Respected Sir,
I found the Questions For the Interviewer really fantastic,since they leave a mark of confidence as they are asked. These questions do have a meaningful thought,especially for the freshers and make the interviw process,a unique one. They,most importantly describe the dynamicity of the person. More importantly they make the interviewer feel more secure.
Your’s Truly,
I remain,
Pavan Metri.
This is definitely a good list of questions. Some additional questions to ask may be,
What is the work environment like, cubicles, offices, large open area, etc…?
What is the proper dress code for the interview?
How many people are there on this team/project/assignment that I will be closely working with?
What is the normal/acceptable work schedule, 8/5, 10/4, etc…?
Great Questions to ask a Tech. Recruiter.
But without guidance to good answers, you can ask all the quesitons in the world and it won’t make a difference. As an example; Who cares how a recruiter finds you. If one digs enough, the internet can produce almost any contact name. Is it a retainer or contingecy search? who cares, in both circumstances the recruiter is paid some if not all of their fee based on the candidate accepting the job offer. What one needs to discover is the professionalism and professional ethics of the recruiter. How long have they been a recuiter. Do they have a successful track record of placing candidates who are happy whre they are. Are they certified by a professional recruiting organization, etc.
Great Questions!
I am a tech recruiter and I would LIKE to get more questions from prospective candidates. The more involved they are in the process the more “real” they become. Also, it shows a level of critical thinking that is appreciated by professional recruiters (AND hiring managers!). I would strongly caution a candidate to think carefully about working with a recruiter who couldn’t answer most of the questions you’ve listed above (when applicable). Mr. Perlman brings up some very good points as well. Who the recruiter is and Where they are in there career are important, but I would caution people against allowing there questions to devolve into some kind of an adversarial tug of war over qualifications. I think an often over-looked criteria, after that recruiter has proven there competence by being able to answer your questions, is what your “gut” tells you. If the recruiter feels smarmy, or you get the feeling that they are disingenuous then walk away. No, scratch that, RUN away!
–Gerry Gadoury http://www.linkedin.com/in/gerrygadoury
4 Comments on Questions to ask when tech recruiter calls
Respected Sir,
I found the Questions For the Interviewer really fantastic,since they leave a mark of confidence as they are asked. These questions do have a meaningful thought,especially for the freshers and make the interviw process,a unique one. They,most importantly describe the dynamicity of the person. More importantly they make the interviewer feel more secure.
Your’s Truly,
I remain,
Pavan Metri.
This is definitely a good list of questions. Some additional questions to ask may be,
What is the work environment like, cubicles, offices, large open area, etc…?
What is the proper dress code for the interview?
How many people are there on this team/project/assignment that I will be closely working with?
What is the normal/acceptable work schedule, 8/5, 10/4, etc…?
Great Questions to ask a Tech. Recruiter.
But without guidance to good answers, you can ask all the quesitons in the world and it won’t make a difference. As an example; Who cares how a recruiter finds you. If one digs enough, the internet can produce almost any contact name. Is it a retainer or contingecy search? who cares, in both circumstances the recruiter is paid some if not all of their fee based on the candidate accepting the job offer. What one needs to discover is the professionalism and professional ethics of the recruiter. How long have they been a recuiter. Do they have a successful track record of placing candidates who are happy whre they are. Are they certified by a professional recruiting organization, etc.
Great Questions!
I am a tech recruiter and I would LIKE to get more questions from prospective candidates. The more involved they are in the process the more “real” they become. Also, it shows a level of critical thinking that is appreciated by professional recruiters (AND hiring managers!). I would strongly caution a candidate to think carefully about working with a recruiter who couldn’t answer most of the questions you’ve listed above (when applicable). Mr. Perlman brings up some very good points as well. Who the recruiter is and Where they are in there career are important, but I would caution people against allowing there questions to devolve into some kind of an adversarial tug of war over qualifications. I think an often over-looked criteria, after that recruiter has proven there competence by being able to answer your questions, is what your “gut” tells you. If the recruiter feels smarmy, or you get the feeling that they are disingenuous then walk away. No, scratch that, RUN away!
–Gerry Gadoury
http://www.linkedin.com/in/gerrygadoury