Hurray!
You’ve got a first-screen interview scheduled with a recruiter.
We’ve seen how to pass, and what to prepare for a first stage interview. I now want to share with you the best questions to ask during a screen interview with a recruiter that helped me land my dream jobs.
Now, don’t make this mistake!
Towards the last 10-15 minutes of the conversation, after they’ve asked about your experience and motivations for the role, most recruiters will ask, “Do you have questions for me? “and the absolute worst response you could give is no.
This isn’t the time to politely save time; utilising these remaining moments will show to the recruiter that you are curious and genuinely interested in the role.
Plus, it’ll provide you with key information you need to understand exactly what it takes to land the job. So declining this opportunity is a big no-no.
I’ve created a set of questions that I use myself when interviewing. These questions ensure that I’m using those precious last minutes of any first-stage interview to impress the recruiter and know exactly what I need to know to get the job. And guess what? I’ll share them with you.
Enough talk, let’s see the questions:
What is the team like?
Who will you be working with and who will you be reporting to? Try to understand how the team is structured and whom you will collaborate with.
Here’s my trick. Write down any names the recruiter mentions. You can now check out your manager on LinkedIn and send them a connection request. If you’d like, you can send them a brief hello message. Remember to be brief and friendly, not pushy. (check out my template)
The hiring managers will be more likely to remember your name once the recruiter decides to speak with them.
This shows that you made your research, are familiar with how the team is structured, and genuinely want to join their team.
What is the hiring manager looking for?
This is key. You don’t just want to know what you need in general to succeed; you need to know what the hiring manager wants exactly in the next person that joins the team.
The recruiter may tell you about specific challenges they are trying to solve; there may be some competencies missing in the current team, or some traits that would fit in well.
An alternative I also like using is, “What do you think would impress the hiring manager during the interview process? “The recruiter will now switch to friend mode and try to help you. Showing genuine interest and willingness to work hard to get the job is what they want, and they will be more willing to spend time with you to help you prepare. Remember, you want to keep them on your side!
Now, store this information carefully, as you will need it for your interview with the hiring manager.
Before your next interview, make sure you prepare some examples to highlight those traits of yours that match with what the manager is looking for. For example, if they are looking for a team player, think about the collaborative side of yours and have some ready examples to use.
At the question:
“Why should we hire you?”
Highlight the three traits that make you a perfect match to what they are looking for.
Are you backfilling or is this a new position?
Understand why the role is open. Has there been a promotion or lateral move in the team? Is the manager creating a new team? Did they just fire somebody?
I know.. they wouldn’t admit that. But you can catch any green flags and determine whether the company is growing, whether they do promote internally, and have a better understanding of the team dynamics.
What are some reasons for previous candidates not passing?
This will help you understand what you shouldn’t do. The recruiter will tell you about any red flags or traits that the manager didn’t like in candidates.
Not enough confidence, too much confidence, lack of a particular skill… Take note and make sure that you are not making those mistakes. It’s one more chance for you to pass!
How do you see this role evolving in the future?
Ask about future progression opportunities, and how the organisation supports learning and development.
Why?
Firstly, recruiters Love candidates who want to develop within the company.
They don’t want a person that they will need to replace within the next two years. It’s expensive and inefficient. So whether this will be your long-term company or not, show them that you have that growth mindset and are planning to stay.
Secondly, it will help you understand how ambitious you should be when talking with the hiring manager.
A common question you may be asked during the next stages is:
“Where do you see yourself in the next 3 or 5 years?”
Come prepared. Don’t say that you see yourself progressing in a new role within the next 2 years if you know that it won’t be the case.
Looking too ambitious can backfire!
Why? If your ambitions are not in line with what they offer, they may fear that you’ll soon lose motivation. Instead, try to think about how your own goals match with the company’s opportunities.
Recruiters also love discussing the opportunities available for learning and development. It not only ends the interview on a positive note but also shifts the conversation, with them now trying to convince you to join by highlighting their benefits and future opportunities. Give it a try; it works wonders!
Bonus Question:
How would you describe the culture?
Recruiters love speaking about the culture and love when people are interested in it. It shows that you are not just looking for any job; you want to make sure it is a cultural fit.
A good recruiter will tell you about the culture, and most companies will have a dedicated page on their website. It’s still great to hear from a personal perspective what it’s focused on.
For your next interview, prepare some examples of when you showed traits that match with the company’s culture and values.
For example, if it’s a very collaborative environment, make sure to describe yourself as a team player and give a few examples when you collaborated with colleagues and stakeholders.
When asked:
“Why do you want to join our company?”
Highlight what you like about the culture as part of your answer. (You can find clear examples of how to answer the most common questions here)
2nd Bonus question:
What’s the interview process like and when can I expect to hear about next steps?
I add this as a bonus question, as any good recruiter will discuss the interview process and next steps with you. But if they don’t, please ask.
Knowing the number of stages, length of the conversations and interviewers will give you a good idea of what you need to prepare for each interview.
For example, If you know that you’ll meet the hiring manager twice, you know that you will probably cover your motivations and experience during the first 30-minute stage, and then go more in depth with competency-based questions during the second stage. You will also be able to prepare the appropriate questions based on who you’ll meet.
Having a timeline will also help you stay on top of the process and follow up when needed.
Mistakes happen, and you don’t want to risk missing emails about possible next steps. If you don’t hear within 2 days of the given date, drop an email to ask for updates. (here’s my template)
My final advice
Look at it this way: the recruiter wants you to get the job. Show genuine interest, curiosity, and that you’re ready to do what it takes to succeed.
Don’t be afraid to ask for clarifications about the job during the conversation; the recruiter is there to help! And, of course… screen out candidates.
So, make sure to prepare and write down some questions in advance. I suggest having around 4-7 key questions prepared.
Be insightful! Asking great questions can turn an okay interview into a great one and end the conversation positively!
You’ve got this!
Once you understand their game, you’ll master any screen interview. These will help you:
