Knock-out Questions
We've all got 'em
While many recruiters wind up specializing in particular niches - which could be anything from specific tech roles to behavioral health to commercial drivers - many recruiters know a little bit about a lot of things.
I tell candidates and hiring managers daily that I’m no expert in what they do for a living, but I AM an expert recruiter. Which means that I’m tasked with being a business partner for the hiring manager - advising them on the current market of candidates and compensation as well as the nuances of the interview process.
I am also responsible for ensuring a positive candidate experience for each and every person I talk to about a given job opening.
Because I’m no expert in data analytics, or UX or how to treat a child living with ASD, I ask every hiring manager for a few “knock-out questions.” This helps me to stay on track and separate viable candidates from those that are not suited to the job.
These questions come about during my alignment call with the hiring manager. These alignment calls happen whether you’re an in-house or agency recruiter. No matter how long I’ve worked with particular hiring managers, I approach each role as a brand new opportunity to wow them by bringing them only the best qualified candidates for their role.
(Do I get it right all the time? Nope. That’s why I recalibrate often.)
During an alignment meeting I have the hiring manager walk me through the outcomes they will expect their new hire to produce during their tenure in the role. I ask what this person will be expected to accomplish at the end of 30-60-90 days and a year. I ask them to explain some of the nuances of how the person will accomplish those outcomes - so that I can understand - at a high level, what happens in that department and that role.
Then I share what I consider to be high-level knock out questions and get the Hiring Manager’s feedback. For an SEO entry level role, it may be as simple as asking a candidate, “At a high level, what comprises SEO?” Then I’ll ask the Hiring Manager to give me some suitable answers and what would be indications that the person really doesn’t know what they’re talking about.
When I use knock-out questions it’s the first line of screening to ensure someone is going to be successful in the role.
After my initial screening with candidates, provided I feel they are fit for the position (and sometimes that means moving someone forward even if I’m on the fence) I send the candidate’s resume and a few bullet points of information gleaned during our call. Those bullet points will usually include my interpretation of their response to the knock-out question/s as well as things like their geographic preferences, compensation base required as well as other items pertinent to their ability to complete the job and continue to grow in our organization.
Asking a knock-out question is not about being combative. It is about setting you up to succeed. I never want to move a candidate forward only to find out that they were overwhelmed in an interview with the hiring manager. There’s nothing about that that makes a positive candidate experience.
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