This section focuses on outlining what a candidate is looking for in their next role as well as what is important to them. Most of the questions in this section are strait forward and are simply intended to gather information and confirm that the opportunity matches what the candidate’s wants and needs. For these questions, if you get an answer that is not in line with what the opportunity offers, be sure to inform the candidate of the discrepancy and confirm that it is not a deal breaker. In most contract situation, these discrepancies are easy to overcome.

What would really excite you about an opportunity? Can you tell me your 3 motivating factors?
Who (what title) would you like to report to?
What do you see yourself doing in your next role?
What products or business sectors would you like to work on?
What products or business sectors have you worked on already?
What size company would you like to target?
What pay range are you targeting?
- How did you come up with that number?
- When was your last pay raise?
- Do you receive a bonus? When is that paid out?
- What pay range won’t you accept?
Would you consider relocation?
- If so, what areas interest you?
- Will you require relocation assistance?
- What areas interest you?
- Have you ever relocated before?
- Will you require relocation assistance?
- Will anyone else be relocating with you?
- Do you own or rent?
- Have you thought about what you will do with your current property?
What is your ideal commute time to work?
- What commute are you comfortable with?
Which is more important to you? Compensation or Career Growth?
At what point in compensation do I not reach out?
In order of importance, what are the 4 things you must have in order to make a move?

THREE MOTIVATING FACTORS

The first of these asks for the candidates top 3 motivating factors. Knowing the candidates motivating factors play a big part throughout the entire recruiting process. Starting with the ISGF interview, you should cater the way you promote an opportunity based on the interests and motivation factors of the candidate. After the ISGF interview, as you move the candidate through the steps of the client interview you are constantly providing the candidate with additional information about the role and the company to keep the candidate excited and engaged. Again, this information is based on the candidate’s interests and motivation factors.

Knowing a candidate’s motivating factors also helps prevent and combat fall-offs. Being that a candidate’s motivating factors should be of up most importance to them, if you know that the opportunity conflicts with one or more of the candidates motivating factors you should take extra precaution when considering submitting that candidate. In a situation such as this, you will need to carefully vet out the candidate as to whether or not the conflicts will prevent the candidate from accepting an offer or if the conflicts could lead to the candidate not preforming their duties as intended.

The next question to be covered involves asking the candidate if they are the sole decision maker. You need to ask this to identify who will be involved in the candidate’s diction making process. Most of the time, if this is applicable, it will be a spouse or partner, in which case you need to shift your attention to them. With this redirection, inquire what information the spouse or partner may need to feel comfortable with the candidate perusing a new opportunity. If the candidate is unsure or hesitant in their answers, offer to speak to both parties simultaneously. Doing this may allow you to answer questions directly and overcome objections much like you would with a candidate.

You will also ask if the candidate requires special work accommodations. Asking this is NOT meant to identify medical handicaps or disabilities, such questions are illegal. It is meant to give the candidate the opportunity to request professional preferences: a stand-up desk, a specific type of chair, an office opposed to a cubical, etc. It may seem trivial, and most of the time in contact roles it is, but you still need to cover your basses and ask.

Lastly, asking about a candidate’s desired shift is particularly important when recruiting for overnight positions or positions with work hours that conflict with a candidate’s non-work-related responsibilities or commitments. For overnight positions, recruiting a candidate that has never worked this shift greatly increases the risk of a fall-off. This does not mean that you should avoid qualified candidates without this experience, it just means that you need to take the extra time to ensure the candidate has considered all factors that may be affected, particularly anything that may require the candidate to accomplish during normal business hours.

If you identify that a candidate has a conflicting schedule to the opportunity being presented, and the candidate is still interested, you need to confirm that the candidate has a reasonable plan for dealing with the conflict.

MANAGERIAL EXPERIENCE

This sections most directly applies to roles that have management responsibilities or involves the oversight of others. The questions in this section will help you assess a candidate’s management style. Using this information and compare it to what will work for the client and address any differences with the candidate as necessary. Normally, good managers can adapt to different environments and this is not an issue. The issue occurs when you identify a manger that feels there is only one correct way to manage people.

INTANGIBLES

This section, like others, helps to gather additional information about a candidate. This information can be used to gauge the level of compatibility between a current opportunity and a candidate as well as identify future opportunities that may appeal to a particular individual.

COMPENSATION

You should also ask what their target pay and minimum pay is for the following reasons:

There is a difference between salary and on target earnings. If the candidate is currently in a sales role making $150,000/year they may be looking to stay in that same range for their next role but may only require a $50,000 base.
It opens the conversation up to what the candidate may value most. If a candidate works in an office but values working from home, they may take a reduced salary in exchange for working remotely.
You’ll understand what their goals are and if their range is realistic. The below examples are great reasons why they are shooting for a higher pay:
- Learned new technology
- Received a recent certification

Should a candidate have unrealistic expectations it is best to communicate that they are outside of the market rate for the opportunity you are discussing.

RELOCATION

The relocation section of the interview form addresses if the candidate is willing to relocate. A candidate’s relocation experience will help you determine the level of risk involved in recruiting someone for relocation. An individual who has never relocated for a job is at a higher risk of getting cold feet when it comes to moving than someone who has relocated multiple times before.

In addition, regardless if the candidate rents or owns, you want to make sure that candidate has a plan of what they will be doing with the property or how they plan on getting out of their lease. These are all things that can cause issues when it comes time to move.

The last thing to take into consideration for relocation is family that may be impacted. If your candidate has a spouse, is the spouse ok with moving, does the spouse have a job, is the spouse ok with leaving that job. If the candidate has a school-age child, is that child in the middle of a school year and is your candidate ok with moving the child to another school.

All aspects need to be considered when factoring in relocation. You should always have the candidate’s best interests in mind and that starts with ensuring that your candidate has thought of all things that may be affected by moving, even if its temporary.

Should the candidate express interest in relocation, you must ask the following questions:

What areas interest you?
Have you ever relocated before?
Will you require relocation assistance?
- *Note: The majority of contract position, compensation is not offered for relocation.
Will anyone else be relocating with you?
Do you own or rent?
Have you thought about what you will do with your current property?

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