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questions to ask headhunters: 13 Smart Questions to Ask a Headhunter
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questions to ask headhunters: 13 Smart Questions to Ask a Headhunter
Introduction
If you’re looking for a new job, it’s important to know what questions to ask your potential employer. You want to make sure they’re going to be able to provide you with the kind of experience that will help your career grow and allow you to reach your goals. But how do you know which questions are smart and which ones aren’t? Here are 13 smart questions any job seeker should consider asking their recruiter or headhunter:
What are the main reasons for a company to hire a headhunter?
Headhunters are a good source of candidates because they are often able to find people that are not actively looking for jobs.
Many people do not know about job opportunities at their company, so headhunters can help companies find those candidates as well.
How do you typically go about the interview process?
The interview process is one of the most important parts of your job search. You want to make sure that you’re getting the right opportunity and that it’s a right fit for both parties. Questions about how a headhunter goes about their interviews will help you understand what they look for in candidates, how they assess their skills and experience, and whether or not they’ll be a good fit for the role at hand.
You should also ask questions about other candidates who have been through this same process recently so that you can get an idea of what type of person might be successful in this position. If possible, try contacting them directly (via LinkedIn) or asking their references if there’s anything else they could share about their experiences working with this particular headhunter before making any decisions yourself!
Why did this company decide to use a headhunter rather than other recruiting methods?
When you ask this question, you’ll want to keep your ears open for any information about the company and its hiring process. For example, if a headhunter says that this particular company prefers to use headhunters because they have a very specific role in mind or because the position isn’t advertised yet, that’s valuable information. It can help you determine whether it’s worth applying for jobs at that company and whether your skills match what they’re looking for.
On the other hand, if a recruiter says something along the lines of “I think we should meet,” then consider it an opportunity–but don’t get too excited just yet! You’ll still need more information before deciding whether or not it would be worthwhile working with them on finding employment opportunities in general; remember: there are plenty of good recruiters out there who will only take advantage of people if given half a chance (or less). So make sure you ask yourself these questions before getting into any sort of agreement with anyone else:
What is the timeline for filling this position?
The first question to ask a headhunter is, “What is the timeline for filling this position?” You want to know how long it will take and when you can expect to hear something back from them. If they say that they’re not able to give an exact date yet but will let you know as soon as they do, that’s fine too!
You should also consider whether or not there are any deadlines associated with applying for this job (e.g., if it is being posted on a specific date). If so, make sure you get your application submitted well before then so there aren’t any surprises later on down the road when it comes time for interviews or offers.
Can I contact my references and let them know they may be contacted by a headhunter or external recruiter?
Before you agree to work with a headhunter, make sure that you can contact your references yourself. If not, there’s a good chance that they’ll be contacted without your permission. You should also ask for their contact information so that if they do get a call from the headhunter or external recruiter, they will know who it came from.
What type of role am I interviewing for, and why is this role open in the first place?
The first question to ask a headhunter is: “What type of role am I interviewing for, and why is this role open in the first place?”
If you are interviewing for a position that is open because of a layoff, it’s important to know why the company decided to downsize. If you find out that there was no good reason (like poor performance), then this could be an indication that there are issues within the organization that may affect your ability to do your job effectively.
On the other hand, if your potential employer was forced into downsizing because their customers had reduced demand for their products or services–or simply lost interest–this does not mean that every employee will lose their job; rather it indicates that some changes need to be made so as not to lose future business opportunities.
Are there any specific skills or qualifications that are being sought out in applicants for this role?
The next question is one you should ask if you have any concerns about whether the headhunter’s client will be interested in your application. It’s important to know what skills, qualifications and knowledge are being sought out in applicants for this role so that you can make sure your resume is tailored accordingly.
If they don’t have a specific set of requirements at this point, then it may be too early to ask this question. However, if there are some key things they’re looking for–like experience with Salesforce or having worked at a similar company before–you’ll want to highlight those on your resume and make sure that the cover letter addresses them directly as well (more on cover letters below).
What has been the experience of other candidates who have been hired for similar positions at this company in the past?
If you’re interviewing for a job, it’s important to know what the experience has been like for others.
“How long ago was the last person hired for this position?”
Headhunters can often give you some insight into how successful past hires were in their roles and whether or not they would recommend anyone else from their company apply. If they’ve only had one other candidate before you, it might not be worth asking them any further questions on this topic–but if they’ve had multiple applicants (or even just one), ask them what happened with those people and why their experience might be relevant to yours.
How does your firm determine whether or not an applicant is qualified for the position, and do you offer any feedback on whether their resume should be forwarded to the client company or not?
How does your firm determine whether or not an applicant is qualified for the position, and do you offer any feedback on whether their resume should be forwarded to the client company or not?
This is a great question because it gives you insight into how much thought goes into headhunting. If they say something along the lines of “we have a rigorous process,” that’s not nearly as good as if they say something like “we look at all factors related to experience, education and qualifications.” You’ll want to know what those factors are so that you can make sure all of them are represented in your resume.
If I am interested in applying for other roles that your firm represents, do you have a referral program whereby you will help me find other positions with other companies you represent? How would that work with regard to compensation for both parties involved here?
It’s important to ask smart questions when choosing from multiple offers.
If you are in the process of interviewing with multiple companies, it’s important to ask smart questions when choosing from multiple offers.
Conclusion
We hope these questions help you get the most out of your headhunting experience, and that they give you a better idea of what to expect from this process. As always, feel free to reach out if there’s anything else we can do!