CLOSING QUESTIONS

• When was your last performance evaluation? How did that go?
• Have you ever received a counteroffer before?
• Do you have a list of references in place? (Name of their past 2 managers.)
  • How did they replace you?
  • Do you still talk to them?
• Would you be able to share your references with me? 
• Would you be able to pass a background check and drug screening?
• Are you the sole decision maker when it comes to accepting job opportunities in your household?
• How long do you need to accept a job offer?
• How would you resign?
• What other companies are you interested in working in? Can I represent you for those opportunities?
• Can we connect on LinkedIn? 
• Please let me know if any and all changes related to your search.
• [SEND PREBOARDING DOCUMENTS AND JOB DESCRIPTION]

RESIGNATION

This is the time to make sure your candidate, if currently employed, has thought about resigning. You need to ensure that your candidate has a plan for resigning and had thought about any potential aspects that may be affected by resigning. Inform them that, if needed, you can send them a copy of a proper resignation letter (found in LEO) and ask them what they would do if a counteroffer was made.

BACKGROUND CHECKS & DRUG SCREENING

This section covers general candidate screening questions. The first question asks about the candidate’s criminal background. Asking this is legally permitted unless the state in which the opportunity is located upholds “Ban The Box”. For more information on Ban The Box, refer to the section titled Illegal Interview Questions.

If permitted, after asking about criminal history, it is best to explain to the candidate that a drug screening and background check will be required if an offer is extended and accepted. After stating this to the candidate, proceed to ask them if they would be able to consent and pass both.

The next few questions pertain to education, asking what the highest level is they have completed and if they can provide proof of completion. In some cases, proof of education completed in the form of a diploma or transcripts may be required if an offer is extended and accepted. In situations such as this is important to verify that the candidate can provide the proof required in a timely manner.

Another aspect of education verification pertains to the candidate who received their education outside the USA. If a specific level of education is required for a role and you identify a qualified candidate that did receive their education outside the USA you need to discuss this with the Account Manager or your supervisor prior to submitting the candidate to the client. In most cases, with a few extra steps, verifying foreign education can be done and will be accepted.

The next question asks the candidate what they think their last two employers would say about them. This question is designed to explore the candidate’s work ethic and performance. When you simply ask a candidate if they would provide references, or would their past employer say good things about them, it’s easy for the candidate to say “yes”, even in situations where the reference may be far from good. By asking the candidate specifically what the reference would say about them, you are much more likely to get an honest answer, revealing potential red flags that may exist.

The last question in this section asks if the candidate could provide proof of income. This is a very useful question for determining if the candidate is being truthful about how much they made in a role. Just remember candidates lie, it is not that uncommon for a candidate to tell you they made more than they did in a past role so that they can try to get paid more for the opportunity you are presenting.

As you gain more experience as a recruiter it is easier to gauge what a candidate should be making based on their level of experience. Until you feel confident in making compensation evaluation, always err on the side of caution when something may seem off to you. For example, if you are interviewing candidates for a role who all have around 15 years of experience and are requesting between $40 and $45 per hour and the next candidate you speak to has 5 years of experience but claims to also be making $45 per hour, this should be a red flag for you. In this situation asking if the candidate could provide proof of income may help uncover if the candidate is being truthful.