Better to err on the side of caution and ask too many questions rather than too few

1. No Such Thing as Too Many Questions
As recruiters, shoddy note takingandfailuretoaskrelevantquestionsregardingjobopeningsbefore
draftingjobdescriptionsisoftenthe single pointof failure.The problemwiththe formerbeing the
hiringmanager’swordsgettinglostintranslationandinsufficientprobingfurther compoundingthis
problem, resultinginineffective andoftenincorrectjobdescriptions.
The demandsof the job are highandtime isshort, butbefore youstart writingthe job description,
take a beatand sitdownwiththe hiringmanagerto discussthe detailsof the role…the devilisinthe
details,remember?
Here are a fewkeyquestionsyoucanaskthe hiringmanagertoensure yourjobdescriptionshitall
the necessarymarks:
What is the reason for this vacancy?
Is the teamshort-staffed?Isthere aspecifictalentgapthatthe hiringmanagerneedstofill?Isthe
company hiringinorderto reach itsannual growthtargets?Understandingthe largerpicture behind
the role mighthelpyouconveythe role'spurpose more effectivelywithinthe jobdescription.
What are the primary responsibilitiesofthe role?
To attract the rightcandidates,yourjobdescriptionsshould outlinethe day-to-daydutiesof the
applicant. Focuson paintinga picture of 6-8 topjobresponsibilities.
What type of experience shouldthe ideal candidate come with?
There isno secret formulaforfindingthe rightcombinationof experience,certifications,devotion to
the organization,andleadershipabilities. Requestingthatyourrecruitingmanagerdividethe

2. credentialsintopre-requisitesandnice-to-havescanassistyouinputtingtogetherthatwinning
combination.
What is the ideal candidate’s persona?
Do yourequire a self-starter,aproblem-solver,oradependableprocessmanager?Doyouneed
someone whoadherestosetprocesses orsomeone whocanshake thingsup? Answerstothese
questionscanassistyouinattracting the bestpeople suitedforthe role.
Lastly…
Alignmenttocompany’svision,cultural fit,educational qualificationsare likelytohave varying
prioritiesdependingonthe client’sneeds.Ask the hiringmanager,relevantclose-endedquestions
that can take your jobdescriptionsfrominformativetohighlyeffective.
Pinak isat the forefrontof automating JDcreation andintegratingcandidate engagementonasingle
platformpoweredbyAI.