The interesting thing is, they mentioned that the 10 questions that everyone should ask before they join a job, can easily be flipped to become the 10 things that a recruiter should let a candidate know. Or, they could be used to become the bare bones of a job description.
I think that’s an interesting concept. It would give recruiters a chance to assess the attractiveness of a job from a candidate’s perspective, and it would help in attracting the right candidates. After all, a job is so much more than just a source of salary (or at least, it should be). The fact that a really talented person is on the team might make the job more attractive for an ambitious person who’s looking for a mentor, maybe more so than a few dollars more in salary terms.
So, if I turn these questions around, here are… (drum roll…) 10 things that recruiters should let a candidate know:
- The type of work they will be doing. (Without great “exaggerations”, preferably.)
- If anyone special is on the team, or if the candidate would become the team’s “superstar”.
- How will the candidate be able to contribute to the organization?
- What are the opportunities for the team that the candidate will be joining?
- What are the pay, benefits, etc?
- Will the candidate be expected to work long hours, travel, etc? It’s better to establish this upfront, so that the candidate knows what he/she is entering into.
- What would be the future career path of someone entering into this position? (e.g. “Ms X joined this organization as a Media Executive 7 yrs ago, and now she is our current Head of Marketing.” And you’re sure that, with hard work, Candidate Y could do the same thing.)
- What type of experience will the candidate gain? Different from the kind of work he/she will be doing, in that you should stress on the skills that he/she will learn, e.g. “you will learn time management and organizational skills, and you’ll gain the ability to delegate effectively, since you will have to coordinate the various activities across the department”, etc.
You’ll notice that the original ten questions have been pared down to eight facts. That’s because I left out the unpleasant issues of whether the company will change ownership in the near future, or whether there are any issues facing the team.
I hope this is helpful for the recruiters out there 🙂