This document outlines 10 questions recruiters should ask candidates but often avoid. Asking these questions helps recruiters serve as a trusted advisor to both candidates and clients by identifying potential issues or red flags. The questions address topics like whether a candidate is interviewing elsewhere, if they would accept a counteroffer, reasons for leaving past jobs, gaps in employment history, and willingness to undergo background and drug checks. Failing to ask important questions leaves recruiters unprepared for deal breakers that could negatively impact placements.

1. 10 Things You Hate toAsk, but should
What you don’t ask may come back to haunt you!How many times do we look to
fill our job vs. work as a trusted advisor with our clients and candidates? Itis
almost a protective human instinct to shy away fromthe hard questions or those
we don’twant to know the answer to. In the business of placing candidates in
jobs, weoften look for the reason to say yes and avoid all the reasons weshould
say no. Saying NO can make you the best assetto both your candidates and
clients, and they don’teven know it yet.
1. Are you currently interviewing with anyoneelse?
2. Would you consider a counter offer fromcurrent employer or other
company?
3. Have you told your currentemployer you are unhappy? Asked for wants?
4. What were you last making vs. what do you want?
5. Have you ever worked in an environment like this before? If not, what
makes you think this is a fit?
6. Reasons you have left your last few positions.
7. Gaps in employment-address those
8. Ability to willingness to complete a background check/creditcheck and or
drug check.
9. Ask the candidate to describein detail why they think they are a good fit for
this position as described.
10.Have them help you write their resumewrite up to sell to the client.
If you don’t ask, you are left unpreparedfor the red flags that can be deal
breakers!