. Was the workload so much that the last person holding this job ran for the hills? Or, on the flipside, was the environment so supportive and amazing that the last employee was promoted and given a raise? A solution is to explain the position opening, describe that role’s fit in the management system, and be candid about any challenges the candidate may face.

2. What will the compensation be?

And this question isn’t simply driven at the total salary, which many recruiters will be asked about or which may be in the job description. This goes to the heart of the “once I divide the total value of the package you are offering me by the number of hours you expect me to work, would I be making a decent wage” calculation. So make sure you give the candidate a view of all the benefits of the job, covering both financial and any other positive attributes you can identify that may add to his or her bottom line.

3. Am I going to be doing the same thing forever?

Okay, no one REALLY thinks this could be the case. After all, it is probably at-will employment roles you are filling. But what this unasked question really goes to heart of is the potential for continued growth and potential earnings and well as increased responsibilities. So if there is a career path, let the candidate know that they can be considered and that there will be opportunities for them to continue to professionally develop.

4. Can I apply to other open positions within this organization?

The candidates may be worried because they are interested in multiple openings and wonder if applying to more than one can put them at a disadvantage. Or, perhaps a candidate may be better fit for another open role in your organization that they haven’t thought about. Let your candidates know what their options are in apply to other positions.

Being completely transparent with candidates is an important aspect in a good candidate experience. To learn more about how to create a positive candidate experience that helps attract, engage and retain top talent, click here.

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